Operations and Plant Management Leadership Training Course

Operations and Plant Management Training

Learn the ability to manage or direct employees in an organization to influence and guide them in fulfilling organizational goals, strategic planning development, and overall decision making.

Questions, please call 24/7 888-632-2093.

Operations and Plant Management Leadership Training Course Description

Day One

Module One: Big Picture Stuff

In Module One, you will learn about the processes available to produce products, order qualifiers and winners, and process analysis. Failure to understand and monitor these important market drivers can lead to years of decline in any business, ultimately leading to bankruptcy.

Module Two: Sales and Operations Planning (S&OP)

In Module Two, you will learn Sales and Operations Planning. The primary purpose of S&OP is to plan for and coordinate resources, including type, quantity, and timing. The strategic plans of the company, and the more specific business plans derived from the strategic plans, will specify the product and service mix that the company will pursue and indicate planned changes in market penetration, market approaches, and other critical aspects of the business. Other 

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Operations and Plant Management Leadership Training Course Outline

Day One 

Module One: Big Picture Stuff

  • Process Categories
  • Order Qualifiers and Winners
  • Process Analysis

Module Two: Sales and Operations Planning (S&OP)

Module Three: Departments’ Responsibilities and Accountability

  • Operations
  • HR
    • Recruitment
    • Training
    • Employee Services
  • Supply Chain Management
  • Sales
    • Customer Service
  • Engineering
  • Safety

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Operations and Plant Management Leadership Training Course Public Class and Webinar Schedule

  • Wed., Thurs., and Fri., December 7 – 9, 2022 Full
  • Wed., Thurs., and Fri., January 4 – 6, 2023
  • Wed., Thurs., and Fri., February 8 – 10, 2023 Full
  • Wed., Thurs., and Fri., March 8 – 10. 2023
  • Wed., Thurs., and Fri., April 5 – 7, 2023
  • Wed., Thurs., and Fri., May 10 – 12, 2023
  • Wed., Thurs., and Fri., June 7 – 9, 2023

Scheduled dates don’t work for you? Schedule your own start date (subject to availability).  Contact customer service to check date availability at info@academyofbusiness
training.com
.

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functions (such as human resources, information technology, and finance) tend to be extremely important in the process, primarily because they represent opportunities or constraints in the ability of the firm to deliver strategic action plans.

Module Three: Departments’ Responsibilities and Accountability

In Module Three, you will take an in-depth look at each major department within a manufacturing facility and learn what each is responsible for, what they can do for and to a company, and how to hold them accountable. The departments and their areas of responsibility we will be discussing are:

  • Operations
  • HR
    • Recruitment
    • Training
    • Employee Services
  • Supply Chain Management
  • Sales
    • Customer Service
  • Engineering
  • Safety
  • Procurement
    • Logistics
  • Cost Accounting
  • Production   
    • Quality
    • Maintenance
  • Warehouse Operations

Days Two and Three

Leadership Skills.

Inspiring Others

In Module One, you will learn leadership potential exists within each of us. External events can trigger that potential, or we can learn by exploring ourselves. This training takes the latter approach. Once you learn true leadership techniques, you will build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.

Leadership is not telling others what to do. Leadership is inspiring others to do what needs to be done. 

Defining Leadership

Since there have been leaders, there have been those who tried to determine how and why they were successful. Leadership itself has not evolved, but our understanding of it has. Understanding why very different leadership styles can be effective, why the same leadership techniques will not work in every situation, and which leadership style fits your personality best is essential. Everyone has leadership potential but understanding these concepts will help you maximize your leadership ability.

Simply speaking, leadership is defined as the ability to lead. Unfortunately, this is not very helpful. A better definition comes from the BNET online Business Dictionary: “The capacity to establish direction and to influence and align others toward a common goal, motivating and committing them to action and making them responsible for their performance.” Although this definition is more descriptive, it is not substantial. It does not tell us what leadership is but what it does.

In Module Two, you will learn the characteristics of a leader, how to take a personal leadership inventory, and how to create a leadership action plan.

Situational Leadership

In Module Three, you will learn that the definitive leadership style research comes from Paul Hersey and Kenneth Blanchard, expressed in their Situational Leadership Model. The Hersey-Blanchard model addresses the key to practical leadership development: the attributes and styles of the department managers.

Not everyone is on the same intellectual, maturity, compliance, or motivational level. Different people are motivated by different things, which you must consider if you are to be a great leader. Communication experts consider it critical to tailor your message to your target audience. It is the department managers you want to motivate, and you cannot do that if you do not know who you are trying to motivate or influence.

A true leader builds great departments empowering them to excel by providing a positive work environment and the necessary training, tools, and guidance to accomplish their mission.

Leading through Team Building

A successful department starts with people who value working toward a common goal, are goal-oriented, and respect the hierarchical structure that most businesses require.

As a manager, your goal is to unite your departments into cohesive units.

In Module Four, you will learn the purpose and characteristics of high-performance departments and why it is important to build strong teams. You will learn the essential leadership qualities necessary to lead strong departments and your role in department accountability using standard operating procedures and key performance indicators. 

In the following five modules, we will examine the actions a manager must take to create high-performance departments:

Lead by Example

One of the most important rules of effective department management is leading your departments by example. Your department managers will mimic your work ethic and values. If you’re showing up late for work, your department managers will also be more likely to be late. Additionally, your department managers will behave similarly if you are iffy about your job.

Instead, you should show the department managers you’re committed to the department’s success, handle tasks professionally, and are not above asking for help. When you set a good example, you inspire them to work with you and work twice as hard to get all the work done.

In Module Five, you will learn basic influencing skills, how to create an impact, how to be consistent, and the importance of removing toxic people from department leadership.

Lead by Communicating with Your Departments

The key to true leadership is to inspire a shared vision among your departments. Before you can convey a vision, however, you must develop it. You must be clear in your vision, live it before others can see it, and model it from your behavior.

In Module Six, you will learn to communicate the company’s vision and your own. You will learn to create clear communication by having open lines of communication with your department managers. You will learn to establish positive feedback as a foundation of department culture and the importance of timely conflict resolution.

Lead by Establishing Trust, Respect, and Encouraging Growth

To be a true leader, you must enable others to act responsibly and not encourage bad work habits by compensating for or overlooking them. Simultaneously, you cannot criticize a department manager for trying hard but making an honest mistake. The goal of a leader is to empower others to work. The extent you can do this is the extent you will be successful.

In Module Seven, you will learn to encourage growth in your department managers, create mutual respect, the importance of trust, and how to handle mistakes made by you and your department managers.

Lead by Motivating Your Department Managers

The importance of psychology in achieving and maintaining employee motivation is essential. You can repeat a message to a group of employees, but the words are empty unless they believe and believe in it.

In Module Eight, you will learn fundamental psychological theories that help department managers produce a motivated workforce.

You will learn about intrinsic and extrinsic motivation and why intrinsic motivation is so important to a department’s success.

You will learn about personality’s role in motivation, building your motivation plan, creating motivation on the job, using celebration to motivate your departments, and addressing department morale issues.

Lead by Setting SMART Goals

In Module Nine, you will learn without a goal, your chances of successfully coaching your department managers to better performance are low. Defining specific, measurable, attainable, realistic, and time-driven goals will plot a marker on the horizon that acts as your beacon. Without it, you are navigating blindly, causing frustration for both you and your department managers because the departments never seem to make any improvement. It becomes a constant cycle of failing to meet department goals. 

Challenging the Process

Far too often, we cling to what is familiar, even if what we cling to is known to be inadequate. The law of inertia governs most large groups: nothing will change if it takes effort to change something. In Module Ten, you will learn to search for opportunities to change, grow, innovate, and improve.

However, there is no reward without risk, so you must be willing to experiment, take risks, and learn from mistakes. Ask questions, even if you fear the answers. Start with the question, “Why?” Why are things the way they are? Why do we do things the way we do?