When employees move into supervisory roles, it’s common to realize they need new skills to lead effectively. Supervisors may be navigating the shift from peer to manager, learning how to communicate expectations, or figuring out how to handle conflict constructively.
Here’s how to explore supervisor training options that fit your organization’s goals and resources.
For Quick, On-Demand Training
These online options are low-cost and quick, but they’re built for individuals, not teams. They work fine for self-motivated learners who need a foundation, but they fall often short for organizations that want supervisors learning together, asking questions, or practicing real-life scenarios.
Without live interaction, discussion, or shared application, these courses often stay theoretical rather than practical, making them less effective for building lasting supervisory skills.
LinkedIn Learning
- Format: Short, modular video courses (from under 10 minutes to 3+ hours; individual videos are brief)
- Examples: “Managing as a First-Time Supervisor,” “Coaching Skills for Managers”
- Pros: Large library of content
- Cons: No interaction with other learners
- Pricing: Subscription for individuals (monthly or annual); separate business plans for organizations
Udemy
- Format: Self-paced recorded courses with downloadable resources
- Examples: “The New Manager’s Toolkit,” “Essential Skills for Supervisors”
- Pros: Low cost, broad catalog
- Cons: Quality varies, limited engagement
- Pricing: Pay-per-course or subscribe (Personal Plan); Udemy Business offers team/enterprise plans
Coursera
- Format: University-created online courses with optional certificates
- Examples: “Leading People and Teams” (University of Michigan)
- Pros: Structured learning from universities
- Cons: Academic, less immediately actionable
- Pricing: Course-by-course fees or Coursera Plus subscription (monthly/annual; promotions vary)
For Live, Group Supervisor Training
Live, group-based supervisor training blends proven frameworks, active participation, and peer accountability, making it the most effective approach for most organizations looking to develop more than one supervisor at a time. Participants can ask questions, practice real-world scenarios, and apply what they learn right away.
ERC (Employers Resource Council) [Our Recommendation]
Yes, this is us. And while we certainly believe in what we do, our goal here is to help you make an informed comparison and show you clearly where and why we think we’re different.
- Format: Live instructor-led (virtual or in-person), group programs
- Focus Areas: New or existing supervisors and managers, communication skills, conflict resolution, managing former peers, planning and managing the work, leadership, problem-solving, and decision-making
- How ERC is different:
- Customizable and Outcomes-Focused: ERC helps you build a complete training program, not just send one person to a class.
- Real-World Trainers: Facilitators bring decades of leadership experience and know how to engage supervisors and managers across industries, from manufacturing to professional services.
- Live and Interactive: Every session allows Q&A, discussion, roleplaying, and practical application.
- One Partner for All Training Needs: Management, leadership, compliance, soft skills, technical skills, and more.
- Pricing: Based on training format (half-day or full-day sessions, virtual or in-person)
Dale Carnegie Training
- Format: Live multi-week courses (virtual or in-person)
- Focus Areas: Leadership mindset, communication, influence
- Strengths: Strong brand recognition
- Weaknesses: More personal-development oriented than frontline supervision; higher cost (varies by market and course)
- Pricing: Cost per participant (varies by course/market)
Development Dimensions International (DDI)
- Format: Blended live and digital modules, often licensed for internal delivery
- Strengths: Consistency and scalability across teams
- Weakness: Higher investment and facilitation requirements
- Pricing: Cost per learner, or licensing fees for enterprise access
TrainSmart
- Format: Custom instructor-led training, virtual or onsite
- Strengths: Tailored content and flexible delivery
- Weakness: Highly customized; cohort structure and repeatability depend on the engagement scope; pricing varies widely
- Pricing: Based on engagement length
Center for Creative Leadership (CCL)
- Format: Advanced programs for emerging leaders
- Strengths: High academic credibility and leadership pedigree
- Weakness: May be more than early supervisors need
- Pricing: Cost per participant
Takeaway:
For organizations deciding between program types, consider where you’re at as an organization; mid-sized companies ready to develop supervisors, managers, and leaders can gain more from live, cohort-based programs.
For Enterprise Options with Learning Tech Platforms
Enterprise-level training platforms combine online learning, assessments, and analytics to scale leadership development across large organizations. While powerful, these tools are often expensive, require significant setup and administration, and include more features than most mid-sized organizations will ever use.
FranklinCovey
- Format: Blended digital and live training through an “All Access Pass”
- Implementation: Requires platform onboarding and ongoing administration
- Pros: High-quality content library
- Cons: More suited to enterprise rollouts
- Pricing: Per-user fee (annual)
BetterUp
- Format: Individual and enterprise coaching programs (e.g., Lead, Manage, Ready, Grow) with AI-supported coaching
- Pros: Personalized coaching experience
- Cons: Best for 1:1 and manager enablement; not a full group facilitation platform
- Pricing: Subscription per employee (plan details vary)
Cornerstone OnDemand
- Format: Learning Management System (LMS) with supervisor content modules
- Implementation: Requires internal HR or IT administration
- Pros: Scalable, integrated
- Cons: High implementation lift; ongoing management required
- Pricing: Per-user license plus setup (varies by contract)
Harvard ManageMentor
- Format: Self-paced online courses with case studies and exercises
- Pros: Academic credibility
- Cons: Less interactive, more suited for professional development
- Pricing: Per user fee (annual)
Takeaway:
Enterprise learning platforms are best for large corporations with hundreds of leaders, dedicated HR infrastructure, and defined leadership pipelines. For most mid-sized employers, these systems are too complex and costly to justify.
How to Choose the Right Supervisor Training Program
Choosing the right supervisor training program starts with understanding where your organization fits. Ask yourself questions like:
- How many people are we training: one, twenty, or two hundred?
- Do we have internal resources to support training, or do we need an external partner?
- Is our goal to provide a quick skills refresher or to build long-term skills and leadership capabilities?
The answers will help you decide whether a quick, on-demand course, a live group program, or an enterprise platform is the right tier for you.
Once you know the type of training that’ll work for your organization, compare providers on the details that matter most:
- Delivery and Format: Is the training live, on-demand, or blended? Can your team participate together?
- Trainer Experience: Who leads the sessions, experienced facilitators with real-world leadership experience or general instructors?
- Customization: Can the program be tailored to your organization’s needs, industry, or challenges?
- Engagement and Practice: Does it include discussion, Q&A, or roleplaying that makes learning stick?
- Investment and Time Commitment: What is the cost per participant, and how much time will your team need to dedicate?
If you’re ready to move beyond quick online courses and develop supervisors who can truly lead, ERC’s live, customizable supervisory training programs provide the expertise, interaction, and results that’s proven to be highly effective.
