Program objective
Develop supervisory capability for coordinating work, maintaining standards and addressing everyday team challenges. Participants practise delegation, feedback, coaching and operational problem-solving while preparing for wider leadership responsibility.
Who this suits
Supervisors, frontline leaders and professionals preparing to take responsibility for daily team operations.
Professional objectives
- Allocate work and follow up consistently against clear standards.
- Apply coaching, feedback and performance-management techniques to everyday supervision.
- Resolve operational issues and build readiness for broader leadership responsibility.
Key learning outcomes
- Create a supervisory role charter and a decision-escalation guide.
- Build a weekly work plan and practice a delegation briefing.
- Rehearse an instruction session and a coaching conversation.
- Prepare a fair improvement agreement and a feedback conversation plan.
- Create a follow-up tracker and resolve a missed-deadline case.
- Complete a difficult-conversation role play and a 30-day leadership action plan.
Module map
- 1.Supervisory purpose and professional credibility
- 2.Work planning and delegation
- 3.Instruction and coaching techniques
- 4.Performance standards and constructive feedback
- 5.Follow-up, accountability and problem-solving
- 6.Difficult conversations and leadership growth
Modules in detail
1
Supervisory purpose and professional credibility
Theory & concepts
Clarify responsibility for delivery, people and daily operating standards. Establish fair boundaries, model reliable behavior and distinguish matters that can be resolved locally from decisions requiring managerial authority. Define the supervisor's responsibility for safety, quality, people and delivery. Establish consistent boundaries and identify when an issue requires managerial or specialist authority.
Professional application
Connect daily supervision to service, safety, quality and team standards. Establish consistency between instructions, personal behavior and the follow-up applied to different team members.
Hands-on exercise & output
Create a supervisory role charter and a decision-escalation guide.
2
Work planning and delegation
Theory & concepts
Translate priorities into a realistic daily or weekly plan. Allocate tasks by competence, capacity and risk, and communicate the expected outcome, quality standard, deadline and level of decision-making authority. Use a daily priority board and a skills-capacity matrix to allocate work. State the output, quality standard, deadline, authority and follow-up point for each delegated task.
Professional application
Assess priorities, capacity and task risk before allocating work. Explain the expected result, constraints and review point, then check that the person can describe the assignment accurately.
Hands-on exercise & output
Build a weekly work plan and practice a delegation briefing.
3
Instruction and coaching techniques
Theory & concepts
Choose between demonstration, guided practice and coaching according to the task and experience level. Use a simple GROW conversation, checking questions and teach-back to build understanding and independent judgment. Apply demonstration, guided practice, teach-back and a short GROW conversation. Match the technique to task risk, employee experience and the degree of independent judgment required.
Professional application
Choose between instruction, demonstration, guided practice and coaching. Use teach-back to verify understanding and adjust the level of support as competence and confidence improve.
Hands-on exercise & output
Rehearse an instruction session and a coaching conversation.
4
Performance standards and constructive feedback
Theory & concepts
Set observable expectations and monitor work through evidence. Apply Situation-Behavior-Impact feedback, recognize strong performance and address gaps through clear actions, practical support and a documented review date. Use observable standards and Situation-Behavior-Impact feedback to address a performance gap. Distinguish a lack of skill, clarity, resources or commitment before deciding on action.
Professional application
Compare actual performance with an observable standard. Explore the cause of the gap, agree practical support and document the improvement expected at the next review.
Hands-on exercise & output
Prepare a fair improvement agreement and a feedback conversation plan.
5
Follow-up, accountability and problem-solving
Theory & concepts
Use short briefings, visual action trackers and proportionate checkpoints to maintain delivery. Investigate recurring problems with five-whys analysis, close the communication loop and escalate risks early with a proposed response. Use action-owner-deadline-status tracking and risk-based checkpoints to close commitments. Apply five-whys analysis and a simple corrective-action cycle to prevent recurring operational failures.
Professional application
Use short follow-up conversations to remove barriers and close commitments. Investigate repeated failures through root-cause questions and verify whether corrective action prevents recurrence.
Hands-on exercise & output
Create a follow-up tracker and resolve a missed-deadline case.
6
Difficult conversations and leadership growth
Theory & concepts
Handle disagreement, missed commitments and competing demands calmly and fairly. Practice active listening, assertive requests and conflict resolution, then build a 30-day plan for stronger supervisory and leadership behavior. Use assertive requests, active listening and a structured conflict conversation under pressure. Identify personal leadership habits that support fairness, trust and greater responsibility.
Professional application
Practice firm, respectful communication when expectations conflict. Identify the leadership behaviors that support trust and plan a stretch assignment that develops readiness for a broader role.
Hands-on exercise & output
Complete a difficult-conversation role play and a 30-day leadership action plan.
Integrated assignment
Create a supervisory operating plan and rehearse a performance conversation, linking work allocation, standards, follow-up and corrective action.
Delivery & methodology
Format
Part-time professional training
Attendance
Face-to-face · Live online
Location
Dubai / UAE for face-to-face cohorts; online attendance available
Timing
Session hours, timetable, venue and cohort availability are confirmed in joining instructions.
- Pre-course needs and learning-goals assessment
- Facilitated theory and professional concepts
- Guided demonstrations, case analysis and hands-on exercises
- Application to workplace decisions, with discussion and feedback
- Post-course learning review and a personal application plan
Assessment & application
Before
Identify your role, experience, priority objectives and a workplace task you want to improve. Record a baseline confidence rating with an example of current capability.
During
Review module exercises for accurate use of the method, evidence supporting decisions, relevance to the case and clarity of the completed output. Use facilitator and peer feedback to refine the work.
After
Compare the completed assignment with your initial objectives. Explain the decisions made, identify remaining gaps and record the next practical steps.
Workplace transfer
Create a personal 30-day application plan with a defined action, target date, required support and an observable success measure. This is a participant follow-through plan; ongoing coaching is scoped separately.
Frequently asked questions
How does the program build supervisory capability?
It covers planning and delegation, instruction and coaching, consistent performance management, feedback and difficult conversations, finishing with a leadership-growth plan.
Are conversations practiced?
Yes. Feedback, tracking and difficult conversations are practiced through realistic operational scenarios.
Are the dates confirmed?
Dates, delivery format and places are confirmed by TIH before any booking is finalized. Use the enquiry option to check the next available cohort.
