How the Training Works

What happens during the training?

Our training is built around practical scenarios that supervisors encounter regularly. Rather than presenting theoretical frameworks and hoping participants can apply them, we work through real situations together, building skills through guided practice.

Initial Conversation

We start by understanding your specific operational environment. What industry are you in? What challenges are your supervisors facing most frequently? What have you tried before, and what worked or didn't work?

This conversation helps us identify which modules will be most valuable and whether to use standard scenarios or customize content to match your specific operations. For in-company training, we can incorporate your actual procedures, terminology, and common situations.

Module Structure

Each training module follows a consistent pattern designed to build competence quickly:

Scenario Introduction

We present a specific situation that supervisors recognize immediately. For example: It's your busiest day of the week. One of your most reliable team members calls in sick two hours before their shift. You're already short one person because of a scheduled day off you approved last week. How do you handle this?

Participants work through what they would do in this situation. This reveals their current thinking and identifies gaps between what they know and what they need to know.

Framework Teaching

We introduce a practical framework for handling this type of situation. These aren't complex management theories—they're simple, memorable approaches that work under pressure. For the attendance scenario above, we teach a decision framework that helps supervisors quickly assess options, communicate with their team, and maintain operations.

The frameworks are designed to be used without reference materials. You learn them during training and can apply them immediately afterward.

Guided Practice

Participants work through additional scenarios using the framework they just learned. We provide feedback in real-time, helping them refine their approach. This practice builds confidence and competence simultaneously—you're not just learning what to do, you're practicing doing it.

For communication-focused modules, this includes practicing difficult conversations. For decision-making modules, it includes working through scenarios with competing priorities and incomplete information.

Application Planning

Each module ends with participants identifying specific situations in their own operations where they'll apply what they learned. This bridges the gap between training and implementation, making it more likely that new skills will actually be used.

Training Formats

We offer training in formats designed to work with operational schedules:

In-Person Workshops

Held in the Buenos Aires metropolitan area, these workshops bring supervisors together for focused training sessions. The in-person format allows for more interactive practice, particularly for modules involving communication skills and team coordination.

Workshops can be scheduled around operational needs—morning sessions before shifts start, afternoon sessions between peak periods, or full-day intensive formats when operations allow.

Virtual Sessions

For participants outside Buenos Aires or when schedules make in-person attendance difficult, we offer virtual training that maintains the interactive, scenario-based approach. Virtual sessions use breakout rooms for small group practice and include the same real-time feedback as in-person workshops.

Virtual format works particularly well for supervisors in different locations who face similar challenges—they can learn from each other's experiences while developing common approaches.

In-Company Programs

Organizations can bring training directly to their operations. In-company programs allow for maximum customization—we can incorporate your specific procedures, use your actual operational challenges as scenarios, and schedule training around your operational rhythms.

This format also allows for follow-up sessions where supervisors can discuss implementation challenges and refine their approach based on real experiences with their teams.

What materials do participants receive?

Each participant receives reference materials they can use after training:

• Framework summaries for each module covered, designed as quick-reference guides
• Scenario examples they can review when facing similar situations
• Implementation checklists for applying new skills with their teams
• Communication templates for common supervisory conversations

These materials are designed to be practical tools rather than comprehensive manuals. They provide just enough detail to refresh memory and guide application without requiring extensive reading.

How do supervisors apply what they learn?

The goal isn't just to complete training—it's to change how supervisors handle operational challenges. We support this transition in several ways:

Immediate Application

The frameworks taught are designed to be used immediately. Supervisors leave training with specific approaches they can apply the next time they face similar situations. Because the scenarios are drawn from real operational challenges, participants usually encounter opportunities to apply new skills within days.

Progressive Skill Building

Modules are sequenced to build on each other. Communication skills developed in early modules support more complex coordination and decision-making skills in later modules. This progressive approach helps supervisors integrate new capabilities into their existing skill set.

Follow-Up Support

For in-company programs, we can schedule follow-up sessions where supervisors discuss what worked, what was challenging, and how to refine their approach. This creates a feedback loop that accelerates skill development and helps address implementation obstacles.

How long does it take to see results?

Supervisors typically apply new skills within the first week after training. However, developing consistent competence takes longer—usually several weeks of regular application with occasional refinement.

The timeline varies based on several factors: how frequently supervisors encounter situations where they can apply new skills, how supportive their organizational environment is for trying new approaches, and whether they have opportunities to discuss challenges and refine their techniques.

Organizations that provide follow-up support typically see faster skill development and more consistent application across their supervisory team.