The Leadersip Qualities

Anyone in a new supervisory position, role or responsibility within an organization, will need some help and training to be up to the task. And it is a fair question for most managers, executives, business leaders to ask, Who will benefit most from this type of soft skill, general management/ supervisory skill, leadership development type training?

In any given class, group of organizations, work-teams, levels of operations management there will be individuals who need supervisor training. Consider the range of
-    Hopefuls, potentials, those waiting in the wings, working their way up the ranks, aspiring and even soon-to-be-promoted supervisors
-    The seasoned work professional, lead hand, experienced supervisors with little or no formal supervisor training
-    Newbies, newcomers, outside/inside candidates, hires, new supervisors and managers with less than one year of experience

All of the abovementioned categories and candidates can benefit from supervisory type curriculum and training, whether online or in-class, on-the-job, self-paced etc.  For any new appointees in this role of managerial type supervisor, training is key to success in this role. Without it, individuals might seem directionless, struggling, overwhelmed even by the sheer magnitude and weight of what this intermediary, managerial role, position and title brings into their day-to-day.  Supervisors will be introduced to the concept and context of leadership, supervising and overseeing operations, peers and subordinates. For many learning that it is not merely enough to do as you are told, but to sometimes take the lead and not merely follow directions is an empowering awakening and stark realization. Going from receiving to giving directions about what gets done, when, and by whom can be too much for some and fuel for others; enthusiasm and performance. For both camps and everything in-between supervisor training offers huge opportunity and skills-training to be able to excel in this new role, with all the added responsibilities.

It is no longer merely about own personal and individual performance, but group performance, accuracy, timeliness, on time on budget targets and yield, profits, saving costs etc. Tacking and helping others keep their projects on track, enabling work process and environment, relationships and atmosphere is the task of the supervisor. Ensuring and seeing that everyone works together is a huge responsibility, plus getting the work done, as an employee, manager, the one reporting up and down the ladder, part of the management team, taking the broader perspective and weight on is what is expected in this role. Selecting the right candidates is just half the battle, getting them ready, prepared, developing, improving and more consistent, confident and competent the end-goal.

So, what can be expected in and through these training programs and initiative, what does the curriculum cover and how does it help the person and business in the long run?

Here are some of the more advanced preventative measures, type topics to educate, prepare, empower and develop supervisory skills that can be applied throughout the organization with confidence:

How to avoid getting entrapped, or avoiding Supervisory Traps regardless of skill-level, age, gender, expertise etc. is one of the most critical things that supervisory training can provide. Sometimes the softer and interpersonal skills are the ones that make all the difference in the world in the supervisory capacity, within any business.

It is of the utmost importance that the supervisor specifically does not overlook, forgive, have double standards, not be consistent or allow others to jump or skip the gun, not take responsibility for their actions. Confrontation might be inevitable, as can be conflict, direct arguments etc. Evading the topic is not an option, sweeping things under the rug not allowed or recommended. It will come back to haunt and bite you in the back. How to know when and how not to back down from the confrontation due to excuses or sympathy-evoking tactics.

How to be consistent, not over-confident, confrontation yourself, heated rather controlled, straightforward and serious about the problems or issues at hand. At the same time how to illustrate, communicate and clearly convey care and concern, encouragement of/for the employee , feedback, follow-up, monitoring, coaching to help the employee to improve his or her performance.

Enabling and protecting employees, not giving consequences for or because of his/her actions are not options. These strategies although quite human and instinctive should be avoided. Supervisors are trained how to do this with clarity and certainty, however counterintuitive it may seem.

-    Addressing specifically that he/she is not meeting his/her responsibilities in a one on one discussion
-    Anger
-    Blaming  self, others or situations
-    Control
-    Demotion – moving him/her to a less important job.
-    Denial, Refusal to address the issue or covering up, providing alibis, making excuses
-    Developing reasons  that make things more understandable or acceptable.
-    doing an impaired worker’s work rather than confronting the issue
-    Not dealing with the issue head on
-    Rationalizing
-    Threats (empty, hollow, with no consequence or follow-up)
-    Withdrawing

Other forms of difficulty especially for inexperienced, young or new supervisors, include:

-    Distraction and diversion
-    Excuses and Apologies
-    Innocence or playing victim
-    Not getting involved with personal problems and circumstances
-    Pity, misplaced empathy or outright sympathy
-    Provocation and anger
-    Tearful, remorse, insincere display of emotion

Of utmost importance with any training initiative, modular curriculum, online or in-class type instruction, is that supervisors understand the role, know what they are getting into, the expectations of delivery and performance, demands, pressure, priorities and how to thrive and not merely survive in this role. Supervisors need preparation in order to fully and confidently implement and apply mandates, company policy, even performance standards, discipline,  in a way that pays close attention to safeguarding the investments and assets of the company, even the bottom line and profits, overall well-being of both staff and operation. Paying close attention to legally sensitive areas can also safe the company money, risk, problems down the line. At all times supervisors should trust and enable themselves and others to be safeguarding employee confidentiality and ensure that policies are common knowledge, read, known, understood, accepted, agreed to (even in writing if necessarily). All employees need to be aware of and sticking to the rules, guidelines and policies of the organization. This is the role and responsibility of the supervisor to enact, inform, educate, empower and enforce them throughout the daily activity and pockets of the operation/business.

Properly following procedures, getting and having all the facts, prior to proceeding with any action, decision, thoroughly investigate any and every idea, complaint, alleged accusation, ensuring due process and fairness to all. No discrimination or intimidation, will be tolerated.  Ensuring quality control of testing and confirmation of positive tests, if testing is included, process improvement goals implementation, steps to be in agreement with the collective bargaining agreement (CBA) and union contracts, if applicable
Here are some more of what the supervisor should be able to handle and be better prepared for with hands-on training:

-    Discuss performance with employees
-    Do not diagnose problems you are not qualified to hands
-    Do not have all the answers
-    Evaluate goals, performance and quality
-    Fair and equal treatment of all staff
-    Leading by example
-    Maintain a safe, secure and productive environment for employees
-    No labeling or demeaning behavior
-    Not a therapist or counselor – getting help when needed
-    Not policing, like big brother (it will not inspire and instill respect)
-    Provide feedback
-    Working alongside, not only from the top

These so-called softer-skill training type courses are often undervalued and underestimated, dismissed and not paid enough attention to. It has great potential and value for any company. It is but one of many pro-active steps that a business and management team can take to improve their performance. Investment in people and employees will pay off in the short, mid and longer term. Human interaction skills do not just happen by themselves. You might be lucky enough to find a prospect or candidate that already has what it takes, but with no experience in this supervisory role and you want to increase the odds of succeeding, not failing. Training supervisors well can filter through all levels of the organization, including frontline and grass-roots.  Basic information, expectations are clearly communicated and shared with these handful of entrusted leaders and then mobilized effectively and cost-efficiently throughout the organization.

When asked what supervisors typically do, the role of the supervisor conventionally is seen as one of the more difficult ones in the business. It carries an immense amount of responsibility for the success or failure of the company, affecting bottom line and profit margins directly. Overseeing operations and people, peers, processes, can be an overwhelming burden or a pleasure-filled leadership role for the right candidate. Organizations need to find that delicate balance between these extremes to optimize and capitalize on it fully. Supervisors have to fulfill various responsibilities to many key stakeholders, like fellow employees, subordinates, other managers, work groups and the larger organization. Carrying the full brunt of the responsibility for ensuring work gets done, so no person or business assets’ security, safety or health is jeopardized. A tall order on any given day for anyone. The training will better prepare the chosen candidate for what lies ahead, reducing cost to do business over the longer term, if they start applying what was learnt and shared in and through the supervisor training program.

There is no way realistically that businesses can leave their success up to random chance or the hope that the right type of person is placed in these strategic roles throughout different levels of the organization and operations. You can now delegate the responsibility of the day-to-day running and operations to someone else, prepared for what it will ask of them and overseeing what is unfolding and happening in the workplace, supporting, managing, enforcing, leading by example. Consistency, not playing favorites, disciplining when required, intervening when necessary, those are the behaviors you will be shaping through these types of training initiatives.

Behavior-focused, skills-based type training to better prepare supervisors, leaders and management/managers are critical tools in enhancing performance, improving quality and such in any given organization, regardless of size and/or industry.

It is imperative for companies and executives to allow for specific supervisory skills to be trained for enriched performance, skill and leadership development that will have you delegating and assigning key tasks and responsibilities consistently and with confidence.

Most of the supervisory skills that are required can be learned, typically acquired in a modular curriculum style over time, where principles meet practice,  as well as online reinforcement, There is also on-going support, coaching available to assist newbies and seasoned veterans alike to get better and be prepared for what they have to do every day.

There are many an award winning management and supervisor training program types available, pre-packaged, ready-to-go type off-the-shelf programs that can be delivered by a third or outside party, or options where companies can choose to do the training themselves in-house, using their own trainers and customized learning experiences, curriculum and examples from the business.

Information is typically shared, lecture-style, shown in practice and then put to work in real-life scenarios, role-play or with/through home-work assignments, assessments etc. to get the maximum value and learning from these experiences and modules. Practical and pragmatic skills put to work can make all the difference for both those taking the training, whomsoever these individuals oversee and the company’s bottom line!

Topics like leadership, communication, the roles, task, responsibilities, demands, mandates and skills that the supervisor should have, why the role is essential and important in the business, help ground and set the stage for people on what is to come and what awaits them in the role itself. To an extent managing expectations. Performance goals, standards, quality,  to focus on how to help and enable the strategic goals of the company and the people working there are all made practical. Performance feedback, coaching skills,  discipline, intervention, management, (time/people, priorities), self-esteem, introducing new employees into the organization and team, delegating, handling complaints and conflict effectively, communicating and problem solving with staff and management to get on the ground solutions that the company need to survive and thrive.  Project management, hiring, winning and retaining top talent are all covered typically as well, although very few supervisors (depending on their scope of role), actually do the hiring.

In the current market climate, globalization and competition, companies are pushing the envelope demanding higher performance from employees, managers and supervisors alike.  To step up to the plate to remain competitive and gain some ground,  investing in the skill-development, beyond what is considered mandatory is at the order of the day.

Workforce management and management teams realize that it takes investment to develop effective individuals and  supervisors, across the organization. Typically these roles are filled from in-house sources, individuals, working their way up through the ranks. Some lack serious skills and training and filling this gap is becoming increasingly important for credibility, quality, cost and budget management, staffing, resource planning, production and overseeing of operations. Skills are developed and unearthed, improved and expanded with these types of initiatives and training programs.

Investing in a quality leadership development program, both new and experiences supervisors can get the input they need to be the best they can be in the entrusted role of overseeing others and operations.  It all starts with a question, of what it takes to be a good/great leader and what a supervisor actually does, the qualities and skills that will make a difference in the workplace and how to deal with the stresses and demands of the job, both ways, working with employees, working with management, still being true to the core of who you are in the process. Supervisory skills cannot really be taught or learned from a book, mastery comes from practice and the real context of the shop or factory floor, practical examples and such, hands-on, real-life. Learning experiences,  performance solutions, achieve strategic priorities, enhance competitiveness and improve operational effectiveness are but some of the goals and outcomes that are desired and enabled through these types of supervisory training programs.

The programs are needed for businesses to get and stay in the know, ahead of the curve and to play in the global arena, to ensure that profit margins, smooth operations and employee satisfaction, performance and loyalty can be facilitated and fostered, management responsibility delegated and practically handled by an assigned party, mandated and empowered to run and supervise activity, decision-making and help the bottom line any which way they can. One time workshops, phased, self-paced, scheduled dates type of training modules are all available , in-class, online, in groups,, with practical follow-up assignments  to put the principles into practice right away, ensure return on investment for the business right away.