How to effectively supervise staff

1. Presented by Tina Tormey for RELI 2014
@tinatormey

2. Supervision is NOT an
administrative function.
It is a relationship you foster &
an environment you create.

3. But what does
a supervisor
actually
DO?

4. Recruit
Select
Train
Orient
Evaluate
Coach
Delegate
Support
Motivate
Celebrate
Teach
Inform
Engage
Provide professional development
Run meetings
Run one-on-ones
Terminate (hopefully not)
Provide feedback
Solicit feedback
Check in
Prepare staff
Share context
Foster relationships
Set expectations
Have difficult conversations
Have presence (even when it’s in the background)
What do supervisors actually DO?

5. “New professionals have identified what they
seek in their supervisors: structure, autonomy,
frequent feedback, recognition of limitation,
support, effective communication, consistency,
role modeling & sponsorship (Winston & Hirt,
2003).”
Taken from Becoming Socialized in Student Affairs
Administration

6. supervisor
supervisee
supervisee
supervisee

7. supervisor
supervisee
• Planning 1:1s
• Informal check ins
• Communication
• Follow-up
• Resources/referrals
• Recognition
• Knowing strengths &
challenges
• Feedback
• Evaluations
• Difficult
conversations
• Creating
performance
improvement plans
• Trust
• Accountability
• Expectations
AKA: Investment in their success.

8. Planning meetings
Communication
Retreats
Expectations
Explaining
decisions,
processes and
context
Team development:
trust, shared
vision,
accountability,
attention to results
In-staff professional
development & training
Developing team
connection

9. Dan Pink’s “Drive” RSA Animate Video
Click on slide to link to video.

10. So how do you create an
environment that supports this
concept while also being
developmentally appropriate with
your staff and providing the
necessary supports?
Mastery Autonomy Purpose

11. Factors Impacting Autonomy
q Confidence
q What
would
you
do
conversa4ons?
q Posi4ve
feedback
q Ability/Skill/Cogni4ve
ap4tude
q Addi4onal
training
q Resource
Referral
q AAtude
q Drive

13. Your Turn
q Review then discuss your “supervisees” strengths and
weaknesses.
q Develop a professional development plan that maximizes
strengths & addresses challenges. Things to consider:
o What campus resources and connections can benefit this staff
member? How can you integrate that without necessarily
making extra work?
o What additional training may be necessary? How will you give
this staff member additional support for areas of challenge?
o How can s/he wrangle his/her strengths to offset areas of
weakness?
o What professional involvement or goals will you recommend?
Review, discuss and have a compassionate conversation about it.

14. The Oreo Analogy

15. Book List
All will be listed on the book list distributed at the end of the institute.