Training services designed to unleash your team’s potential

  • Equip your supervisors
  • Develop your leaders
  • Train your workforce

Supervisor Training

Professional & Executive Coaching

Leadership Team Building

Supervisor training

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Empower your supervisors to be effective leaders

Equip your supervisors to mitigate risk, navigate employment laws, and engage their employees. Topics are delivered in a manner that is easily applied to the supervisor’s role (whether frontline supervisor, middle management or top leadership), work setting and workforce. Frequently requested supervisor training topics include:

  • Employment Law
  • Discrimination, Harassment, and Retaliation
  • Leave Administration (FMLA, ADA and Workers Comp)
  • Recruiting and Hiring
  • Transitioning from Staff to Supervisor
  • Employee Engagement
  • Performance Management

 

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Training delivered how and where you need

 

HOW?

Trupp HR’s Supervisor Training is delivered through a variety of convenient vehicles, including webinars, e-learning, class/workshops, and on-demand (cloud-based video).

WHERE?

Trupp HR’s Supervisor Training may be hosted on-site, off-site, or on your computer or mobile device.

WHEN?

Visit Trupp HR’s events page to see our schedule of upcoming webinars and training sessions.

Professional and executive coaching

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Our strategic approach to coaching incorporates a proven process that is customized to the unique requirements of each coaching experience. Key steps include:

IDENTIFY DESIRED OUTCOMES

What is the ultimate goal and how will we know when it has been achieved? We kick off the engagement by defining desired outcomes in a manner that is achievable, adaptable and measurable.

ASSESS CURRENT STATE

We have our bag of tricks and know when they are best applied—360 assessments, behavioral assessments, subjective interviews, keen listening and observation skills are expertly applied to determine the current state of affairs.

DEFINE PLAN OF ACTION

At the convergence of employee, peers and employer is a unique set of relationships, dynamics, culture and historical context. That’s why we avoid “cookie cutter” while embracing best practice when designing a plan of action.

IMPLEMENT A TAILORED APPROACH

Engaging one-on-one sessions, relevant educational and development resources, meaningful application of learnings, and timely accountability check-ins. Pursuing excellence and traveling down the path of change doesn’t have to be painful.

EVALUATE INDICATORS OF SUCCESS

How will we know when we have arrived? Change may be constant but success can be measured. The key is identifying the relevant indicators and creating accountability for lasting change.

    When is it the right time to pursue professional or executive coaching?

  • Develop your personal style of leadership
  • Understand your behavioral style and its influence on business relationships
  • Successfully navigate a time of significant change
  • Define and achieve professional and personal goals

Leadership team building

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How effective is your team at working collaboratively in order to achieve a common goal? Bringing together a group of individuals brings a multi-dimensional complexity that often prevents teams from achieving their goals and reaching their potential. Our approach prioritizes increasing team effectiveness in a manner that produces measurable improvement. Key steps include:

IDENTIFY DESIRED OUTCOMES

What is the ultimate goal and how will we know when it has been achieved? We kick off the engagement by defining desired outcomes in a manner that is achievable, adaptable and measurable.

ASSESS CURRENT STATE

We have our bag of tricks and know when they are best applied—assessment tools*, subjective interviews, keen listening and observation skills are expertly applied to determine the current state of affairs.

DEFINE PLAN OF ACTION

Collaborative team work sessions, where learnings are shared and applied, create a platform for facilitating a plan of action that the team creates, commits to, and is held accountable for.

BUILDING LASTING CHANGE

Change is not easy, which is further amplified in a group setting. Establishing a plan for reinforcement, ongoing assessment and measurement is key to creating lasting and meaningful change.

*Assessment tools used may include application of programs such as The Five Dysfunctions of a Team, Everything DiSC®, and Clifton StrengthsFinder®.

Human resources training

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Trupp HR is an HRCI Approved Provider offering HRCI re-certification credit for most of our training seminars, workshops, and webinars.

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