Step Up To Leadership
Creating a Stronger Front Line Leader
What if everyone on your front line gave 110%? What if each employee was proactive, instead of reactive? What if all of your front line leaders were experts at creating an efficient workforce that works well with each other and their managers? The answer is readily available to leaders who learn and implement the skills learned in the Step Up™ development process. These leaders know how to help their front line succeed in accountable and innovative ways.
Step Up is experiential in nature and specifically designed to help you identify and learn leadership styles that encourage, empower, develop, and engage those supervised by your front line managers. Leaders put what they have learned to use in their day-today operations.
They create a workforce that cares about quality, efficiency, innovation, and each other. Step Up is a not a course or a program – it’s a process that creates a new way of thinking.
Less energy spent on repetitive issues
More time at work spent on tasks that add value
A more responsive and responsible workforce
A front line that brings good ideas and the knowledge to implement them
Employees who think and work with pride and ownership
Supervisors who have confidence when dealing with conflict
Managers who are able to lead a fully contributing, accountable workforce
“The skills and knowledge in the Step Up program have changed the way our plants operate 100%. You can’t believe what we can do that we would never have even thought of a year ago.”
– Dusty T., Chief Executive Officer, Conestoga Energy Partners
A Report by Harvard Business Review Analytic Services
“Take just one metric: one of the most expensive and controllable costs, turnover. In 2013, despite the nearly 8 percent unemployment rate, the U.S. Department of Labor’s Bureau of Labor Statistics revealed that more than 2 million Americans quit their jobs each month. Studies have consistently shown that having a bad manager or a poor relationship with one’s manager is a top reason an employee quits. So this link between frontline manager eectiveness and turnover rate is just one example to justify investing in and developing these leaders.”
Lack of leadership affects employee engagement
“More than 90 percent believed frontline managers’ lack of leadership development negatively impacts employee engagement results.” Harvard Business Review Survey
Lack of training affects performance
“A full 79 percent believed that the lack of frontline leadership tools, training, and development negatively impacts their firm’s performance ‘moderately’ or ‘substantially’.” Harvard Business Review Survey