Managerial Development

8/7/2019 Managerial Development

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What Does it Mean to

Supervise?

Everyone Please write one line

on it & we will discuss


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What Does it Mean to Supervise?

To have charge anddirection of a particular

work unit.

To direct or oversee aperson, group,

department, organization,

or operation.

To assign and inspect the

performance of workers

or work; to superintend.


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Employee Manager Focus on their specific job skills

and do the work

Work on specific priorities

Contribute to the unit's success

Focused on the quality of their ownwork

Normally works a specified numberof hours

Receive information from others

Be personally motivated andsatisfied

Be an effective team member Have a good attitude but can get

away with having a bad attitudefrom time to time

Focus on supervising people andensure work gets done

Involved with multiple priorities

Contribute to the entireorganization's success

Focused on the quality of the entireteam's work

May be required to work over-time toensure work gets done

Share information and knowledgewith others

Motivate and develop otheremployees

Be an effective team builder

Maintain a positive attitude evenwhen circumstanceswould make it easy tobe negative

Differences


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You are part of the management team.

Your people are your most important resource.

Supervision is primarily a matter of

relationships.

Supervision is a process.

Supervision requires leadership by example.

As a Supervisor:


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Supervisor Stands for

S U P E


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SUPERVISOR

Understanding

Smart

Reinforcement

Vision

Intelligent

Skillful

Recognize

Observer

Enthusiastic

Supervisor


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S = Specific

M= Measurable

A = Attainable

R = Relevant

T = Time-specific

SMART Tasks:


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Head ofOperations

Executive

Senior Executive

Basic Organogram

It is the responsibility

of a manager to createa bridge between the

Assistant Manager &

Head of Operations.

Managers play the key role

in any operations because

they are the point of

communication from both

side.

Supervisors have peopleabove them ,people

under them and other

supervisors to work with

so they have a complete

360 degree position inthe organization

Manager

Assistant Manager


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What Makes Supervisor Important?

The need for proficiency in organizing

day to day activity.

Changes that need to be faced.Problems that need creative solutions.

People that need help.


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Attributes a Manager Should Have:

Views problems as opportunities

Priority setting

Customer focusedCourageous

Critical and creative thinker

Tolerance for ambiguityPositive attitude towards change

Committed to innovations


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Skills a Manager Should Have:Fuel, inspire and guard the shared vision

Communicate the strategic plan at alllevels

Recognize the problems inherent to the planning

process

Support the management through the changeprocess

Encourage dreaming and thinking the unthinkable

Align the budget, planning, policies andinstructionalprograms with the district goals and

vision

Implement action plans


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Responsibility of a ManagerWWWWWW

Lets Write on the Board


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Planning

including identifying goals, objectives, methods, resourcesneeded to carry out methods, responsibilities and dates for

completion of tasks. Examples ofplanning are strategic

planning, business planning, project planning, staffing planning,

advertising and promotions planning, etc.

Human being never plan to be failures; they simply fail to plan

to be successful.

Organizing resourcesto achieve the goals in an optimum fashion. Examples areorganizing new departments, human resources, office and file

systems, re-organizing businesses, etc.

Management Refers to


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Leading

including to set direction for the organization, groups and

individuals and also influence people to follow that direction.

Examples are establishing strategic direction (vision, values,

mission and / or goals) and championing methods of

organizationalperformance management to pursue that

direction.

We will either find a way, or make one

Controlling, or coordinating

the organization's systems, processes and structures to reacheffectively and efficiently reach goals and objectives. This

includes ongoing collection of feedback, and monitoring and

adjustment of systems, processes and structures accordingly.

Management Refers to Cont..


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Responsibility of a Manager

Assign work: Assign certain duties to the employee, explaining how

those duties are to be done (i.e. what level ofperformance will meet

the supervisors expectations) and communicate how the successful

performance of those duties will be measured.

Evaluate Performance: Be sure your employee is familiar with the

format of the appraisal form you will be using and is clear about the

evaluation process. Proper attention to performance evaluationduring the probationary period and carefully considered decisions as

to whether the employee should pass probation can be critical. The

initial probationary period is your opportunity to judge the suitability

of an employee for a specific position.


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Reward Performance: Recommend performance awards and/or

merit increases when appropriate. As merit increases and awardprograms are implemented, supervisors will receive informationfor their eligible employees.

Taking Care of Employee Needs:

An important fact of the supervisor job description is thathe/she has to be vigilant enough to understand the needs ofemployees in the outlet and must make arrangements to ensurethat the employees can work with comfort and ease.

Resolve Complaints: Help employees address and resolve a widevariety of concerns and complaints. These typically involve jobduties and job descriptions, performance standards, relations

with coworkers, relations with supervisors and managers.

Responsibility of a Manager Cont..


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Training: Supervisor should monitor the training process in the

store. They have to observe how the trainer is training the new

employees.

Additional Responsibilities: Additional responsibilities of

supervisors include such activities as developing your staff,mentoring, and providing career coaching; motivating your

staff, individually and as a group; understanding and supporting

diversity; and establishing an effective team.

Employee Safety : Any kind of safety and security related issue

have to handle by the supervisor. They should always have the

contact address oflocal hospital, police station and fire service.

During any emergency situation they should react fast and

inform the head office.

Responsibility of a Manager Cont..


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Why do we monitor staff/employee?

Reasons for staff monitoring include :check the quality of customer service

find out if staff require training by observing their

performance

review staff skills and competencies used in their

job

ensure staff are safe

observe the application of health and safety rulesdiscover any fraudulent, criminal or otherwise

illegal or undesirable conduct by your staff


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What is leadership?


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Leadership is an influence relationship

among leaders and collaborators whointend real changes that reflect their

mutual purposes.


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Characteristics of leadership?

Dynamic . . .

Visionary..

Effective . . .

.....................


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Building Trust

Sharing Knowledge

Providing Feedback

Walking the Talk

The Four Dimensions of Communication

of a Leader


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Building Trust

Trust is the core of effective supervisory-employee

communication.

How can you build trust?

Sharing Knowledge

What knowledge needs to be shared?

Provide Feedback

Employees need to know exactly what is required of them.

Employees need to know how they are doing.


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Be a role model

Remember that everything you do counts .

Questions?

Walk the Talk

Sincere

Quick

Specific

Often

Characteristics of Effective Positive Feedback

Dimension of Communication Cont.


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Motivate Employee According to Need existence needs

relatedness needs

growth needs

To handle yourself, use your head; to handle others,use your heart.

Staff Motivation


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Motivation People with Existence

NeedsPay people enough

Workplace safe and good environment

Incentives employee of the monthSet goals

Treat people as individuals


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Motivating People with Relatedness NeedsShow respect

Delegate give responsibility

Give recognition

Communicate

Involve people in decision-makingEncourage ideas

Praise people

Get to know people

Team building days and office away days

Celebrate success


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CASE STUDY ON MOTIVATION

RELATEDNESS NEED


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Motivating People with Growth Needs

Offer support to complete new tasks

Give staff and employees a challenge

Work should be made interestingEncourage people to think for themselves

Keeppeople informed

Ask people what motivates them

Stretch people with new work

Offer training where possible


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How Do you Know When Staff and

Employees are De-motivated Increased sickness

Increased absenteeism

Late

Poor quality of work

Lack of communication

Attitude

Frustration


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Please everyone write one reason

why staffs become Demotivated

!!!Any Real Life Scenario!!!


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Why Do People Become De-motivated

Lack of recognition Boredom

Lack of involvement

Not being listened to Lack of encouragement

Lack of training

No delegation

CriticismToo much work


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Allow the needs of your team to coincide with theneeds of your organization. Nearly everyone is influenced bythe needs for job security, promotion, raises, and approval of their

peers and/or leaders.

Reward good behavior. Although a certificate, letter, or athank you may seem small and insignificant, they can be powerful

motivators. The reward should be specific and prompt.

Set the example. You must be the role model that you wantothers to grow into.

Managers Team Management Proficiency


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Develop morale and esprit de corps. Morale is the mental,

emotional, and spiritual state of a person. Almost everything youdo will have an impact on your organization. You should always be

aware how your actions and decisions might affect it. Esprit de

corps means team spirit - it is defined as the spirit of the

organization or collective body (in French it literally means "spirit

of the body").

Allow your team to be part of the planning and

problem solving process.T

his helps with their developmentand allows you to coach them. Secondly, it motivates them --

people who are part of the decision making process become the

owners of it, thus it gives them a personal interest in seeing the

plan succeed.


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Look out for your team. Although you do not have

control over their personal lives, you must show

concern for them. Things that seem of no importance

to you might be extremely critical to them. You must be

able to empathize with them.

Make their jobs challenging, exciting, and meaningful.

Make each feel like an individual in a great team, rather

than a cog in a lifeless machine. People need

meaningful work, even if it is tiring and unpleasant;

they need to know that it is important and necessary

for the survival of the organization.


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Counsel people who behave in a way that is counter to

the company's goals. All the guidelines before this took

the positive approach. But, sometimes this does notalways work. You must let people know when they are

not performing to an acceptable standard. By the same

token, you must protect them when needed.


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|TREAT OTHERS THE WAY ,YOU WANT TOBE TREATED}


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Steps for Effective Counseling

Identify the problem. Ensure you get to the heart of the problem.Sakichi Toyoda, the founder ofToyota, invented a technique called the

Five Whys. By the time the fifth why is answered, you should be at

the root cause of the problem.

Tom's work has not up to standards ----Why? - After discussing it with Tom it turns out he has too much

of a workload

Why? - Tom is considered one of the experts, hence he often gets

extra work dumped on him

Why? - Susan, the other expert, was promoted and no one else is

capable of replacing her

Why? - We failed to train and develop the other team members

Why? - We did not see the necessity of cross-training


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Analyze the forces influencing the behavior. Determine which of

these forces you have control over and which of the forces theworker has control over. Determine if the force has to be

modified, eliminated, or enforced.

Plan, coordinate, and organize the session. Determine the best

time to conduct the session so that you will not be interrupted orforced to end too early.

Conduct the session using sincerity, compassion, and kindness.

T

his does not mean you cannot be firm or in control. Yourreputation is on the line; the problem must be solved so that your

department can continue with its mission. Likewise, you must

hear the person out.

Steps for Effective Counseling Cont


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Using all the facts, make a decision and/or a plan of action to

correct the problem. If more counseling is needed, make a firm

time and date for the next session.

After the session and throughout a sufficient time period,

evaluate the worker's progress to ensure the problem hasindeed been solved.

Steps for Effective Counseling Cont


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Keep strong relationshipsTellpeople upfront

Immediately

Be specific

Tell them how you feel

Pause for a moment of silence

Encourage them to do more

Shake hands


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Closing Challenge

In becoming a supervisor you have been given anopportunity.

What you do with the opportunity rests primarily in

your hand.

Believe that success as a supervisor opens many door.

I have a dreamMartin Luther King Jr.


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Managerial Development

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