Event Calendar

Tuesday, August 6, 2024

WECA Supervisor & Manager Development Program (Part 2)

Start Date: 8/6/2024 9:00 AM CDT
End Date: 8/7/2024 12:00 PM CDT

Venue Name: Holiday Inn South

4751 Owen Ayres Court
Eau Claire, WI  United States  54701

Organization Name: Wisconsin Electric Cooperative Association

Wendy Fassbind
Email: wendy@weca.coop
Phone: (608) 467-4589

Holiday Inn South
4751 Owen Ayres Ct.
Eau Claire, WI
(715) 830-9889

Room Block Name:  WECA
Room Block Rate:  $125.95+ tax/double
Room Block Deadline:  Friday, July 5
Room Block Link:  August 2024 Sleeping Rooms

NOTE: Rooms may be available under the room block after the cut-off date only if the hotel has rooms available.

August 6 (Session 2)
8:30 a.m.
Program: 9 a.m.-4 p.m.

August 7 (Session 2 cont.)
Program: 9 a.m.-12 p.m.

WECA Supervisor & Manager Development Program*
   1-1/2 Skill Builder Credits (for Feb. 13 only)
   2-1/2 Skill Builder Credits (for August 6-7 only)
   3-1/2 Skill Builder Credits (combined for both February 13 AND August 6-7 programs)

Development of our cooperative supervisors and managers is one of the BEST investments we can make that supports:  our desired culture at work, being an engaged team of employees and working well together, executing the mission, strategies, and plans of the cooperative, AND responding effectively when a storm or crisis comes our way.  Bad bosses are one of the greatest frustrations of all employees.  Common traits identified include lack of leadership, poor communication, lack of reinforcement, lack of honesty, taking credit for others work, micromanaging, inability to make decisions, mishandling of mistakes, biases and friendships getting in the way, resistant to change, reactive to criticism to name of few.

Truth is, most of the time great supervisors and managers don’t naturally have the skills and abilities needed without intentional development.  Supervisors and managers are most often promoted into positions because they 1) have leadership attributes 2) have been a productive and knowledgeable employee on the team, or 3) they’ve been around the longest and are next up to advance. None of these are wrong reasons for someone becoming a supervisor or manager, however these reasons don’t guarantee success as a supervisor or manager. This series is designed to be specific and intentional to advance your success and respect in the role. 

These interactive sessions will provide a solid foundation for success.   Attendees of this program will also have 2 individual coaching sessions to support individual development.  There will be activities to be completed outside of the classroom setting, in addition to the in-person sessions.

Topics Covered on February 13:
Building Respect and Trust as a Supervisor/Manager

  • Developing your communication skills and style.  Listening to understand, ensuring your team receives the communication they need to thrive and support the organization, the department, and successfully execute their job/position description.
  • Transitioning into a role from within the organization, another utility, or outside of the industry – building your path to success
  • Evaluating and developing your people skills
  • Self-management skills, productivity and time management skills, personal and professional development needs of a supervisor and manager
  • Developing your problem solving and creative skills to evolve, make and manage change.

Setting and Maintaining Performance Standards

  • Setting clear expectations and support to coach against them
  • Conducting regular performance discussions
  • Completing formal performance review discussions
  • How and when to implement Performance Improvement Plans
  • Setting and tracking against goals and setting the standard for how work should be done
  • Collecting performance feedback throughout the review period
  • Having difficult conversations and learning to say No effectively

Topics Covered on August 6–7:

Aligning Teams to Strategy and Culture

  • Presenting business cases and influencing decision makers
  • Basic techniques for building a team-based culture in our department
  • Implement focused communication strategies to continually link strategy to individual contributions

Operational Excellence

  • Critical thinking and problem-solving techniques for teams.
  • Basic process improvement methodologies
  • Creating simple, low-cost methods for measuring impact and success
  • Setting up internal controls to manage performance and efficiency

Keeping People Engaged

  • Understanding what key things employees want and their most important relationship
  • Motivating and leading people to adopt change
  • Learning to think strategically and optimizing the resources around you

These interactive sessions will provide a solid foundation for success. Attendees who sign up for the full series (both February 13 and August 6–7 programs) will also have 2 individual coaching sessions to support individual development. There will be activities to be completed outside of the classroom setting, in addition to the in-person sessions.

Note: The WECA Supervisor & Manager Development Program is split up into two parts (Feb. 13 and August 6-7). They can be taken separately or together. There is a discount if your attendee signs up for both sessions.

Associate Membership

Associate membership in the Wisconsin Electric Cooperative Association provides a continuing opportunity for providers of goods, services, materials, and equipment to build and maintain networking contacts with Wisconsin's electric co-ops and others with interests and needs related to all aspects of the electric power industry.

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