Effective Discipline

Before HR has ever been called, supervisors could execute performance correction plans that put the employee in control of fixing the performance or work habit challenge.  In most cases, the problem ends there, without any of HR’s time or expertise needed! 

Many supervisors lack key skills to help employees make the corrections needed to remain in employment. According to XCEL-HR,  60% of all employers have faced wrongful termination lawsuits in the past five years and 67% of these ruled in favor of the plaintiff.  Effective Discipline provides a solid process which can be adjusted to fit any organization.  

  • Delivery Methods: Classroom, online or blended
    Timing: 4 hours and 45 minutes including 30 minutes of suggested breaks.
  • Custom Versions: Office, Industrial and Healthcare included in each facilitator kit.
  • Class Size: 8-21
  • College Credit: All of Vital Learnings courses are pre-approved for college level credit.
  • Online Timing: on average, learners spend 60 minutes 
  • LMS: All courses are SCORM compliant. Hosted through your LMS or ours
  • Intended audience: First line supervisors, team leaders, managers
  • Reinforcement: two kinds are build into each module
  • Certification: There is no requirement. 
  • Train-the-trainer: on-demand TTT’s available for all modules.

Objectives:

  • Take disciplinary action when a performance issue or work habit issue remains unresolved after previous discussions.
  • Follow a progressive disciplinary path that is consistent with your organization’s policies.
  • Document and communicate the performance problem specifically, objectively and factually.
  • Respond with empathy to team member reactions to maintain team member self-esteem.
  • Ensure the team member takes ownership of the performance problem and takes responsibility for solving the problem.
  • Use the Effective Discipline Skill Points to plan and conduct a meeting with your team member.

Skill Points:

  1. Open: Explain the performance problem and why it concerns you.
  2. Clarify: Ask the team member why the performance problem is occurring.
  3. Seek/Share: Ask the team member for ways to permanently solve the problem.
  4. Agree: Explain the disciplinary actions the team leader must take.
  5. Close: Set a follow up meeting to check on progress.
Based on the results of the participant’s surveys using concepts from the ROI Institute the overall program was rated a 4.8 out of 5.0 for satisfaction, relevance and application to work. Angela Lucente, Learning and Talent Development, Mollina Healthcare
Angela Lucente
Mollina Healthcare

Check out these samples:

Effective Discipline Demo Workbook
Sample Trouble Shooting Guide

For the Facilitator:

For the Participant:

  • Facilitator kits- everything needed to facilitate this course
  • On-demand train-the-trainer with tips, best practices, enhancements and alternate ways to deliver activities
  • Facilitator level access to the Vital Hub- jogger card templates, trouble shooting guides, reproducible worksheets and more
  • Participant workbook – in digital or print versions
  • 48 Hour reinforcement tool – reinforces what’s been learned in first 48 hours following training
  • Vital Boost- six weeks of reinforcement questions with a leaderboard to compare scores
  • Participant level access to tools in the Vital Hub such as reproducible worksheets to put what has been learned into practice and trouble shooting guides that cover barriers that may occur when practicing skills with strategies

Applications for this course:

Reinforce DiSC during skill practice

  1. Helps organization avoid wrongful termination lawsuits
  2. Brand new team leader or supervisor, or lower level manager.
  3. Team leaders, supervisors, managers who have missed basic supervisory training along the way.
  4. Team leaders who are experience frequent turnover, conflict on their teams, lawsuits, or any issues that requires them to call upon HR to their team.
  5. A great number of issues team leaders bring to HR are due to a lack of basic supervisory skills. If you want to reduce the time HR is spending doing the work of the supervisor, the courses in the Leadership Essential Series is a perfect choice.
  6. If your organization has previously introduced DiSC to supervisors, it can become a thread through these courses. It can also be brought into the skill practice in each course.

Skill Practice – “Skill Practice #2”

    • Add a layer of complication by assigning DiSC profiles and asking the team leader to keep the profile of the team member in mind during the discussion. During the debrief, discuss how the DiSC profile of the team member impacts how the team member approaches the discussion.

Course Outline

Class introduction

  • Open the course
  • Discipline without punishment

Key Concepts

  • The organization’s progressive disciplinary process
  • Objectivity and documentation
  • Responding with empathy
  • Ownership of the performance problem

Skill Points

  • Introduction to the skill points
  • What would you say?

Foundational Skills

  • Overcoming obsticals

Positive model

  • Introduce positive model
  • Positive model video

Skill Practice

  • Skill Practice #1 Preparation
  • Skill Practice #1 Coaching
  • Skill Practice #1
  • Skill Practice #1 Feedback
  • Skill Practice #2 Preparation & Coaching
  • Skill Practice #2
  • Skill Practice #2 Feedback
  • Skill practice debrief

Reinforcement

  • 48 hour reinforcement
  • Vital Boost

Summary

  • Review achievement path
  • Close the class
 
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