Successful Supervision: Navigating the Challenges & Cultivating Talent

Transcription

1 Successful Supervision: Navigating the Challenges & Cultivating Talent

2 Presenters Adam Cebulski Director, Research & Strategic Initiatives OrgSync, Inc. Damon Brown Director, Student Activities & Involvement Central Michigan University

3 Agenda Recap of supervision theory Discussion of current trends and changes Supervision challenges activity Tips & Tricks Q & A

4 Exploring the history of SUPERVISION THEORY

5 Hierarchy of Needs How can Maslow s Hierarchy of Needs be applied in a professional setting? Maslow, 1970

6 Theory X Coercion Threats of employment loss Fear Douglas McGregor/MIT Sloan, 1960

7 Theory Y People have innate motivation Unleashing inner potential Let them do what makes them happy Douglas McGregor/MIT Sloan, 1960

8 Theory Z Japanese Model Management Job for life Work-life balance Focus on loyalty Maslow/Ouchi/Reddin, 1981

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10 Institutional Culture You ll find many theories actually embedded into your institutional culture. So who s doing it well?

11 Exploring the supervision theory in CURRENT TRENDS & CHANGES

12 A cooperative effort between the supervisor and supervisee with a focus on joint-effort, Synergistic Supervision two-way communication, and competency and goals

13 Modeling the behavior you wish Leadership to see in your employees. Less of a focus on management, more on exemplary behavior and inspiration.

14 Theory to practice in SUPERVISION CHALLENGES

15 Group Activity For the following activity you will be presented with different populations. Please discuss the challenges presented by this population and strategies for overcoming them.

16 What challenges are presented with: GRADUATE STUDENTS and how do you overcome them?

17 What challenges are presented with: NEW PROFESSIONALS and how do you overcome them?

18 What challenges are presented with: BEING NEW WITH AN EXPERIENCED STAFF and how do you overcome them?

19 What challenges are presented with: YOUNGER PROFESSIONALS and how do you overcome them?

20 From the presenters to you SUPERVISION TIPS & TRICKS

21 Best Practice and Tips DON T JUST RELY ON ANNUAL PERFORMANCE EVALUATIONS

22 DON T JUST RELY ON ANNUAL PERFORMANCE EVALUATIONS Develop strategies for continuous feedback. Concentrate on two-way communication. Be an active participant in their development and growth. Develop plan for 360 degree feedback.

23 Best Practice and Tips DEVELOP ON-BOARDING CURRICULUM

24 DEVELOP ON-BOARDING CURRICULUM Help them get to know the culture of your department and institution Focus on key readings and describe how your area interprets them

25 Best Practice and Tips COMMIT RESOURCES TO DEVELOPING EMPLOYEES

26 COMMIT RESOURCES TO DEVELOPING EMPLOYEES Utilize campus professional development opportunities already on campus (Look for programs through SA or HR). Fight for professional development funding. Be prepared to articulate why it is important. Make sure there is follow-up after opportunities.

27 Best Practice and Tips LET THEM SHADOW EXTERNAL PROFESSIONAL DUTIES

28 LET THEM SHADOW EXTERNAL PROFESSIONAL DUTIES Review conference program proposals. Attend university committee meetings. Think about things they may not have the opportunity to experience in their role.

29 Best Practice and Tips ENCOURAGE TEAM UNITY

30 ENCOURAGE TEAM UNITY Provide organized activities inside and outside the office. Be comfortable when you are not included. Encourage peer dialogue to navigate challenges.

31 Best Practice and Tips INCORPORATE TECHNOLOGY

32 INCORPORATE TECHNOLOGY Utilize portals or LMS platforms to centralize training and development resources. Become familiar with various social media platforms to engage in current conversations. Electronic and anonymous feedback for supervisor.

33 And most importantly KNOW YOUR TEAM

34 KNOW YOUR TEAM This will not be their last job, understand their career goals. Understand the personality dynamics between you and employees - generational gaps, communication styles, etc.

35 References Barham, J.D., and Winston, R.B. (2006) Supervision of New Professionals in Student Affairs: assessing and addressing needs. The College Student Affairs Journal. (26)1, Certo, S. C. (2003). Supervision: Concepts and skill building. McGraw-Hill. Glanz, J. (2000). Supervision: Don¹t discount the value of the modern.paradigm debates in curriculum and supervision: Modern and postmodern perspectives, Heil G., Bennis W., and Stephens D. (2000). Douglas McGregor, Revisited: Managing the Human Side of the Enterprise (p. 236). New York: John Wiley & Sons, Inc. Ignelzi, M. (1998, April). Description of student affairs professional development in the supervisory context and its relation to constructive development. Paper presented at the annual meeting of the American Educational Research Association, San Diego, CA. Lawrence-Lightfoot, S. & Davis, J. H. (1997). The art and science of portraiture. San Francisco: Jossey-Bass Publishing. Maslow, Abraham H. (1970). Motivation and Personality (p. 28). New York: Harper & Row McGregor, Douglas. (1960). The Human Side of the Enterprise. New York: McGraw-Hill, Inc. Ouchi, William G. (1981). Theory Z. New York: Avon Books. Shupp, M. & Arminio, J. (accepted for publication). Synergistic supervision: A confirmed key to retaining entry-level student affairs professionals. Journal of College Student Affairs Research and Practice. Webb, G. (2013). Understanding staff development. Routledge. Winston, R.B., and Creamer, D.G. (1997) A handbook for Staffing practices in student affairs. San Francisco: Jossey Bass. (Also at Winston, R. B., Jr., & Creamer, D. G. (1998). Staff supervision and professional development: An integrated approach. In W. A. Bryan & R. A. Schwartz (Eds.), Strategies for staff development: Personal and professional education in the 21st century (pp ). New Directions for Student Services, 84. San Francisco: Jossey-Bass.

36 Feedback & Contact Us Adam Cebulski Damon Brown