Companies have found that investing in human capital in the form of learning and development pays substantial returns. The firms that realise their people's worth give more attention to learning and development, and they are becoming more competitive and profitable as a result. The best method to create leaders in your organization is to coach and mentor them rather than train them. While training is concerned with how things are done today, development is concerned with how things should be done in the future. While training is concerned with compliance, development is concerned with performance.
Becoming a supervisor is both exciting and intimidating. You'll be able to master new talents, take on greater responsibility, and make more money. These sentiments of anticipation, however, are frequently accompanied by feelings of anxiety and fear. It's only natural to feel this way before embarking on new endeavors. Rather than rejecting these feelings, you should embrace them and use them to your advantage.
You will undoubtedly face challenges as you begin your new employment, just as you would in any new position. There's no disputing that being a first-time supervisor may be complex and challenging. However, you can be prepared if you are aware of the problems ahead of time.
As a first-time supervisor, here are a few things you should be aware of.
Don’t try to be everyone’s friend
It's tough to be everyone's buddy in a supervisory role, and you shouldn't waste your time trying. If you need to chastise an employee, for example, they are unlikely to be happy. Of course, this isn't to say that you shouldn't be friendly; there's a distinction to be made. You should maintain a welcoming demeanour while remaining professional.
Fair and equality are not the same things
Treat everyone you come into contact with the same way you want to be treated. If you didn't like how a boss treated you in the past, try not to act the same way in the future. Develop the confidence to change the rules if you believe they are unfair to individuals or groups. Just make sure that the reason you're modifying it is to improve justice, not just to justify a result that may benefit a few people. Finally, ascertain that the new regulation is administered uniformly to all.
When you treat your employees decently, they are more focused on overcoming the problems they face. They establish trust in you as a manager because they feel appreciated. Instead of focusing on one-upmanship or gamesmanship, staff concentrates on achieving individual and group goals.
Ask for feedback and input
You're less likely to get constructive input on your ideas, performance, or strategy as you go up the corporate ladder. Isn't it true that no one likes to insult the boss? However, if you don't participate, your development will suffer, you may get isolated, and you'll lose out on some fantastic ideas. So, how can you get others to tell you things you don't want to hear? To do so effectively, you must first determine whether you correctly support and challenge your employees. Then, it would be best if you recognized your strengths to improve them and your deficiencies to correct them.
Learn how to run a good meeting
We've all been in a dreadful meeting. You arrive on time only to have the meeting start 10 minutes late. What's on the schedule? Uncertainty. Who's in charge here? In addition. Some people begin to offer suggestions, while others dismiss them. Nothing is genuinely decided, and the meeting ends with you silently lamenting the hour that was wasted.
Annette Catino, CEO of the QualCare Alliance Network, remarked, "If I don't have an agenda in front of me, I walk out." “Give me an agenda, or I'm not going to sit there, because if I don't know why we're in the meeting, and you don't know why we're in the meeting, there's no use in having one. So it's critical to me to focus and keep folks focused, rather than just getting in the room and discussing who won the Knicks game last night.”
Find time to relax
Let's not sugar-coat it; being a supervisor usually entails additional effort. We must be able to handle our tasks properly without becoming burnt out. Our team expects us to be healthy and active. Otherwise, we're a liability to the company.
Find someone you can trust about work
As a supervisor, you may have access to confidential material on occasion. You'll also hear other things that can be aggravating. Supervisors are not always able to discuss everything with their staff. Find a private space where you may converse. It could be human resources, a family member, or a co-worker. Just make sure you have confidence in the source's ability to handle the situation responsibly.
Take every opportunity to improve your people skills
No matter how long you’re in the corporate world, never turn down training. You can even learn something from bad training. Skills are divided into two categories by human resources experts and head-hunters, hard skills and soft skills. Because they pertain to a specific purpose, e.g. computer programming, database management, and so on, “hard” talents are easy to describe. On the other hand, soft skills encompass all of the interpersonal relationships that are critical to a company's success.
According to John Agno, an executive coach and career counselor located in Ann Arbor, Mich., one of the most critical reasons for rank-and-file employees being promoted to management roles is the quality of interpersonal or people skills. “As they progress up the corporate ladder, people skills become increasingly vital. Executives are promoted for their ability to ‘bring in the statistics,' take harsh stands, and develop strategic plans,” adds Agno. “However, when they fail, it is frequently due to poor or mediocre people skills.”
Learn how to say “no” comfortably
The answer isn't always "yes." You'll be able to retain your sanity if you can say "no" when it's essential.
Understand how you manage change
Change is a constant in the business world. We get into a routine with a project or procedure, and then it changes. You'll get used to it. Learn to recognize how you process change and what resources you'll need to manage change successfully. It's crucial to be flexible.
Master the art of delegation
You don't have to do everything yourself. Peers and employers may applaud your desire to continue "rolling up your sleeves" to complete tactical tasks. However, the distinction between a successful leader and a super-sized individual contributor with a leader's title becomes painfully apparent as your responsibilities become more complex.
Developing your team is an essential part of being a supervisor. When your staff can adequately complete the work, you can attend training, take a vacation, or attend a meeting without fear of the department collapsing. Unfortunately, a supervisor's job is to do just that.
Nyasha D Ziwewe is a consultant at Industrial Psychology Consultants (Pvt) Ltd a management and human resources consulting firm. Phone +263 4 481946-48/481950 or email: [email protected] or visit our website at www.ipcconsultants.com
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