helping great individual contributors become great supervisors
Post on 18-Dec-2015
213 Views
Preview:
TRANSCRIPT
Helping Great Individual Contributors Become Great Supervisors
Challenges
2
1. Not making the mental shift from “doer” to “leader”
2. Uncertainty about how to delegate work
3. Inability to allocate work fairly among the team
4. Failure to deal with conflict effectively
5. Withholding knowledge and information necessary for successful projects
Chat Pod
3
Why did you choose to be a supervisor or hope to be one?
New Supervisor Blind Spots
4
42% of supervisors don’t understand what it takes to succeed
89% have at least one blind spot
Only 1 in 10 were actually groomed for the job
Half took the role for an increase in compensation–only 23% actually wanted to lead others
More than half of leaders learned through trial and error
1. Mental shift from “doer” to “leader”
5
Polling Question
6
Tips for making the mental shift from “doer” to “leader”
7
1. Don’t fall into the trap of “BLM,” or “be like me.” Your agency hired you for a specific skill set or talent; everyone has specific skills or talents. Diversity is your friend here.
2. Look for what your team truly needs (fill the gap). You’re not trying to replace yourself, necessarily.
3. Work tirelessly to be aware of what behaviors and actions you’re intentionally demonstrating. Your job, again, is to grow capacity in your team members.
2. Uncertainty about how to delegate work
8
Polling Question
9
Tips for successful delegation
10
1. Determine the experience level of the employee you select. New assignment? New type of work? Business as usual?
2. Ask questions, and listen. Listen intently to make sure your employee understands what you need.
3. Have employees repeat (in their own words) what you’re asking them to do.
4. Ask them, “What can I do to support you?”
5. Hold progress check-in meetings.
3. Inability to allocate work fairly
11
Polling Question
12
Tips for allocating work fairly
13
1. Talk to your people. Ask them what types of assignments they want. Align work, worker, and workplace as frequently and as much as you can.
2. Be fair. Don’t give one person all the good assignments, and someone else all the less desirable ones. We all have to do things we don’t like, but try to keep those to a minimum.
3. Provide stretch assignments to those people who are your high performers. Chances are, they appreciate the challenge.
4. Failure to deal with conflict effectively
14
Polling Question
15
Challenges
Excessive employee turnover
Low morale
Reduced productivity
Quality problems
Delayed and missed deadlines
Increased supervision overhead
Conflict: Opportunities and Challenges
16
Opportunities
You create new Ideas
You learn about others
You understand yourself
You see different perspectives
You practice communication
Tips for Resolving Conflict
17
1. Acknowledge that it exists, and address all parties individually and together as a group.
2. Continually focus on areas where interests are similar.
3. Seek guidance from your manager, or from your HR partner.
4. Be consistent in how you deal with everyone involved.
5. Withholding necessary information
18
Polling Question
19
Withholding Knowledge and Information:
20
Opportunities
You get to decide what is (and what is not) appropriate information to convey to your team
Part of the role of a supervisor is to sometimes be a “buffer” between your employees and Sr. Leadership
Challenges
Team may feel it doesn’t have the information necessary for success
You may feel that knowledge is power, so you hoard it
People may begin to distrust you if they notice a pattern of you not being transparent
Tips for Being Transparent
21
1. Be consistently honest, candid, and sensitive to what you need to share.
2. Ask your people what more they need, and provide it in all cases where possible and appropriate.
3. Realize that your team is depending on you for your success, as well as you depending on them for yours.
Questions and Answers
22
top related