Tweet

Supervisor Training

Guest post by: Jennifer Loftus

Article Overview: The time has come within your organization to elect a new leader for a project, or to supervise a new expansion. What recognizable marks are there to help identify a potential supervisor amongst the organization? How do you train this new leader to effectively guide in such a way that proves successful? In this issue of Astronology we list some helpful tips in identifying and properly training potential and expectant supervisors.

Supervisor Training

Spot a Supervisor Before initiating an outside search for a supervisor for the organization, take a closer look at members within the organization whom are already aware of the organization’s standards, reputation, and mission. Lasting successful results can occur from “homegrown” supervisors as they are already dedicated to the organization, and surely want an overall success for the organization. Many employees look forward to personal growth within their organization, and may already have demonstrated the qualities needed in order to be a new leader. What are some of those qualities?

§ Attitude: An article at Buzzle.com informs; “It is important that the supervisor is optimistic, especially in light of an arduous task. If the supervisor reflects an optimistic attitude, his workers will be easily influenced.”

§ Be able to show initiative: Supervisors must know instinctively when it is time press forward on a project, or to spend more time on certain aspects of a project. They must also show initiative in going beyond what’s required and motivating their team. (according to Supervisor Training and the Three I's by Stephanie Tuia)

§ Innovative: Supervisors have to be willing and able to find creative solutions to problems that naturally arise in a group setting. Such creativity allows others to see for themselves why such members are chosen to be leaders.

Training Time It is highly important to train the new supervisor on the legal and deliverable responsibilities they are now accountable for. It is also equally important that leadership training occurs as well. There are various forms of leadership training including annual seminars or meetings discussing new methods in effectively leading. Perhaps assigning a “supervisor coach” (a co-worker with previous experience in the new supervisor’s position) to help assist the new supervisor as they make progressive steps in their new position could also aid the new leader. Two other areas of training include:

§ Delegation: according to Buzzle.com; “A supervisor who utilizes delegation will provide positive outcomes for his workers. As workers, their roles are enhanced with responsibilities and they know that their contributions are needed and valued.” Proper delegation demonstrates to the other workers, that each task they are assigned affects the team as a whole and must be taken seriously. Supervisors, who do not delegate, may end up taking on more than what they are supposed to undertake in regards to completing projects, or worst yet, demonstrate to their team a lack of organizational skills.

§ Goal Setting: Besides the usual training on how to handle the new workload, spend time on establishing what the new supervisor’s goals should be for their first year as a supervisor. When a supervisor knows how to effectively set attainable goals for themselves, they can also set attainable and progressive goals for their employees. This will aid employees in being able to visualize progress as well.

The ideal supervisor will emerge with time and experience. Thorough training however, can assist in the accelerated growth of such a leader. By fine combing an organization first for employees who demonstrate potential supervisor qualities, the organization can cultivate innovative, successful leaders that will allow the organization not only to grow but also to remain stable regardless of what challenges arise. Why not begin a thorough search for such leaders today?

Related Articles
  You and Your Supervisor
  Making the Transition from the Employee to the Supervisor
  Successful Transitioning from an Individual Contributor to a Supervisor Role
  How Management’s Promotion Policies May Create Super Failures
  Business Management May Turn Super Workers into Super Failures
  Stupid Is Not A Protected Class
  Why Supervisors Suffer
  Situational Delegating
  Transfer of Training: Ten Tips For Effective Skill Transfer
  Doing The "Right" Thing, Just A Little Too Late
  Poltical Savvy and Employees
  Uniform Disapproval and Ignoring the Up-sale
  Analyzing Training Needs
  Social Status And Resistance To Change
  Managing Employees Performance
  Organizational Readiness To Performance Management
  Training Employees in a Tight Economy
  Understanding the Foundations of Supervision
  Relationships: The Key to Organizational Success
  Reviewing The Perfomance Management Effectiveness

Article Tags: arduous task, closer look, co worker, coach, creative solutions, creativity, initiative, leadership training, optimistic attitude, personal growth, reputation, rsquo, sect, seminars, stephanie, supervisor training, time press, tuia



Related Forum Posts
7 words or less for Structogram - Some "7 words or less" (more or less) for Structogram for your comments: Training to get your message across(6) Secrets to get your message across (6) Training so people will listen to you (7) Helping you get your message across (6) Training to learn to get your message across (8) Communications training for yourself and your team (7)
Budget. - I believe the biggest barrier is related to budget. Training tends to be a normal practice for a big company. But I have to consider it seriously as an entrepreneur.
Marketing vs Web Optimizers vs Usability - Hi BigJim22, I must be honest - I haven't really read a lot of Seth's articles on web site strategies. What I have found though is that there always seems to be a three way conflict between marketing ideas, SEO strategies and usability issues when doing web development. The secret is to balance between the ideal situation for each of these. Since a website needs to be found, visited and acted upon we need a strong combination of marketing, SEO and usability to be successful. It's something we struggle with constantly at Last Minute Training and I'm sad to say - we still haven't found the right combination.
Re: Looking for partners to start career consulting business - Hi Mike, 1) I'm moving this to the Looking For section 2) I think a good start would be to seek out local, potential competing or related organizations/companies in your area. Universities, job centres, head hunters, HR professionals...etc. [quote:34k2gxrf]It will target professionals who want to start working at executives or higher level positions but lack necessary experience.[/quote:34k2gxrf] And I think it'll definitely help if you align your products/services with your target customer group. i.e. How do you plan to seek out this group? -------> Find the necessary talent that can accomplish this. i.e. Providing internship --------> Training in-house? Or training outsourced? Again, seek talent that aligns with your objectives. Break down what your business operations would be like, then seek the appropriate talent to cover that area. Of course, you don't want to give up too much equity by seeking out too many partners. Usually lower number of founders the more likely the start-up will survive. Good luck
Re: 40 cents per dollar is spent in a franchised business - Hey Ringo, In general terms the location itself isn't even looked at until the franchise agreement is signed and the fees are paid to the franchisor. Then and only then do they start looking for a location. This is common practice and with the plethora of commercial locations that are available right now we are seeing landlords bend over backwards on negotiations to get a good tenant. That being said, the area is what the franchisor will look at on the demographics, they won't generally put a franchise in an area just because a buyer wants it there, most times the buyers have a preconceived notion of what they consider "the right spot". The franchisor has the data to support specific demographics, so that is where the help comes into play. The due diligence items I recommend looking into prior to buying are: 1. Average Expenses. 2. Average Revenues. 3. Litigation. 4. Business model. 5. Training. 6. Existing franchisees. Most of the time once you get through those things the rest is easy to get through. You need to know how much it cost, how much you can make, what is your exposure legally, is the model right, who/how are you trained and talk to as many existing franchisees as you can. You are looking for consistency. There is absolutely no way that every single franchise owner is happy with the home office, it is just impossible. You are looking for consistency, hearing the same things in general. Numbers, support, training, advertising, marketing, ongoing training, growth, industry etc... If you don't hear consistent things, most likely the model isn't working in all markets or there is something else affecting it like industry or distribution or training.


Share this article with your friends. Fund someone's dream.

Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.

Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!

Name:
Email:

Popular Articles

What is Give Back Marketing?

How to Write Your Articles for Better SEO

The Basics Of A Home Based Internet Business

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.