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The Management Sherpa

Supervisors & Managers Comprehensive (17 Courses)

Supervisors & Managers Comprehensive (17 Courses)

Regular price $649.00 USD
Regular price $799.99 USD Sale price $649.00 USD
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About this Bundle

This 17-course bundle for supervisors and managers contains all our relevant courses to develop competencies across self, people, thought and results leadership, with an emphasis on collaboration, optimizing talent and influencing people.

Seven (17) courses in total, twelve (12) modules per course. Courses included:

Budgets & Financial Reports, Coaching & Mentoring, Conducting Annual Employee Reviews, Developing New Managers, Employee Motivation, Facilitation Skills, Knowledge Management, Leadership & Influence, Lean Process & Six Sigma, Manager Management, Middle Manager, Office Politics for Managers, Performance Management, Self-Leadership, Supervising Others, Team Building through Chemistry, Virtual Team Building & Management

Course Outline

Budgets & Financial Reports

  • Module One: Getting Started
  • Module Two: Glossary
  • Module Three: Understanding Financial Statement
  • Module Four: Analyzing Financial Statements, Part One
  • Module Five: Analyzing Financial Statements, Part Two
  • Module Six: Understanding Budgets
  • Module Seven: Budgeting Made Easy
  • Module Eight: Advanced Forecasting Techniques
  • Module Nine: Managing The Budget
  • Module Ten: Making Smart Purchasing Decisions
  • Module Eleven: A Glimpse Into The Legal World
  • Module Twelve: Wrapping Up

Coaching & Mentoring

  • Module One: Getting Started
  • Module Two: Defining Coaching and Mentoring
  • Module Three: Setting Goals
  • Module Four: Understanding the Reality
  • Module Five: Developing Options
  • Module Six: Wrapping it All Up
  • Module Seven: The Importance of Trust
  • Module Eight: Providing Feedback
  • Module Nine: Overcoming Roadblocks
  • Module Ten: Reaching the End
  • Module Eleven: How Mentoring Differs from Coaching
  • Module Twelve: Wrapping Up

Conducting Annual Employee Reviews

  • Module One: Getting Started
  • Module Two: How to Conduct Annual Reviews
  • Module Three: Categories for Annual Review (I)
  • Module Four: Categories for Annual Review (II)
  • Module Five: Common Mistakes (I)
  • Module Six: Common Mistakes (II)
  • Module Seven: Successful Tips for Concept of Pay for Performance
  • Module Eight: How to Tie Employee Compensation to Firm-Wide Returns
  • Module Nine: How to Communicate Employee Expectations Effectively
  • Module Ten: Meaningful Questions to Gauge Employee Happiness (I)
  • Module Eleven: Meaningful Questions to Gauge Employee Happiness (II)
  • Module Twelve: Wrapping Up

Developing New Managers

  • Module One: Getting Started
  • Module Two: Managers are Made, Not Born
  • Module Three: Create a Management Track
  • Module Four: Define and Build Competencies
  • Module Five: Managers Learn by Being Managed Well
  • Module Six: Provide Tools
  • Module Seven: Provide Support
  • Module Eight: Identify Strong Candidates Early
  • Module Nine: Clearly Define the Management Track
  • Module Ten: Empower New Managers
  • Module Eleven: Provide Growth Opportunities
  • Module Twelve: Wrapping Up

Employee Motivation

  • Module One: Getting Started
  • Module Two: A Psychological Approach
  • Module Three: Object-Oriented Theory
  • Module Four: Using Reinforcement Theory
  • Module Five: Using Expectancy Theory
  • Module Six: Personality's Role in Motivation
  • Module Seven: Setting Goals
  • Module Eight: A Personal Toolbox
  • Module Nine: Motivation On the Job
  • Module Ten: Addressing Specific Morale Issues
  • Module Eleven: Keeping Yourself Motivated
  • Module Twelve: Wrapping Up

Facilitation Skills

  • Module One: Getting Started
  • Module Two: Understanding Facilitation
  • Module Three: Process vs. Content
  • Module Four: Laying the Groundwork
  • Module Five: Tuckman and Jensen's Model of Team Development
  • Module Six: Building Consensus
  • Module Seven: Reaching a Decision Point
  • Module Eight: Dealing with Difficult People
  • Module Nine: Addressing Group Dysfunction
  • Module Ten: About Intervention
  • Module Eleven: Intervention Techniques
  • Module Twelve: Wrapping Up

Knowledge Management

  • Module One: Getting Started
  • Module Two: Understanding Knowledge Management
  • Module Three: Do's and Don'ts
  • Module Four: The Knowledge Management Life Cycle
  • Module Five: The New Knowledge Management Paradigm
  • Module Six: Knowledge Management Models
  • Module Seven: Building a Knowledge Management Rationale
  • Module Eight: Customizing Knowledge Management Definitions
  • Module Nine: Implementing Knowledge Management in Your Organization
  • Module Ten: Tips for Success
  • Module Eleven: Advance Topics
  • Module Twelve: Wrapping Up

Leadership & Influence

  • Module One: Getting Started
  • Module Two: The Evolution of Leadership
  • Module Three: Situational Leadership
  • Module Four: A Personal Inventory
  • Module Five: Modeling the Way
  • Module Six: Inspiring a Shared Vision
  • Module Seven: Challenging the Process
  • Module Eight: Enabling Others to Act
  • Module Nine: Encouraging the Heart
  • Module Ten: Basic Influencing Skills
  • Module Eleven: Setting Goals
  • Module Twelve: Wrapping Up

Lean Process & Six Sigma

  • Module One: Getting Started
  • Module Two: Understanding Lean
  • Module Three: Liker's Toyota Way
  • Module Four: The TPS House
  • Module Five: The Five Principles of Lean Business
  • Module Six: The First Improvement Concept (Value)
  • Module Seven: The Second Improvement Concept (Waste)
  • Module Eight: The Third Improvement Concept (Variation)
  • Module Nine: The Fourth Improvement Concept (Complexity)
  • Module Ten: The Fifth Improvement Concept (Continuous improvement)
  • Module Eleven: The Improvement Toolkit
  • Module Twelve: Wrapping Up

Manager Management

  • Module One: Getting Started
  • Module Two: Grooming a New Manager
  • Module Three: Measuring Performance
  • Module Four: Motivating Managers
  • Module Five: Signs of Poor Management
  • Module Six: Trust Your Team of Managers
  • Module Seven: When an Employee Complains about their Manager
  • Module Eight: Coaching and Mentoring (I)
  • Module Nine: Coaching and Mentoring (II)
  • Module Ten: When Do You Step In?
  • Module Eleven: Remember These Basic Qualities
  • Module Twelve: Wrapping Up

Middle Manager

  • Module One: Getting Started
  • Module Two: Introduction to Management
  • Module Three: Ethics and Social Responsibility
  • Module Four: Managing Information
  • Module Five: Decision-Making
  • Module Six: Control Basics of Control
  • Module Seven: Organizational Strategy
  • Module Eight: Innovation and Change
  • Module Nine: Organizational Structures and Process
  • Module Ten: Managing Teams
  • Module Eleven: Motivation and Leadership
  • Module Twelve: Wrapping Up

Office Politics for Managers

  • Module One: Getting Started
  • Module Two: New Hires
  • Module Three: It's About Interacting and Influencing
  • Module Four: Dealing With Rumors, Gossip, and Half-Truths
  • Module Five: Office Personalities (I)
  • Module Six: Office Personalities (II)
  • Module Seven: Getting Support for Your Projects
  • Module Eight: Conflict Resolution
  • Module Nine: Ethics
  • Module Ten: You Are Not an Island
  • Module Eleven: Social Events Outside of Work
  • Module Twelve: Wrapping Up

Performance Management

  • Module One: Getting Started
  • Module Two: The Basics (I)
  • Module Three: The Basics (II)
  • Module Four: Goal Setting
  • Module Five: Establishing Performance Goals
  • Module Six: 360 Degree Feedback
  • Module Seven: Competency Assessments
  • Module Eight: Kolb's Learning Cycle
  • Module Nine: Motivation
  • Module Ten: The Performance Journal
  • Module Eleven: Creating a Performance Plan
  • Module Twelve: Wrapping Up


  • Module One: Getting Started
  • Module Two: What Is Self-Leadership?
  • Module Three: Motivators
  • Module Four: Behavior Focus (I)
  • Module Five: Behavior Focus (II)
  • Module Six: Natural Rewards
  • Module Seven: Constructive Thinking
  • Module Eight: Well-Being (I)
  • Module Nine: Well-Being (II)
  • Module Ten: Individuality
  • Module Eleven: Personal Application
  • Module Twelve: Wrapping Up

Supervising Others

  • Module One: Getting Started
  • Module Two: Setting Expectations
  • Module Three: Setting Goals
  • Module Four: Assigning Work
  • Module Five: Degrees of Delegation
  • Module Six: Implementing Delegation
  • Module Seven: Providing Feedback
  • Module Eight: Managing Your Time
  • Module Nine: Resolving Conflict
  • Module Ten: Tips for Special Situations
  • Module Eleven: A Survival Guide for the New Supervisor
  • Module Twelve: Wrapping Up

Team Building through Chemistry

  • Module One: Getting Started
  • Module Two: Understanding Teams
  • Module Three: Team Development Model
  • Module Four: Chemistry in Teams
  • Module Five: Diversity
  • Module Six: Vision and Goals
  • Module Seven: Roles
  • Module Eight: Leadership Functions
  • Module Nine: Develop Cohesion
  • Module Ten: Build Relationships
  • Module Eleven: Direction of Team
  • Module Twelve: Wrapping Up

Virtual Team Building & Management

  • Module One: Getting Started
  • Module Two: Setting Up Your Virtual Team (I)
  • Module Three: Setting Up Your Virtual Team (II)
  • Module Four: Virtual Team Meetings
  • Module Five: Communication (I)
  • Module Six: Communication (II)
  • Module Seven: Building Trust
  • Module Eight: Cultural Issues
  • Module Nine: To Succeed With a Virtual Team
  • Module Ten: Dealing With Poor Team Players
  • Module Eleven: Choosing the Right Tools
  • Module Twelve: Wrapping Up