Tags |
|
|
Links |
|
|
Atricle Dump - What Great Supervisors Do Differently
As a professional resume writer, I regularly receive compliments from clients, generally stating how ecstatic they are about getting that great new job or promotion they were seeking, how many interview requests they have received since using their new resume, or how the interviewer was highly impressed with their resume.However, I have rarely received a compliment or testimonial quite like the one I received from Tara, a resume client living in a semi-rural area who contacted me through our website (name changed to protect client privacy… all other details accurate).Dear Grant,Just call me one more employed, happy customer. The resume you did for m
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Gre
I talked recently with a fellow who has a staff of eighty-five people. They’re not his sales team. He wants to increase his sales, and I suggested he consider turning these employees into salespeople. “But that’s not their job!” he protested. Exactly. And that’s why most business owners overlook their greatest underutilized asset – their non sales employees. I got very excited when I realized that there were 85 people who could help increase his sales with no cost or risk!Every person on earth wants to feel important, recognized and appreciated. We want to feel that our contribution is important and that our ideas and suggestions are valued. Plus, we want to feel
There are all kinds of great supervisors. They're tall and short, fat and thin. Great supervisors come in a variety of styles. Some are loud and some are quiet. Some are volatile and some are calm.
Great supervisors are responsible for groups that out-perform their less effective peers on two key dimensions. Their groups are more productive, often by huge margins. And their groups have high moral.
Great supervisors get great results because they do things differently than their less effective peers. If you want to get the results that great supervisors get, just do the things that great supervisors do.
After more than a quarter century of training, coaching and research, I've got a pretty good idea of what those things are. Here's my list, in no particular order.
Great supervisors show up a lot.
This is such a simple thing, but it generates great results. When you show up a lot, good things start to happen.
You get to know your people by seeing them in action. That's the best way there is to learn what they do well and what needs improvement. Showing up a lot gives you many opportunities to help your people improve.
Your people also get to know you. You become a natural part of the working environment. That, in turn, leads to more natural conversations and better communication.
Great supervisors tell their people why their work is important.
People want to do important work. They want to be part of something that's bigger than they are, something that matters.
Great supervisors tell individuals how what they're doing contributes to team and company success. They tell the team how their work makes a difference to the company.
Great supervisors do things to keep work interesting.
People want to enjoy themselves at work. There are two key ways that great supervisors help them do that.
Great supervisors help individuals learn and grow. Learning is actually like play for most adults and the great supervisors help their people keep learning.
Great supervisors keep things interesting for the team by setting up competition. Sometimes individuals or parts of the team compete with each other. Sometimes the team competes with other teams. Sometimes the team competes with its own prior performance or goals.
Great supervisors rehearse mentally.
Great athletes prepare for competition by imagining a great performance. Great generals prepare for battle by imagining what might happen and how they'll respond. Great supervisors do the same thing.
Great supervisors practice encounters with subordinates or presentations or handling emergencies in their head. They determine what might happen, and then they figure out what they'll do if it does.
That mental rehearsal pays off when the real situations occur. By then, the great supervisors have already developed and considered alternatives and can easily choose the best course of action.
Great supervisors work hard to assure understanding.
Your people need to know what you expect of them. You need to understand the messages they send you.
Great supervisors know that understanding rarely happens naturally. That's why they use techniques like active listening to make sure they understand what others are saying. They check for understanding when they give instructions.
Great supervisors manage the consequences of performance.
Consequences are the natural outcome of performance. They should work this way. If someone does something good, something good happens to them. If they do something bad, something bad happens.
Great supervisors deliver the consequences of performance effectively. That means that they use positive consequences like praise, reward and recognition to get people to try something new or to continue a behavior. They use negative consequences like reprimand or punishment to get people to stop something.
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Grea
The whole job search effort is completely exhausting and at times just plain pathetic. It is what it is and if you are unemployed know that the job search experience is one familiar to everyone at some point and time, so don’t feel alone. One of the major mistakes many job seeks make is not being able to keep the whole job search experience organized. Remembering who you spoke to on what day, concerning what job can be a true “mission impossible.”There are a couple of things that can make the whole experience more palatable. Lighten up and write it all down.1. Write down all names, numbers, address, driving directions, phone and fax numbers associated
This is such a simple thing, but it generates great results. When you show up a lot, good things start to happen.
You get to know your people by seeing them in action. That's the best way there is to learn what they do well and what needs improvement. Showing up a lot gives you many opportunities to help your people improve.
Your people also get to know you. You become a natural part of the working environment. That, in turn, leads to more natural conversations and better communication.
Great supervisors tell their people why their work is important.
People want to do important work. They want to be part of something that's bigger than they are, something that matters.
Great supervisors tell individuals how what they're doing contributes to team and company success. They tell the team how their work makes a difference to the company.
Great supervisors do things to keep work interesting.
People want to enjoy themselves at work. There are two key ways that great supervisors help them do that.
Great supervisors help individuals learn and grow. Learning is actually like play for most adults and the great supervisors help their people keep learning.
Great supervisors keep things interesting for the team by setting up competition. Sometimes individuals or parts of the team compete with each other. Sometimes the team competes with other teams. Sometimes the team competes with its own prior performance or goals.
Great supervisors rehearse mentally.
Great athletes prepare for competition by imagining a great performance. Great generals prepare for battle by imagining what might happen and how they'll respond. Great supervisors do the same thing.
Great supervisors practice encounters with subordinates or presentations or handling emergencies in their head. They determine what might happen, and then they figure out what they'll do if it does.
That mental rehearsal pays off when the real situations occur. By then, the great supervisors have already developed and considered alternatives and can easily choose the best course of action.
Great supervisors work hard to assure understanding.
Your people need to know what you expect of them. You need to understand the messages they send you.
Great supervisors know that understanding rarely happens naturally. That's why they use techniques like active listening to make sure they understand what others are saying. They check for understanding when they give instructions.
Great supervisors manage the consequences of performance.
Consequences are the natural outcome of performance. They should work this way. If someone does something good, something good happens to them. If they do something bad, something bad happens.
Great supervisors deliver the consequences of performance effectively. That means that they use positive consequences like praise, reward and recognition to get people to try something new or to continue a behavior. They use negative consequences like reprimand or punishment to get people to stop something.
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Gre
Applying for a Business visa is a major undertaking especially if you are thinking of relocating your business in Canada. One of the main processes to start the ball rolling is to be able to prove that the funds you have available are not the proceeds of crime. Any applications have to be made from the country of residence of the applicant.People who are experienced in business matters or have sufficient funds for investment could qualify for a Business Visa. They are expected to contribute to the development of the Canadian economy either by investing in or starting a business in Canada. There are three different types of Business Visa Immigrant that can be appl
Great supervisors help individuals learn and grow. Learning is actually like play for most adults and the great supervisors help their people keep learning.
Great supervisors keep things interesting for the team by setting up competition. Sometimes individuals or parts of the team compete with each other. Sometimes the team competes with other teams. Sometimes the team competes with its own prior performance or goals.
Great supervisors rehearse mentally.
Great athletes prepare for competition by imagining a great performance. Great generals prepare for battle by imagining what might happen and how they'll respond. Great supervisors do the same thing.
Great supervisors practice encounters with subordinates or presentations or handling emergencies in their head. They determine what might happen, and then they figure out what they'll do if it does.
That mental rehearsal pays off when the real situations occur. By then, the great supervisors have already developed and considered alternatives and can easily choose the best course of action.
Great supervisors work hard to assure understanding.
Your people need to know what you expect of them. You need to understand the messages they send you.
Great supervisors know that understanding rarely happens naturally. That's why they use techniques like active listening to make sure they understand what others are saying. They check for understanding when they give instructions.
Great supervisors manage the consequences of performance.
Consequences are the natural outcome of performance. They should work this way. If someone does something good, something good happens to them. If they do something bad, something bad happens.
Great supervisors deliver the consequences of performance effectively. That means that they use positive consequences like praise, reward and recognition to get people to try something new or to continue a behavior. They use negative consequences like reprimand or punishment to get people to stop something.
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Gre
Bars deliver a huge youth orientated audience, which is increasingly difficult to reach through traditional media channels. An incredible 77%* of 18-19 year olds and 86%* of 20-24 year olds visited a pub, bar or club at least once in the last year.They are central in UK society and lifestyles, where they play a variety of roles depending on the type of venue, its location and d?cor. Over recent years there has been a massive change in the marketplace with a definite shift from the old traditional pub to more branded chains targeting different consumer needs.The Managing Director of Luminar, the largest operator of licensed venues in the UK, was quoted as s
Great supervisors work hard to assure understanding.
Your people need to know what you expect of them. You need to understand the messages they send you.
Great supervisors know that understanding rarely happens naturally. That's why they use techniques like active listening to make sure they understand what others are saying. They check for understanding when they give instructions.
Great supervisors manage the consequences of performance.
Consequences are the natural outcome of performance. They should work this way. If someone does something good, something good happens to them. If they do something bad, something bad happens.
Great supervisors deliver the consequences of performance effectively. That means that they use positive consequences like praise, reward and recognition to get people to try something new or to continue a behavior. They use negative consequences like reprimand or punishment to get people to stop something.
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Gre
When you first learn to swim you may be afraid of the water.When you work with other people there may be areas of talk where you may not be prepared to go for the same reason.In order to overcome the swimming phobia you have to learn to swim - and you can be taught.In order to develop your innovation skills you may not be able to be taught - you have to learn yourself, albeit in the right environment.If you described to other people how you might swim, and what the problems were - and then illustrated why swimming was difficult the result would be - swimming is difficult. There is no new information.If you asked the right questions abo
Great supervisors take every opportunity to communicate and counsel.
Those moments when you contact a subordinate are precious. Great supervisors try to use every one to improve performance, stop unwanted behavior and help people grow.
Great supervisors help people grow.
Great supervisors strive to help and encourage everyone who works for them to become an ideal employee. That means helping them develop their skills and try new things.
Great supervisors get feedback on their supervisory performance.
You can't get better if you don't know how you're doing. That's why great supervisors seek critique from many areas. They ask their boss and their subordinates how they're doing. They ask their peers. And they critique their own supervisory performance.
Great supervisors ask for advice.
Supervision is a demanding art. It's also an apprentice trade, one that's learned mostly on the job. Great supervisors read and take courses, but they also seek advice from other supervisors.
It doesn't take magic or in-born skill to do these things. But it does take consistent and concentrated effort.
Now that you know what it takes, you can become a great supervisor. Just do what they do and you'll get the results they get.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.articledump.net/article/21643/articledump-What-Great-Supervisors-Do-Differently.html">What Great Supervisors Do Differently</a>
BB link (for phorums):
[url=http://www.articledump.net/article/21643/articledump-What-Great-Supervisors-Do-Differently.html]What Great Supervisors Do Differently[/url]
Related Articles:
The Real Big Picture Around Options Backdating
Advertising Dos & Don'ts: Why Graphics Help You Sell - and When They Don't
6 Biggest Job Search Mistakes!
Bookmark it:
|