Introduction
Supervision is like parents. These are two of the most important tasks anyone can do, but few people are adequately prepared or trained to do so. Most people learn by trial and error, with varying degrees of success. But both jobs are too important to be left to chance and the good news is that with a little help and guidance on how to successfully learn to be left in them. This article will help you be effective and efficient supervision.
SupervisorsRole
Write a one sentence, what do you think the main role is as a supervisor.
A role is a principal activity or two, you pay the company with
The answers might be:
• Supply and management cooperation in the direction of my own;
• For a team leader
• To ensure that my staff have the human and material resources to carry out their work efficiently
Managers responsibilities
Learning activities
What areYour primary responsibilities in your current work rules?
List on a sheet of paper (you should have 8-12). Sometimes it is easier to think of these two aspects: (a) professional and (b) from human activity.
Once you have a list, then arrange them in order of importance.
If you have completed this activity, look at the examples of other examples of regulatory responsibilities created by the author.
Related Jobs
• CostControl
· Equipment
· Targets
Materials to
° Floors
· Measures
· Productivity
• Quality
· Standard
• Vocational
People related
· Coaching
• Communication
Managing ·
Disciplinary ·
• Leadership
Administration · same
° Statement of reasons
• Monitoring of other
LearnActivities:
Current obstacles and challenges
What obstacles do you personally now that makes it difficult for you to meet some of these tasks? You can (1) you, (2) of the device, or (3) organization as a whole shank. List and then arrange in that order of importance:
New ways of Supervision
Over the years, the role of supervisor of a very top-down, autocratic order giver to a team leader, and coach has changedMotivator.
· From order to question, and consulting.
· Telling, listen and ask questions.
· From the police to coaching.
Degrees for every person for themselves teamwork.
· From fear of mutual respect.
This change did not come about because people are always "soft-hearted", but because it is now clear that people are more productive when they are happy, motivated and optimistic. This is done in aEmployee-environment. The change is one of enlightened self-interest on the part of managers, what kind of training is higher for them to decide. You know that happy employees are productive employees.
Discuss and comment briefly on the table "Leadership Styles"
Guidelines for the conduct of supervision
Without a clear idea of what is acceptable behavior for a supervisor, it is likely that your role model, after a couple of modelLife: a parent, a teacher, a boss. This could be good, but it could be disastrous if one of these people is dictatorial and demanding, or weak and indecisive.
One of the main advantages of this supervisory training program is that it offers everything that the guidelines on what is acceptable behavior and what is not supervisory. It also gives you the opportunity to make this change in behavior. Once you know these, you are more confident in what you do, why not ask whetherYou are on the right action. Even if you train with other people, you learn all the same skills and can help each other in case of future problems.
Supervisor Self-Assessment Survey
The Self-Assessment Board of knowledge can, skills and attitudes survey look down dramatically, but it is actually an overview of the areas necessary to master finally, to be a great supervisor. Do not despair, do not need to be masteredAll of these areas in one or two months. It will take time, and you need to systematically remove one or two areas at a time.
Most supervisors get promoted because they were "well in the labor market." You work hard, productive. We hope that they are also faithful to the company and a good team player. While this is a good start, a good leader, there are other skills they need to develop in relation to the guide: How to motivate, coach, delegate, discipline, planning,Team-build, etc. That is what this program is.
Self-Assessment Survey Directions
Read the list is not reported, then the second time, put a YES, NO, or perhaps to record what you think is your level of skill or knowledge. This gives you a good idea where the strengths and weaknesses
Supervisor Self-Assessment Survey
Guide
I have a clear idea of corporate goals and objectives
I understand how my role fitsthe objectives of the company
I have a clear idea of the objectives of my area
I notify the company and departmental goals for the people under my supervision (my team) on a regular basis
I give frequent feedback to encourage people on my team for their development and the achievement of their objectives
I recognize and celebrate the successes of my team
I feel that people are our most important resource in the company
I believe thattreat others as I like to be treated myself
I know of an example of effective management of labor
I am actively involved in developing a positive self-image
My enthusiasm is a growing desire to do my best team
Goal Setting
I signed a written plan and annual performance goals that were personal to me and the person to whom I report
I work with my team regularly to help with the SMART objectives that support theirWorkplace development
I break my annual targets for short-term goals
I regularly the progress of my goals
I have a method for measuring and monitoring the achievement of my goal
I ensure that my staff regularly about the progress in implementing company
My goals for myself and my team as a tie in the Foreman's goals
I set goals that stretch and challenge me
I get a high percentage of targetsI
I like to see challenges as opportunities for growth and
Personal Productivity
I clearly understand my priorities
I spend only a small part of my time in crisis management
I delegate work to others effectively
My responsibility is running smoothly, though I'm not there
Accept personal responsibility if I make a mistake
I assure you that I have run the meetings have a clear agenda and start and finish time
I plan my workOn the work and the plan
I rarely procrastinate or leave things until the last minute
I think it's another note in advance if I can not meet deadlines
Motivate others
I immediately comments
I know people on my team well enough to understand what is important
I believe in the ability of people in my team and communicate my confidence in them
Offered (or are instrumental in obtaining) training for people of my teamthey need the skills needed to perform their work to develop a good
I'm sure, clear goals and expectations are with people who report
The morale in my department (team) is highly
I always share credit for success
I make sure that people knew in my team, what are their roles
I ask questions and encourage people to find answers to their concerns
Listening to the ideas of others
I am flexible, as if the things doneThe results are satisfactory
If something goes wrong, I wonder what I could do differently. I share the responsibility.
Coaching for success
I coach my people, who succeed, what they do
I offer one-on-one sessions with each person who tells me
I make sure to speak during the exercise of the other person (s) more than me
I listen to the concerns of others to understand
I help others, knowing you, in which areas youIn fact, to improve or develop
I support the goals set by individuals in my team
I help my team members responsible for their goals and performance
I deal openly, constructively and promptly with all the negative performance issues
I encourage and ask for feedback on my performance of my team
Communication and build relationships
Listening to understand other person's perspective before I give
I always wait until others are readyspeaking before you speak, do not interrupt
I spend time planning important communications, written or oral
I develop strong business relationships with the people in my team and with suppliers and customers
If people who wear my attention to my problems that I have answered negative performance in a non-defensive way
I speak calmly to people, not out loud, regardless of the issue at hand
If I have a problem with someone, I always deal directly with them, Ino talking behind your back
I look to others to judge non-verbal 'communication, how they really feel
I keep an open mind in most discussions
I try and take into account the opinions of others
Addressing performance issues
I deal promptly with performance problems
I give to others to explain their opinion before a conclusion
I see the negative aspects of dealing with the opportunity to train and develop people
I assure you thatdefine clear expectations and agreed with the individual, after a performance problem discussed
I am ready to accept that my perception of a problem can not always right
Avoids, accuses topic and sarcasm
I encourage others in my team to talk openly about their mistakes, make corrections and we learn
Team Building and Synergy
I see my position as Foreman as a team leader and that those who hold for all members of my team are
I'm surethat my team and its members have clear goals and expectations
I'm willing to delegate responsibility to team members
I give regular feedback to members of my team, not only on the negative aspects, but I also have regular reports of the members of my team when they have worked well
Others see me as a team player
I make commitments for team members
The results of the team are the team members (for example, I take all the credit for my townTeam success)
I actively promote team spirit and positive interpersonal relationships among the members of my team
As team leader, I move straight to the behavior of individual (s) to be discouraged in my team, if such conduct has a negative effect on team-building (for example, "turf wars", "inner circle", "behind gossip-back "etc.
Stress Management
I am aware that my work stress and manage these situations
I noticed when team members are under stress andto help address the situation
I discuss my concerns and problems with the person to whom to report
Do not take my work problems home, yet it brings me back home to work problems
I use small amounts of stress as a motivator
I like most of the work
I strive to maintain a good balance between my work life and my life at home
I eat a balanced diet
I exercise regularly Sports
Improvement of future results
I'm always updating theAbility
I am aware of areas that still have to improve
I ask advice from those with more experience
I admit, I do not know anything
I invest time in other training or coaching
I spend time each week to study or read
I regularly ask others how they think I could improve
This is the result of this article, I hope that you find useful and informative.
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