Two years ago when I was working with a manufacturing company as a production manager, I noticed that the supervisor had a problem managing the employees. Arguments arose every day and he was unable to handle them. In most of the time, he favored one of the employees in an argument without even scrutinizing the problem properly. This just aggravated the argument problem. He could also get into heated debates with other employees under him. His leadership skills were weak.

Normally, one can go to school to study about leadership and management skills. However, this is hard if one has limited finances. However, this does not mean that one cannot train. One way to train is by working with other experienced supervisors in other departments. This way, the supervisor will be able to learn firsthand from others in the same field. He will gain practical experience, which is actually better than the class experience.  Another way is to send him to another organization as an unpaid intern.  Organizations are always willing to take on interns. This will help my supervisor to learn about leadership in a different environment.  These two methods, which require no finances, are very effective and dependable.

The success of the training would be measured by allowing the supervisor to supervise the same employees and then observe any changes in his leadership skills for some time. If there are any positive changes, then the training is successful but if there is no change, the training is not successful (London & Mone, 2012). Positive changes to observe is reduced arguments, better problem solving skills and better handling of the supervisor in the presence of the employees.

Reference

London, M., & Mone, E. (2012). Leadership for today and the future (1st ed.). San Diego, CA: Bridgepoint Education, Inc.

 
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