“My job would be great if it weren’t for the people!”
It’s been said – or at least thought – by everyone I know. Perhaps it’s just me and my network, but I doubt it.
Supervision is a key component of leadership. You can’t lead well without it. Top level leaders simplify supervision for the sake of everyone. But direct reports often view supervision as “lack of trust.” There is some coaching you can do to help with that. There are also some daily practices that can help make supervision less of a chore
(1) Have a clear set of expectations or metrics. This takes supervision out of the personal realm and into the business realm where it belongs.
When people don’t meet the metrics, it’s a simple decision. There is certainly a place for quetsions – “What happened that you didn’t meet this or that?” Perhaps it was something out of the person’s control. Perhaps it was laziness. The issue will become clear when you ask the right questions.
(2) Give feedback frequently. Let your people know what you are seeing – or not seeing. This is only fair. If people have to wonder how they are doing, you are not being a good supervisor.
(3) Follow a set of known values and policies. If you expect your team and direct reports to observe certain boundaries, then you need to follow them as well. This will create uncertainty and that doesn’t not make for good business.
(4) Create a safe place for critique and the sharing of ideas. Becoming defensive or criticizing ideas immediately creates a culture that stifles creativity. As a supervisor you want – need – creative thoughts. Allow all ideas to be expressed, without judgment.
(5) Build relationships. Supervision can only happen in a culture of trust and trust is built on relationships, knowing people. If you only meet with your people for a review, there will be no relationship to frame the necessary expectations of leadership.
Let’s make 2019 a great year with great supervision. It takes time and energy, but the returns are worth every bit of it.