SUPERVISION AND LEADERSHIP
BRINGING YOURSELF TO THE SUPERVISORY RELATIONSHIP
Presented by:Brenda Shores, MSW, LICSW
Together we will…Reflect on leadership and supervisionConsider your journey to leadershipBring intentionality to your supervisionIncrease your confidence in your supervisory skills
Consider Your JourneyWhat led you to be a supervisor?What training have you had?How much time do you take to prepare for supervisionAre you supervising in a particularly challenging situation?
Are you the kind of supervisor you thought you would be and that you want to be?
What are the challenges?
• Time• Role clarity• Middle manager• Training• Workstyles• Supervising:
– Positions you have never worked– Staff who have had inconsistent
leadership/messages– Former peers– Employees who are in the field
Why is Intentional Supervision Important?1. Retention2. Morale3. Mentorship4. Cost to client services
Assumptions for Today
*Job descriptions *Recruitment *Interviews*References*Background checks*Orientation and Training
Laying the Ground Work
Developing Relationship
1. Set expectations2. Develop Rapport3. Be Prepared4. Meet your staff where he/she is at5. Assess skills6. Listen more than you talk
Building Trust
Sincerity
Reliability and CareCompetence
Supervision Continuum
Coaching
• Orientation – goal setting –guiding- giving feedback
Directing
• Performance improvement, disciplinary warning, suspension
Keep it Real
Be on time – be reliable – Communicate, even when it is tough Follow-up Show interest Focus on improvement, building
skills Development Don’t cross boundaries
Elements of Coaching• Check Yourself• Listen• Question (teach)
More on Questioning
Ask for details and gather informationAsk for staff’s input and thoughtsBe curious
Avoid asking whyIf it isn’t necessary, avoid giving directives
More on Listening
In person remember:7% of Communication is through words55% of communication is through non-verbal cues38% of communication is through tone of voice
By email remember: Avoid the quick responseDon’t hide behind emailWatch your tone
Barriers to Communication
Sarcasm Defensiveness
Talking about others
Not honoring supervision
time
Recognition and Motivation
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What individual staff need for reward, motivation, recognition is different. Please discuss with a partner what you and/or your agency does for Recognition and Motivation.
Keeping it Real
Where is your support?
What are your reward?
Is it a fit for you?
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