Most of us are well aware of the word "apprentice" thanks to Donald Trump and the popular TV series. Interestingly, the concept of "apprenticeship work" came from the Middle Ages where less experienced workers, called apprentices, were coached by mentors through daily work. The same practice can be applied today to enhance one's supervisory skills by combining classroom learning with on-the-job practical experience.

The program design allows for the training material to be immediately applied on the job. Employees actively participate in a half-day module, immediately apply the training material from the module to the job, and repeat the process for a total of six modules. The benefit of the design allows the employees to learn, practice, and master the training material, much like an apprenticeship program. The program is a registered trademark of EdTrek, Inc.

The six program modules are:

1. Stepping Up Without Stepping On: The three guiding principles, the program's foundation, are introduced during the module. The principles are: 1) Focus on the Positive in every situation; 2) Model Respect for individuals , teams, and the organization; 3) Stay Centered when challenged.
2. Controlling Chaos - The module focuses on time and stress management as well as delegation techniques.
3. Communication Protocol - Guidelines are presented including oral and written communication skills.
4. Being Right is Not Always the Right Thing: Employees learn and practice providing feedback to employees.
5. Legal 101: Federal and state laws are facilitated and related to supervisory responsibilities.
6. Marking it Work in Real Time: Independent decision making and critical thinking skills are addressed in this module.
   
   

"It enables you to supervise a diverse group while modeling respect and staying centered."
Greg Rodgers, Sanitation Supervisor

Public Works Department

“The information I learned by attending the Supervisor's Apprenticeship Program has become invaluable to me on a daily basis.

I have integrated the Three Guiding Principals in the daily operations of my facility by teaching them to my lifeguard staff and having my staff practice them when they interact with guests and each other. I have also been delegating using the Three Guiding Principals by defining expected outcomes and building in checkpoints on assigned tasks.

Another tool I have used from the program is constructive feedback. Instead of telling an individual what he/she has done wrong, I explain what can be done differently and we discuss the situation to come up with other alternatives.

Lastly, I have used the five steps for informal conferencing, and they are producing a more positive outcome.”
Amy Blackman, Pool Supervisor
Parks and Recreation Department

Please contact Mike Russell, Senior Workplace Learning and Performance Partner, by calling 561-494-1009 or emailing mrussell@wpb.org