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?