Commercial Drywall, Inc.
Commercial Craftsman
Volume I, No. 10
August 1980
Emphasis on goals, problems, communications
CPS supervisors ©@mpD@te training program Twenty-five CDI supervisory personnel completed the Management Development Program conducted at the University of Houston. The program, which was designed specifically for them, consisted of four three-hour sessions which met once each week in a learning and training environment. The course, an outgrowth of Operation 3P, was designed to improve supervisory skills in the areas of interpersonal relations. According to CDI director of construction, Hoagy Cannon, “The most critical challenge we face today is the better management of our individual jobs. It is not enough to be technically strong in our work, we must also be able to communicate more effectively with the people with whom we work,” says Hoagy. Because of this need for better communications, the training program was established around four main subjects—1) goal setting, 2) communication 3) problem solving, and 4) coaching. In dealing with each of these topics, emphasis was placed on determining what actions were necessary and then effectively communicating them. These major areas were chosen for several reasons, some of which came from the 3P survey which was conducted last spring. In addition, CDI management feels the strong need for more and better trained job supervisors to handle the ever increasing number of jobs currently underway and in the future. The individual sessions which made up the program were held, in part, as general classes with the entire group discussing communication’s problems relating to the supervisors' job. Then during
each session, individual groups were formed to actively work on specific areas of concern faced on the jobs. With the conclusion of this initial training program, it is hoped that those who attended will put some of the ideas presented from the sessions into use on their jobs. If this succeeds, employees should note
(Above) Dr. R.J. Bullock addresses CDI's supervisory group during their training program at the University of Houston. Areas such as goal setting, communications, problem solving, and coaching were discussed in general, then followed by smaller group meetings, (right), to work out specific solutions.
new ways being used in establishing regular goals on the job, and also an increase in both criticism and praise from the supervisor to the worker. In addition, the CDI supervisors should be better equipped to handle problem situations of a non-technical nature, and conduct more imformative job meetings.