Finnish National Opera,
supervisor training
HR Forum Düsseldorf, Hfontana 30.11.2013
Backround
• FNO supervisor training started in 11_2008, a systematical
training 6-8 times a year
• Participants: directors, managers, supervisors = appr. 25
persons
• Training every 1-2 months 3 hours / whole day, with
outside specialists or in-house training
• Until now, there has been 37 separate training sessions
Goals
Where it all started:
- 2008 new direction in FNO, needs for new organization
culture and structure
- Discussion about the supervisor role:
What does it mean to be a representative of the employer?
Supervisor role – representative of the
employer
• How do you create a good working environment: clear tasks and
responsibilities, department meeting and information structure,
monitoring the work ability etc.
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What can you comment to your subordinates?
With whom can you disagree?
How to deal with difficult decisions?
Who’s side are you on? (EMPLOYER)
How to intervene in your subordinate’s life in case of a sickness, drug
problem, burn-out?
Is the supervisor role clear in you organization?
Themes: organization level
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Values, vision, mission
FNO strategy
FNO brand
Common rules and guidelines
Work environment survey (how to analyze the results)
Risk management
Challenges in the social media
Crisis communication and management
Collective agreement negotiations and contracts
Themes: supervisor work
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Challenging situations in supervisor work
Coping at work, work ability
Financial issues
MBTI test of different supervisor types
Intoxicant policy, how to intervene with alcohol/drug problems
Project management
How to avoid incorrect behavior and harassment
Development discussions
Change management – how to be a supervisor in a constant change
Themes: legal information
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”A start-up package” of legal information for the supervisor
Public tendering and legislation
Work and contract legislation
Annual holiday legislation
Working time legislation
Results
• Supervisor training has given us good support and
collegial discussion
• Supervisors feel often quite alone – colleague support!
• The group has been able to talk about confidential things,
as well
• The training must be organized – needs managing and
resources
• Specially in the changes, the supervisors must be
committed to the change!