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Become a High-Trust Team Leader

Develop supervisors into High-Trust Team Leaders through Human Leadership skills, building trust, communication, psychological safety, and collaboration, to create teams that dare to think, dare to speak, dare to collaborate, and can achieve their full potential.
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Course available for 366 days
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Course details
Duration : 6 hours 45 minutes
Lectures : 35
Video : 31 lessons
Assignments : 1
Quizzes : 4
Level : Suitable for supervisors.
The course is accredited by the Department of Skill Development.
Review the lessons unlimited times for a full year.
Access your classes from any device, including smartphones, tablets, computers, and smart TVs.
  • Description
  • Curriculum
  • FAQ
  • Reviews

Main instructor:

  1. Yotsak Mongkolpanyalerd

  2. Thananchai Pongjirasak

  3. Wannaree Beesomboon

  4. Attakorn Thanyalakmetha

Learning Journey High Trust Team Leader ก้าวสู่ผู้นำทีมที่มีประสิทธิภาพสูง 1 scaled

 

Being a supervisor doesn't just mean being able to assign tasks, monitor progress, or ensure a team achieves its goals. The more significant challenge is… How can you encourage team members to collaborate, speak the truth, offer opinions, ask for help, and take responsibility for their work together?

Many teams may appear to be functioning normally, but internally they are fraught with unseen problems. For example, team members may not trust each other, work independently, be hesitant to speak up when problems arise, receive no input during meetings, experience interpersonal or interdepartmental conflict, be solely responsible for all decisions by the leader, or employees may simply follow orders without feeling a sense of ownership in the team's success.

These problems are not always due to a lack of work ability, but often they are caused by... Team Climate Or a work environment that lacks trust, communication, psychological safety, and collaboration.

Become a High-Trust Team Leader Therefore, it is designed to develop supervisors and team leaders so they can build the foundation of high-performing teams, starting with personal development. Human Leader Building trust, creating space for the team to think and speak freely, communicating to foster understanding, and collaborating collaboratively are all part of the process.

Students will understand that: A high-performance team doesn't start by pressuring everyone to work harder, but by creating an environment that allows people to utilize their full potential.

When team members have high trust, communication becomes faster. When there is psychological safety, problems are discussed more quickly. When people feel their opinions are valued, collaboration occurs more easily. And when these elements work together, the team can build both... Performance and Engagement Let's go together.

The goal of the course is to transform learners from... “"A leader who motivates people to work."” Go to “"Leaders who create an environment where people want to collaborate, dare to utilize their potential, and lead their teams to higher levels of performance together."”

Module 1: Human Leadership - More than just being a leader, it's about being human (1 hour 57 minutes)
Module 2: The Speed of Trust for The Great Team - Building a Strong Team with the Power of Trust (1 hour 40 minutes)
Module 3: Effective Communication in the Workplace (60 minutes)
Module 4: Team Management through Psychological Safety: Creating a Safe Space for Teams to Go Further (1 hour 4 minutes)
I've just been promoted to supervisor. Is it possible for me to continue my studies?
Yes, and it is one of the main target groups because the course helps learners understand that being a leader is not just about managing tasks, but also about building relationships, trust, and an environment that allows the team to work to their full potential.
If you've been a manager for many years, is this course still suitable?
This is suitable because learners can use the course to review their own Team Climate and Leadership Behavior, as well as add concepts of Psychological Safety and Collaboration.
How does this course differ from typical Supervisory Skills courses?
This course doesn't primarily focus on on-the-job training, delegation, or problem solving, but rather delves deep into team dynamics, particularly trust, communication, psychological safety, and collaboration.
What is a High-Trust Team?
A team is one where members can trust each other's intentions, abilities, and responsibilities, enabling faster communication, decision-making, and collaboration.
If team members don't trust each other, can a training course help?
This course helps learners understand the mechanisms of trust and identify behaviors that increase or decrease trust, along with practical approaches they can apply in their teams.
Is psychological safety about making employees comfortable and pleasing everyone?
Psychological Safety is not about lowering standards or avoiding conflict, but about empowering people to discuss difficult topics, ask questions, and constructively acknowledge mistakes.
If a team has too much psychological safety, will their performance decrease?
The goal is for Psychological Safety to work in conjunction with clear Performance Standards. When both aspects are at a high level, the team enters a Learning Zone, which is conducive to high performance.
If team members are hesitant to speak in meetings, how can this training help?
Students will explore leadership behaviors, how to ask questions, how to listen, how to respond to feedback, and how to create an atmosphere that encourages greater member participation.
Is this course suitable if members see problems but are afraid to report them?
This is very suitable because Silence Behavior is often related to Trust and Psychological Safety, which are core concepts of the curriculum.
Does the course help with conflicts within the team?
It helps, especially with conflicts arising from differences in thinking, work styles, communication, and mistrust.
How is collaboration different from teamwork?
Teamwork refers to working together as a team, while collaboration emphasizes bringing together the knowledge, perspectives, and capabilities of multiple parties to create results, which is becoming increasingly important in cross-functional work.
If a team works independently, would a course be helpful?
It helps because learners will understand trust, communication, and collaboration, which are key factors that enable team members to see shared goals and want to support each other.
If the team has multiple generations, can the concepts be applied in the curriculum?
Human Leadership, Deep Listening, Empathy, and Psychological Safety help leaders better manage people's differences without using a one-size-fits-all approach.
Is this course suitable for factory supervisors?
This is especially suitable for teams that want employees to be more willing to report abnormalities, quality issues, safety concerns, or workplace problems more quickly.
If you manage a cross-functional team but don't have the authority to direct people from other departments, would this course help?
It helps a lot because leading a cross-functional team requires more trust, communication, and collaboration than relying on positional authority.
Do I need a background in Psychology or Leadership before taking this course?
It's not necessary. The content is designed to connect with real-life work and team management situations that learners will encounter.
Basic info

  • Understanding the role of supervisors in creating... High-Performance Team

  • Shift your role from a controlling leader to a leader who can build both people and teams.

  • Understand the concept. Human Leadership And the key characteristics of future leaders.

  • Developing a sense of self-worth. Authentic Leader Building trust through sincerity and consistency.

  • reduce Empathy Gap Between the leader and the team members.

  • develop Deep Listening To better understand the thoughts, feelings, and needs of the team.

  • Understanding the relationship between... Trust, Speed, and Performance

  • Recognize the impact of mistrust on teamwork and relationships.

  • Understanding how to build and maintain trust in the workplace.

  • Create a Climate Team where people dare to speak up, dare to ask questions, and dare to ask for help.

  • Understand the true meaning of Psychological Safety

  • Distinguish between psychological safety and indulging or lowering work standards.

  • They were able to analyze that their team was in... Team Performance Zone any

  • Adjust your response to mistakes to promote learning rather than blame.

  • use Positive Communication To build relationships and cooperation.

  • Communicate clearly with team members and minimize misunderstandings.

  • Understanding the differences among people and working styles within a team.

  • Reduce conflicts arising from differences in opinions and communication.

  • build Collaboration And participation within the team.

  • Connecting Trust, Communication, Psychological Safety, and Collaboration.

  • Laying the foundation for team development. High-Performance Team

Intended audience

  • manager Supervisor

  • Team Leader Team Leader

  • Section Leader

  • Shift Leader

  • Foreman

  • Senior staff member assigned to oversee the team.

  • New supervisors who want to develop their team management skills.

  • A supervisor whom the team lacks trust in.

  • Managers who want to increase team member engagement.

  • A leader who finds that the team is afraid to speak up or report problems.

  • A manager who wants to reduce a work environment characterized by blame or fault-finding.

  • A leader who has to manage a diverse team.

  • Supervisor Cross-Functional Team

  • A Project Leader who needs to work with people from multiple departments.

  • A leader who wants to create both. Performance and Engagement

  • Future Leaders that organizations need to prepare before taking responsibility for a team.