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Bill Conner, Business Consultant » Supervisory Skills
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Archive for the 'Supervisory Skills' Category

Developing Your Staff

Saturday, July 7th, 2007

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Many well known business authors stress that the people in an organization are critical to the success of the firm. Improving the skill levels of the people in the organization increases the potential for success of the firm. The front line supervisor is an important cog in completing the task of skill development. One of their supervisory duties is to develop the skill levels of each employee by learning his/her strengths and assigning tasks according to development need. A good supervisor delegates work that develops employees’ skills, provides training to staff members, and monitors their development with positive reinforcement and data to show their progress. The supervisor must have a plan to develop staff and continue to monitor the success of the plan.

I am working with one of my clients on developing a plan to increase sales for a product that the firm sells. Together, we have developed a six month plan with weekly installments which includes benchmarks to determine success. He has noticed improvement in sales as was planned, but is more pleased with the relationship that is being built thru the training with him and the staff.

How are your people performing? Do you have a plan to develop your staff? Contact me at Bill@BillConnerConsultant.net for some suggestions.

Organizing the Work

Tuesday, February 13th, 2007

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As a supervisor it is essential to manage your time wisely. As you plan your work group’s plans there is a constant need to assess priorities and assign work. This planning includes intergrating the organizations goals and objectives. It is necessary to set schedules, track progress, and involve all to enhance teamwork. Good supervisors understand their role in assigning people and allocating resources to accomplish work goals. One supervisor I have worked with embraces the trait of organizing the work fully. He meets with his staff daily in a meeting we call “the huddle” a short meeting to plan the days work. He understands the process of intergrating the daily work with the overall goals and objectives of the company. He teaches his staff to interact with the customer while they do their job. The result has been excellent reviews for the supervisor and excellent customer surveys for the firm.

What are you doing in your firm to teach your supervisors to manage their people and allocating the firms resources to meet your firms goals and objectives? Contact me at bill@billconnerconsultant.net for a few ideas.

Guiding the Work

Sunday, January 28th, 2007

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Supervisors must know and understand the goals and objectives of their organization and direct the work of their staff to meet those demands.  Termed “Guiding the Work”  Supervisors must support the organizational goals acting decisively and develop plans to get their employees involved in the process.   One method is for the Supervisor to hold periodic meetings with staff members to discuss organizational goals and how the employee could aid in the promotion of those goals which in turn will provide success for them.  One supervisor I work with uses team meetings to promote his firms goals.  These monthly meetings are used to review the goals and objectives  of the company and relate them to the staffs goals and objectives.  He has found the meetings have enhanced staff’s “buy in” for the goals and objectives of the company as they create action plans and make decisions for their own goals.  Through these efforts members of his staff have been very successful in their goals which has in turn created success for the company.

What are you doing in your company to promote the goals of the organization?  Challenge yourself this week to make an effort to create an action to promote your organizations goals and determine the success of your effort.  Your action may make others move forward.

Supervisory Skills

Saturday, January 20th, 2007

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Working with my clients over the last 11 years has demostrated a consistent need for coaching managers in supervisory skills. The first step in determining what areas need developing requires a personal interview with the manager and the manager completing a  written assessment. I have used several assessments, but started using HRDQ’s Supervisory Skills Questionnaire with excellent results. The assessment along with my interview enables me to develop an individual written prescription for the manager for training. Success with this process has been good.

One supervisor in my training had delayed meeting with two employees regarding progressive discipline because of their lack of confidence and skill level.  Understanding their deficiencies and applying techniques learned in training, they were able to meet with their employees and start working with the employees to correct their behavior.  Based on the event the supervisor has a new confidence in managing staff.