Tweet

Is Supervision Part of Leadership?

Guest post by: David Liddell

Article Overview: Do employees really need to be supervised? Most employees prefer to be led. They want leaders supporting them not supervisors prodding them. However there is an appropriate time and place for leaders to exercise their supervisory responsibilities

Is Supervision Part of Leadership?

Do employees really need to be supervised? Really? The answer is "sometimes" - yes. Supervision is defined as..."Management by overseeing the performance or operation of a person or group", or "To direct, manage, or oversee; to be in charge."

Most employees prefer to be led. They want leaders supporting them not supervisors prodding them. However there is an appropriate time and place for leaders to exercise their supervisory responsibilities. I see supervision as a subset of leadership (send me an email if you want more detail on this dliddell@skye-solutions.com ) with the explicit goal of ensuring employees are meeting minimum acceptable performance standards. Most organizations set reasonable standards but too many ignore the need to hold the line on performance. When I hear people talk about "lack of accountability" they are typically referring to this issue.

Leaders must be willing to confront performance (and behavior) that does not measure up.

DON'Ts

• Don't allow your personal relationship with an employee to interfere with managing performance. Though important, friendship and empathy will get in the way.
• Don't be an enabler. Hold people accountable; covering up for substandard performance and accepting excuses puts both of you at risk.
• Don't allow an employee to deflect responsibility. Appropriate behavior and job performance is always the responsibility of the employee.
• Don't let an employee's personal problems be an excuse for unsatisfactory performance. Some leeway is fine but left unchecked, it will result in unintended consequences.
• Don't discuss an employee's behavior or performance with anyone else except those with a definite need or right to know. This includes not reprimanding an employee in front of their peers.

DOs

• Establish expectation levels. Set the limits that you will tolerate.
• Be consistent. Treat all employees equally.
• Document all issues (absenteeism, tardiness, incidents on the job, and poor performance). Be specific with dates, times, and people.
• Base performance discussions on objective assessments of work performance - your discussions should not be perceived as a personal attack.
• Discuss substandard performance issues immediately; don't wait for the next annual review (see Glenn's article and his "no surprises" comment.
• Be direct. Speak with authority and without guilt.
• Get a commitment from the employee as to what specific steps he or she will take to improve work performance. Always follow up on desired outcomes.

Related Articles
  Business Coaching Tips For Effective Supervision From Your Strategic Thinking Business Coach
  What are the Top 5 Reasons People Quit their Jobs?
  4.2 Minimum Regulatory Requirements and Supervision Practices: Microfinance in Africa - Experience and Lessons from Selected African Countries
  The Case for Coaching Supervision by Anne Pink
  What Kind of Sales Manager Are You?
  Front Line Leaders in a Merger
  VII E. Strengthen Regulation and Supervision: PROMOTING STOCK MARKET DEVELOPMENT IN AFRICA
  4.3 Accompanying Measures: Microfinance in Africa - Experience and Lessons from Selected African Countries
  The Case for Training and Development NOW!!
  The impact of thought leadership on your employees
  MANAGERS AND LEADERS – IS THERE A DIFFERENCE?
  How Management’s Promotion Policies May Create Super Failures
  Business Management May Turn Super Workers into Super Failures
  Want to Skyrocket Your Career During This Recession?
  Three key challenges facing thought leadership
  Eliminating the Fear of Failure
  Leadership fails without management
  The Essence of True Leadership
  Thought leadership is a culture not a tactic
  LEADERSHIP IS CREATIVE THINKING NOT REACTIVE THINKING

Article Tags: leadership, supervision, supervisory responsibilities, time and place



Related Forum Posts
Re: Business Women Peer Mentoring Spotlight - Hi Everyone, Gosh, I REALLY appreciate your concrete feedback. This was far more than I expected and I'm glad you said what you thought straight out. Each of you have shared something of value and I want to take some more time to think and really go over what each of you have said. However, I can see there are some things I need to change right away. What an interesting point about a NEW program perhaps making people think they are guinea pigs! This is NOT what I want to convey! It's funny how we can see some things so clearly in others while not always seeing it for ourselves! I must admit there are a few things I've been meaning to change (like my bio which is very outdated). Obviously, these things need to be higher on my priority list. You caught me like the plumber who puts his clients first and doesn't get around to fixing his own tap! As far as my target market, I do feel quite strongly about working with Women Leaders and doing Leadership Coaching with them. It's non-negotiable in my books. In my Executive Coaching training, the terms "Leaders" and "Executives" are interchangable. To me, an Executive is a Leader and so is the Business Woman or Entrepreneur who is CEO of her own business. I love working with decision makers! What I did learn is that I need to avoid opening up the Leadership term beyond what I described above. I'm also wondering if there is a misunderstanding with the general public as to what Leadership Coaching really is. Leadership Coaching is all about developing your leadership skills, both as a people manager and in more effectively running and growing the business. There is ALWAYS room for growth in some way. As well, sometimes, we just need a sounding board to clarify what our next BEST step is. In fact, if a woman thinks she has nothing to work on, then we aren't a good Client/Coach fit anyway. How can she grow if she doesn't see the value of expressing ALL of the great ability within her? How can her company grow if she doesn't see the value of strategic planning for the next best level? Thanks again to you all! I will go back to my website and really question whether I am conveying the right message. I got more than I bargained for in this Spotlight... you generously offered way more than I was asking. I think we could be on to something great for the Forum. Now it's time to let someone else have the spotlight. It would be great if everyone took a turn! In gratitude, Tami
Patent information - I'm also interested in Part 2. Thanks.
Re: 3 Ways I Used Twitter To Grow My Business This Week - Hi Olivia, It seems you are working in the area of leadership area. Is Leadership = Learning? I am looking for some good books on strategy? Which one do you recommend? Thanks, Robert
Patent Process - Interesting to hear your experiences with the patent process - what's Part 2?
Re: LEADERS - Nice post, i like the Doers and the listeners comments from my handbook 8.5 HOW MUCH DO YOU KNOW ABOUT LEADERSHIP? Planning Problem Solving Vision Innovation Leadership Emotional Intelligence Delegation Communication Self-Development Relationship Building Commercial Financial skills Personal Energy Ethics Transparency Even there I see that we are missing "PASSION"


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

Living on The Edge of Chaos...

How Promotional Caps became a Fashion Trend

How To Become A Member of the Paparazzi

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.