The Keys to EffectiveThe Keys to Effective

SUPERVISIONSUPERVISION

© Copyright EADS Day Services 2014

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

POP QUIZ !!

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

Role of the SupervisorRole of the Supervisor

Hire

Fire

Train

Delegate

Direct

Evaluate

Coach

To what end?

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

Diagnosing Performance Diagnosing Performance ProblemsProblems

What are the two possible explanations for What are the two possible explanations for unsatisfactory performance?unsatisfactory performance?

What’s causing the problem?What’s causing the problem?

Is the employee Is the employee unwillingunwilling or or unableunable to do the job? to do the job?

Unwilling Unwilling DefiantDefiantDispiritedDispiritedAfraidAfraidUnalignedUnaligned

Unable Unable UnawareUnawareUnskilled/Untrained Unskilled/Untrained UnequippedUnequippedUnauthorizedUnauthorized

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

Managing PerformanceManaging Performance

Four ways to modify behavior:Four ways to modify behavior: Positive reinforcementPositive reinforcement Negative reinforcementNegative reinforcement ExtinctionExtinction PunishmentPunishment

Managing PerformanceManaging Performance

Four ways to modify behavior:Four ways to modify behavior: Positive reinforcementPositive reinforcement

– Link the target behavior to a positive Link the target behavior to a positive experienceexperience

Negative reinforcementNegative reinforcement PunishmentPunishment ExtinctionExtinction

Managing PerformanceManaging Performance

Four ways to modify behavior:Four ways to modify behavior: Positive reinforcementPositive reinforcement Negative reinforcementNegative reinforcement

– Link the target behavior to the Link the target behavior to the cessationcessation of a negative experience of a negative experience

ExtinctionExtinction PunishmentPunishment

Managing PerformanceManaging Performance

Four ways to modify behavior:Four ways to modify behavior: Positive reinforcementPositive reinforcement Negative reinforcementNegative reinforcement ExtinctionExtinction

– Eliminate the positive experiences Eliminate the positive experiences linked to the target behaviorlinked to the target behavior

PunishmentPunishment

Managing PerformanceManaging Performance

Four ways to modify behavior:Four ways to modify behavior: Positive reinforcementPositive reinforcement Negative reinforcementNegative reinforcement ExtinctionExtinction PunishmentPunishment

– Link the target behavior to a negative Link the target behavior to a negative experienceexperience

PunishmentPunishment

Appropriate forAppropriate for Establishing behavioral boundaries Establishing behavioral boundaries Exterminating intolerable behaviorsExterminating intolerable behaviors

LimitationsLimitations Interferes with problem solvingInterferes with problem solving Does not persistDoes not persist Builds resentmentBuilds resentment Limited effectivenessLimited effectiveness

PunishmentPunishment

Punishing is difficult to do well.Punishing is difficult to do well. Punishment is an Punishment is an extremely powerful consequence for all living extremely powerful consequence for all living things…[it] can produce extremely rapid, strong, things…[it] can produce extremely rapid, strong, and memorable changes. The problem is that and memorable changes. The problem is that effective punishment demands certain effective punishment demands certain requirements. requirements. The research clearly shows that The research clearly shows that effective punishment must beeffective punishment must be: :

1) 1) immediateimmediate (right now!) (right now!)

2) 2) intenseintense (the biggest possible stick) (the biggest possible stick)

3) 3) unavoidableunavoidable (there is no escape) and (there is no escape) and

4) 4) consistentconsistent (every time). (every time).

If you cannot deliver punishment under these If you cannot deliver punishment under these conditions, then the punishment is likely to failconditions, then the punishment is likely to fail. .

-- -- Reinforcement TheoryReinforcement Theory

Managing Sam’s Managing Sam’s PerformancePerformance

Positive reinforcementPositive reinforcement

Negative reinforcementNegative reinforcement

ExtinctionExtinction

PunishmentPunishment

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

What do these have to do What do these have to do with productivity?with productivity?

Motivation

Productivity

Motivational TheoriesMotivational Theories– Least EffortLeast Effort– Theory X and Theory YTheory X and Theory Y– Equity TheoryEquity Theory– Expectancy TheoryExpectancy Theory

Motivational TheoriesMotivational Theories– Least EffortLeast Effort

Living things seek to expend the least amount of Living things seek to expend the least amount of effort necessary to meet their physical needs.effort necessary to meet their physical needs.

– Theory X and Theory YTheory X and Theory Y– Equity TheoryEquity Theory– Expectancy TheoryExpectancy Theory

Motivational TheoriesMotivational Theories– Least EffortLeast Effort– Theory X and Theory YTheory X and Theory Y

People have a basic need for achievement People have a basic need for achievement and want to do good workand want to do good work

– Equity TheoryEquity Theory– Expectancy TheoryExpectancy Theory

Motivational TheoriesMotivational Theories– Least EffortLeast Effort– Theory X and Theory YTheory X and Theory Y– Equity TheoryEquity Theory

People compare their efforts and rewards to People compare their efforts and rewards to the efforts and rewards of othersthe efforts and rewards of others

– Expectancy TheoryExpectancy Theory

What are the ramifications of the What are the ramifications of the equity theory for the workplace?equity theory for the workplace?

Motivational TheoriesMotivational Theories– Least EffortLeast Effort– Theory X and Theory YTheory X and Theory Y– Equity TheoryEquity Theory– Expectancy TheoryExpectancy Theory

The motivation to perform a task is a The motivation to perform a task is a function of the perceived likelihood of function of the perceived likelihood of success and the likely consequences of success and the likely consequences of success or failure. success or failure.

What are the ramifications of the What are the ramifications of the expectancy theory for the expectancy theory for the workplace?workplace?

What are strategies for motivating What are strategies for motivating employees to take on challenging employees to take on challenging assignments?assignments?

The most effective motivational technique The most effective motivational technique is positive reinforcementis positive reinforcement

The most powerful positive consequence is The most powerful positive consequence is Personal Significance Reinforcement:Personal Significance Reinforcement:– The work I do is importantThe work I do is important– I can see my progressI can see my progress– People People that I care about that I care about AND AND that care that care

about meabout me notice if I do my work well notice if I do my work well

Personal Significance ReinforcementPersonal Significance Reinforcement(Work that makes people feel important.)(Work that makes people feel important.)

Characteristics of a Motivating Job:Characteristics of a Motivating Job:– Employee feels personally responsible Employee feels personally responsible

for the workfor the work– Outcomes that are meaningfulOutcomes that are meaningful– Feedback on accomplishmentsFeedback on accomplishments

Do I know what is expected of me? Do I know what is expected of me?

Do I have the materials and equipment I need to do my Do I have the materials and equipment I need to do my work right?work right?

At work, do I have the opportunity to do At work, do I have the opportunity to do what I do bestwhat I do best every day? every day?

In the last seven daysIn the last seven days, have I received recognition or praise , have I received recognition or praise for doing good work? for doing good work?

Does my supervisor, or someone at work, seem to Does my supervisor, or someone at work, seem to care care about meabout me as a person? as a person?

Is there someone at work who encourages my Is there someone at work who encourages my development? development?

At work, do At work, do my opinions seem to countmy opinions seem to count? ?

Does the mission/purpose of my company make me feel Does the mission/purpose of my company make me feel my my job is importantjob is important? ?

Are my co-workers committed to doing quality work? Are my co-workers committed to doing quality work?

Do I have a best friend at workDo I have a best friend at work? ?

In the last six months, has someone at work talked to me In the last six months, has someone at work talked to me about my progress? about my progress?

This last year, have I had opportunities at work to learn and This last year, have I had opportunities at work to learn and grow?grow?

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

Self-VerificationSelf-Verification

All human beings have an intense need for self-verification – to have others see us as we see ourselves.

If the need for self-verification is not met, the relationship is doomed.

Self-verification and diverse Self-verification and diverse work groupswork groups

If self-verification is not achieved early If self-verification is not achieved early (within ten minutes), diversity (within ten minutes), diversity undermines group performance. undermines group performance.

If attitudes are negative or neutral: If attitudes are negative or neutral: more diversity = more more diversity = more homogenization. homogenization.

If attitudes are positive: more diversity If attitudes are positive: more diversity = more individuation. = more individuation.

Strategies to foster self-verificationStrategies to foster self-verification::

Create opportunities for self-Create opportunities for self-disclosure disclosure

Train teams to make unanimous Train teams to make unanimous decisionsdecisions

Train people to look for the individualTrain people to look for the individual

Self-verification and diverse Self-verification and diverse work groupswork groups

I am not a color.

I am not a religion.

I am not a country.

I am me.

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

AlignmentAlignment

AlignmentAlignment

Do employees know which Do employees know which way the organization is way the organization is headed?headed?

Do they agree?Do they agree?

How committed are they to How committed are they to the organization’s mission?the organization’s mission?

Aligned With:Aligned With:

• Customers/Clients

• Donors

• Other Stakeholders

• Supervisor/work group

• Senior Management

What are some reasons why What are some reasons why management might take management might take actions that appear stupid?actions that appear stupid?

What are some reasons why What are some reasons why management might take management might take actions that appear stupid?actions that appear stupid?

You have information You have information management doesn’t. management doesn’t.

Management has information Management has information you don’t.you don’t.

How would you rephrase it?How would you rephrase it?

To an employee denied a raise.To an employee denied a raise.

I did the best I could.I did the best I could.

When asked about a program change you don’t agree with.When asked about a program change you don’t agree with.

I don’t understand it either.I don’t understand it either.

Once achieved, alignment must be Once achieved, alignment must be attended to constantly.attended to constantly.

Entropy: the tendency for Entropy: the tendency for the disorder in a system the disorder in a system to increase without to increase without investment of additional investment of additional energy.energy.

(Second Law of Thermodynamics.)(Second Law of Thermodynamics.)

AgendaAgenda

HousekeepingHousekeeping Role of the SupervisorRole of the Supervisor Managing PeopleManaging People

– Behavior Modification TechniquesBehavior Modification Techniques– Motivational TheoriesMotivational Theories

Building TeamsBuilding Teams– Leveraging DiversityLeveraging Diversity– Building AlignmentBuilding Alignment– Leading from the MiddleLeading from the Middle

Why the middle?Why the middle?

Because:Because:– It brings people togetherIt brings people together– Facilitates conversationFacilitates conversation– Lets them see you walk the talk.Lets them see you walk the talk.– Gives you the best vantage pointGives you the best vantage point– Makes it easiest to maintain alignmentMakes it easiest to maintain alignment

Medal of Honor LeadershipMedal of Honor Leadership

Here’s what’s happening.Here’s what’s happening. This is your role.This is your role. You can do it. You can do it. What do you need?What do you need? It’s going to be okay.It’s going to be okay.

Leading ChangeLeading Change

Keep doing what you’re doing, plus Keep doing what you’re doing, plus one new thing.one new thing.

Here’s what I’ll be doing.Here’s what I’ll be doing. How else can I help?How else can I help? How’s it going?How’s it going?

Difference between manager and Difference between manager and leaderleader

Jim Collins: Qualities of Great LeaderJim Collins: Qualities of Great Leader