Shift Manager Resume Example

Adept individual with more than [Number] years working as Manager for $[Number][Timeframe], revenue-generating business. Determined and experienced in mentoring and challenging team members to meet and exceed company goals. Passionate Shift Lead Manager with hands-on experience managing day-to-day operations. Efficient professional with [Number] years in [Industry] improving service and facilities workflow. Effective communicator skilled at coordinating with team members. Driven Shift Lead Manager with [Number] years of experience executing daily operations. Multi-tasker with proven success managing facilities while accommodating and servicing customers. Successfully maintains appropriate standards and adheres to safety guidelines. Proactive and meticulous [Job Title] with over [Number] years of experience in [Type] industry. Proficiencies in inventory control, sales, staff training and development. Customer-oriented team player with expertise generating optimal satisfaction levels while building profits and client generation. Results-driven, goal-oriented and looking to leverage effective background into [Job Title] role. Effective leader and problem-solver which excels at streamlining operations to decrease costs and promote organizational efficiency. Offering hardworking mentality and history of success coordinating and monitoring operations across various departments. Highly committed to ensuring quality of services and products. Encouraging manager and analytical problem-solver with talents for team building, leading and motivating, as well as excellent customer relations aptitude and relationship-building skills. Proficient in using independent decision-making skills and sound judgment to positively impact company success. Dedicated to applying training, monitoring and morale-building abilities to enhance employee engagement and boost performance.

The Five Dysfunctions of a TEAM:
• The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni. It describes the many pitfalls that teams face as they seek to row together. This book explores the fundamental causes of organizational politics and team failure.
The Energy Bus:
• The Energy Bus," an international best seller by Jon Gordon, takes readers on an enlightening and inspiring ride that reveals 10 secrets for approaching life and work with the kind of positive, forward thinking that leads to true accomplishment - at work and at home. Jon infuses this engaging story with keen insights as he provides a powerful roadmap to overcome adversity and bring out the best in yourself and your team. When you get on "The Energy Bus" you'll enjoy the ride of your life
Essential skills for Leadership:
• Interaction Essentials are necessary behaviors for all of the critical interactions that define a leadership role, including team meetings, coaching situations, and performance discussions. We refer to them as the Interaction Essentials because they are the core behaviors that make leaders effective. Leaders have to learn to listen, empathize, involve, and support—all Interaction Essentials—before they can learn to coach, influence others, build partnerships, and gain commitment. Leaders also need to conduct and manage interactions to ensure that they achieve their intended outcomes.
Peer Today, Boss Tomorrow:
• Whether you’re a seasoned supervisor, newly promoted, or preparing yourself for a future leadership position, this book is for you. By applying the information found inside, you’ll reduce any fears or frustration you may be feeling, increase your personal effectiveness, gain greater respect from the people reporting to you, and enhance your overall career. Most importantly, you’ll prove to everyone that you ARE the kind of leader that others will want to follow. This is the handbook you’ll want all your leaders reading and using today!
Communicating with Impact:
• There is no shortage of communication strategies, such as email, instant messaging, and text messages, but there is a clear shortage of clear and concise human communication. Miscommunication costs North American organizations billions of dollars each year in lost time, conflict, and confusion. Companies are learning that this cost is too high. Many are discovering that addressing the challenge of miscommunication is a good investment in increasing productivity and employee satisfaction and is a key component in workforce retention. The art of listening, knowing how to have an effective conversation, and staying calm in difficult conversations are critical elements for both corporate leaders and employees. Communicating With Impact focuses on helping professionals develop core skills to be effective at communicating. The power of simple conversation is still the hallmark of effective human interactions that directly influences morale, employee satisfaction, and productivity. Large and small organizations have learned that by assisting their workforce to develop effective communication skills they reduce unwarranted stress and costs caused by miscommunication.
Presentation Skills:
• Presenting information clearly and effectively is a key skill to get your message or opinion across and, today, presentation skills are required in almost every field. Whether you are a student, administrator or executive, if you wish to start up your own business, apply for a grant or stand for an elected position, you may very well be asked to make a presentation. This can be a very daunting prospect
Resolving Conflict:
• Conflict is an inevitable and pervasive aspect of our lives, occurring between individuals, in families and communities, in businesses and between nations. Resolving Conflict draws on the latest developments in research and practice and explores a wide range of human conflict situations. Offering basic principles and creative problem-solving strategies and now even more practical in its fourth edition, Resolving Conflict uses case studies, questions, examples and checklists to help readers develop an informed, critical and reflective approach to dispute resolution.



Setting Performance Expectations:
To bring the human touch to your discussions, you need to think about people's personal needs. When they're setting expectations, people might need to:
• Voice their concerns about their ability to meet an expectation.
• Have a say in what their objectives are.
• Know that the organization values what they do.
People also have practical needs for the setting expectations discussion. For example, they might need to:
• Understand why certain expectations are important.
• Find out what resources are available.
• Identify how to track their progress.
Coaching for Peak Performance:
• Effective coaching is one of the most important drivers of team member performance. Whether leaders are guiding people toward success in new or challenging situations or helping people improve or enhance their work performance, their ability to coach and provide feedback makes the difference between mediocrity and high performance.
• By helping learners understand the importance of three coaching techniques and how to effectively handle both proactive and reactive coaching discussions, this course helps leaders have more effective and efficient interactions.
Best of Leadership:
• In perusing these materials, I did not find a simple answer or recipe for leadership. As suspected, leadership is a part of all us at home, in our business, and our community. What was extremely beneficial to me was that reading through the various theories, and case studies, I was able to identify with many of these examples and situations. It had enriched me with an insight about myself and those I interact with. Frequently, after reading a paragraph, I would relate a particular situation or method to a behavior that I or someone I know was engaged in.
• It is that very awareness of both my personal and other people's behaviors that makes leadership possible. I am the first to admit that learning about all these approaches to leadership does not automatically make one a good leader, but they give a tremendous insight and the possibility to become a better one.
• My own view is that "Leadership is a process to change or create something from what otherwise would be chaos.It must be highly flexible and demands awareness, skills, and sensitivity. It is highly dependenton situations. Leadership is being human." In my view, the combination of the majority of these approaches and theories is the true leadership theory. They are all equally eye opening for everyone in the organization.
MBTI:
• The Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions. The MBTI was constructed by Katharine Cook Briggs and her daughter Isabel Briggs Myers.

How to become a better communicator:
• Communication Roadblocks; Create Rapport, Build trust and establish your credibility; Making an impact – How to have power and influence with people; Clear and assertive communication skills; Communicating with difficult people and in tough situations; How to make an unforgettable, positive first impression; Business Etiquette – Professional polish that shows; Personal action plan.

Everyone Communicates, Few Connect "John Maxwell":
• In Everyone Communicates, Few Connect John C. Maxwell reveals how to identify with people and relate to others in a way that increases your influence with them. As a leader, it's not enough just to work hard. It's not enough to do a great job. To be successful, you need to learn how to communicate in a way that connects with others. In this book, John masterfully underscores principles and practices to equip you to communicate at a level that runs far deeper than Keeping the Good Ones
Retention of great employees is recruitment. So why not spend less time, energy and resources making sure you are keeping the best? Learn about leadership keys like stay interviews and Take 10 check-ins, and discover how to mimic finessing your own leadership to keep the good ones.
My Toughest Leadership Challenges
Successful supervisors know it takes time to do what's best for the long-term success of the organization. They also realize they must act now. In this course, you'll learn how to overcome almost every challenge with three keys to overcoming difficulties. This course provides both new and experienced managers with supervisory skills, tools and techniques they need to evaluate the situation at hand, and choose the appropriate response. Bring your toughest challenge and leave with an action plan to resolve.
Servant Leadership
This course discusses how leaders can develop an Other's First Attitude, how to embody their values in their behavior, show openness over fear and reap the rewards of increased performance, employee satisfaction and long-term employee health. Come prepared to experience how servitude can create business longitude

* All 4 and/or 8 hour courses taught by LFCC Instructors at the DC