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Sponsoring Organization
Company
One of Americas oldest and largest privately held companies and is a global
leader in the manufacture of kitchen and bath products, engines and power
generation systems, tile and home interiors, and an international host to
award-winning hospitality and world-class golf destinations.
Project Description
Being a Front Line Leader for the Wisconsin Distribution Center comes with
many challenges. With each leader managing a group of at least 40
associates in a Distribution Center that is approximately one million square
feet, issues can arise. Not only is it important to understand how to run the
operations, it is important to understand how to lead people the most
valuable asset of an organization. With business demands high and the
hitting key business targets at stake, effectively managing a team becomes
deprioritized. At times, the reprioritization can lead to poor performance
management, decreased associate engagement, or increased potential legal
risks to the Company. The Front Line Leader Training will provide the leaders
of the Wisconsin Distribution Center with tools and resources to effectively
manage their associates when dealing with sensitive situations. Topics of
training include:
Importance of conducting investigations, what situations need to be
reported to leadership, and how to conduct investigations (i.e. Sexual
Harassment, Workplace Violence, Respectful Workplace issues)
Why proper documentation is importance when it comes to topics such
as performance issues, behavior issues and policy violations.
How to facilitate effective disciplinary and coaching conversations.
The Companys Alcohol and Controlled Substance Policy and steps to
take regarding reasonable suspicion.
Aim
Enhance the leadership skills of the Wisconsin Distribution Center leadership
team by providing tools and resources to effectively manage sensitive
situations. Examples of situations include: investigations, coaching and
disciplinary conversations, proper documentation and reasonable suspicion.
Target Audience
The target audience for this training is our Front Line Leadership team for our
Warehouse Operations. This includes our Team Leaders, Supervisors, and a
Warehouse Manager. The total number of participants in this training will be
7 associates.
Delivery Options
Because of the nature of the Warehouse leaders jobs, Face-to-Face training
with the simulations will be most effective. Holding a classroom training will
allow the participants to focus on the material and limit the distractions that
a manufacturing environment typically entails. Additionally, simulation
exercises will allow the participants to practice applying the learnings to real
life situations so the transfer of knowledge back to the job can be smooth.
Contextual Analysis
Orienting Context
Gaining an understanding of the Companies policies and procedures
regarding handling investigations, proper documentation, performance
conversations, and reasonable suspicion.
Knowing how to properly handle these types of situation the next time
one presents itself.
The Front Line Leaders know most of their focus is on the operations of
the business, but understand more focus should be placed on the
associates and properly managing them. The tools and resources
should help set them up for success on this front.
Our Front Line Leaders are held responsible for effectively managing
associates on the floor and understand they could be at risk of a write
up/disciplinary action if the situations are not handled properly.
The learners may feel the training will be an HR flavor of the week
type of training and not taken seriously.
Instructional Context
Scheduling: Schedule 3 short sessions to cover all topics. Schedule
over lunch time when shifts overlap and all learners will be present.
Lighting: Easily adjustable in training room.
Noise: Limited noise concerns in the training room. Ensure door is
closed to training room after session begins.
Temperature: Can be adjusted if needed by contacting maintenance.
Seating: Classroom Style Seating with two leaders at each table to
partner together for activities.
Accommodations: Provide lunch and beverages during the trainings
Equipment: Projector, Computer, Flip Charts
Transportation: N/A, all learners have easy access to the training room
Technology Inventory
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Transfer Context
Some of the learning information will be used on a frequent basis while
other information will be used less frequently. Our frontline leaders
have performance and disciplinary conversations on a frequent basis
so they will be able to apply those learnings immediately. However,
situations like reasonable suspicion, sexual harassment and workplace
violence occur less frequently so that knowledge will be harder to
recall.
To assist with the recall of knowledge, learners will receive a Front Line
Leader Toolkit with job aids to help ensure a transfer of knowledge
back to the job. The job aid will show flow charts and process
diagrams to reference when faced with these types of situations. The
job aid will be a small spiral notebook to put in the front line leaders
high visibility vest pocket. High visibility vests are required to be worn
on a daily basis so the job aids will be easily accessible.
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Measure of Success:
Front Line Leaders locate and complete all required fields of the Intoxication
and Substance Checklist and follow the Drug Testing Protocol Procedures
when a reasonable suspicion situation presents itself.
Combined Content Delivery Items into one Statement: By locating and
completing the Substance Abuse Checklist, Front Line Leaders are able to
determine whether a situation is a potential crisis and if not, follows the Drug
Testing Protocol Procedures.
Coaching & Disciplinary Best Practices
Define the terms coaching and discipline
Determine importance of coaching and discipline (setting expectations,
holding accountability)
Articulate what situations require coaching (i.e. providing feedback,
first time violations and what situations require discipline (i.e. clear
policy violation, serious infraction, repeated violations).
Recall key concepts of Inside Out Coaching Model
Demonstrate use of Inside Out Coaching Model in every day work
Explain the Dos and Donts of coaching conversations and apply
them to associate conversations
Demonstrate how to lead a disciplinary conversation
Hold an effective disciplinary conversation
Measure of Success: Front Line Leaders are able to lead an effective
coaching and disciplinary conversation with an associate to set expectations
and hold accountability.
Combined Content Delivery Items into one Statement:
Front line leaders can demonstrate how to effectively hold a coaching or
disciplinary conversation by using the Inside Out Coaching Model and
disciplinary conversation best practices which ultimately set expectations for
the associate and holding them accountable for desired behaviors/results.
Proper Documentation Techniques
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Given the
behavioral
issue,
repeated
violation or
clear policy
violation, the
Front Line
Leader will
recall details
of situation
within 24
hours of
occurrence.
Given the
behavioral
issue,
repeated
violation or
clear policy
violation, the
Front Line
Leader will
determine
Level on
Blooms
Taxonomy*
Learner Activity
Knowledge
Fact,
concept,
principle,
rule,
procedur
e,
interpers
onal, or
attitude?
Procedure
Partner
Activity
Analysis
Concept
Partner
Activity
(What would
learners do to
master this
objective?)
Delivery
Method
(Group
presentation/le
cture, selfpaced, or small
group)
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severity of
event within
24 hours of
occurrence.
Given the
behavioral
issue,
repeated
violation or
clear policy
violation, the
Front Line
Leader will
use the
InsideOut
Coaching
Model and
Disciplinary
Best
Practices to
hold a
coaching or
disciplinary
conversation
with
associate
within 24
hours of
occurrence.
After the
coaching or
disciplinary
conversation
is held, the
Front Line
Leader will
prepare a
Record of
Discussion
Form within
24 hours of
occurrence.
After the
Record of
Discussion
From is
counseling.
Application
Concept
Application
Procedure
Comprehens Procedure
ion
Participants will
be asked to write
down who the
Record of
Partner
Activity
Group Activity
and Group
Discussion
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complete,
the Front
Line Leader
will report
the incident
to HR and
will store the
form in the
associates
personnel file
within 24
hours of
occurrence.
Discussion Form
should be given to
in what
timeframe, and
will reveal their
answers at the
same time. Group
discussion will
follow.
Background Information:
Provide 2 3 sentences on the background and/or events that led up to the
discussion.
Details of Discussion:
Provide a bulleted list of the topics discussed; does not need to be a
verbatim of the discussion.
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Outcome of Discussion:
What was the result of the discussion? How did it end? What are the next
steps or what follow up will happen?
REFERENCES
Instructional design. (2016, January 11). In Wikipedia, The Free Encyclopedia.
Retrieved 21:04,
January 17, 2016, from:
https://en.wikipedia.org/w/index.php?
title=Instructional_design&oldid=699250050
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