Ten Things Successful Supervisors

Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. The article “Leadership That Gets Results” by Daniel Goleman is an article that helps readers understand that there is not only one way of becoming a successful leader. Research indicates that leaders with best results do not rely on only one leadership style. Goleman, describes leaderships styles as array of clubs in a golf pro’s bag. Over the course of the game, the pro picks clubs based on the demands of the shot. Thinking is involved during the selection, but usually it is automatic. The pro is aware of the challenge ahead, quickly utilizes the right tool, and puts it to work. It has also been found that emotional intelligence

Kadushin describes a supervisor as someone "to whom authority is delegated to direct, coordinate, enhance, and evaluate on-the-job performance of the supervisees for whose work he/she is held accountable. In implementing this responsibility, the supervisor performs administrative, educational, and supportive functions in interaction with the supervisee in the context of a positive relationship" (Powell, 1993).

Prosperous businesses should ensure dedicated frontrunners and supervisors that cultivate, reinforce, and reassure member of staff endurance within a business. At hand is a substantial differentiation concerning guidance and supervision. Generally leadership can be perceived as a perception of communication and business’s visualization, whereas, management can be viewed as achievement of the business’s visualization. It is to my belief that when speaking of leadership and management, the two stands strongly connected, yet equally signify and sustain different assignment and obligations.

When recalling all the places that I have worked throughout my undergraduate and currently graduate school career. There are certain supervisors who stick out because they have provided great feedback. On the other side each of the supervisors have there own style of supervision they use. I really like supervision in any job or internship site because of how valuable the time receiving feedback to get better or for a challenging client/situation is. The two sites that I received supervision were in Sun Chase and Farmville Immigration Detention Center. I choose these two sites because of the difference in supervisions styles.

Kouzes and Posner (2012) provided readers with a primer on relational based leadership using their Five Practices of Exemplary Leadership. Based on over 20 years of research on leadership, using sources from throughout the world, the Five Practices of Exemplary Leadership are described as a foundation for success in all areas of leadership. The Five Practices – Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart provide a framework for ensuring that leadership is viewed from the perspective of building and maintaining strong relationships.

Supervision is important for continued growth as a professional school counselor (Hess, Magnuson, & Beeler, 2012). Throughout my internship my relationship with my supervisor has been educational and productive for my continued growth. A strength includes that my supervisor provides timely constructive feedback about my skills and about cases. This evaluation helps me to grow and deepen my skills in order to become more effective with students. Another strength is that she helps me to further my knowledge about specific programs or services that are offered in the community that our students can benefit from. With her sharing this knowledge, she truly is supporting me in becoming a better school counselor. One limitation with our relationship is that sometimes she does not have an answer to my questions, however, this is usually due to an administration question that has not been answered. For example, one question that I have asked is why we cannot have an army or air force representative come to do a presentation to our seniors similar to how colleges come to the campus and do presentations. We have several students that

Becoming a supervisor in any position is a big responsibility. The former way to reach a management position was to perform the duties of the job and climb the ladder so to speak. As attending management college classes, I have learned that just being proficient in all the task is no longer the only requirement needed. Many leadership positions require one to understand motivating employees to enjoy their position and thus perform better. You read in the paper how a new CEO of a different business can just jump into a position and the next company. The new articles show that the right person can find that right direction and all of a sudden, you read that IBM is on top again.

My supervisor uses Inspirational Appeal to help motivate our team to accomplish company goals. She’s a positive and an optimistic person; she inspires and encourages the team to perform with excellence. Not only does she wants to see the company to succeed but she wants the staff to succeed as well. She is someone you would look up to as a role model and she sets an example for others. This tactic works because it makes us feel that we matter and that our supervisor believes that we can deliver.

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

My biggest take-away from the reading is the Murphy discussed the practices of leadership. He agrees with Kouzes and Posner’s research about what people expected of leaders. The most important aspects they believe the leaders must have been including honest, forward-looking, inspiring and competent. Kouzes and Posner also offer five practices of excellent leaders. First is model the way, excellent leaders lead through their own words, lives, and actions. They won’t affect someone else’s life. Second is inspiring a shared vision, an excellent leaders envision the future by imagining exciting possibilities and then they enlist others in a common vision by appealing to shared aspirations of organizational members. Third is challenge the process,

Before this class, I had a very primitive and vague definition of leadership. Not only did I define it as per my views and ideologies, but I also said that each individual has their own definition of leadership. My initial belief was that leadership does not have a clear cut definition, but there were well defined leadership traits which made an individual. I also initially believed that personal traits did not translate into leadership traits with no strong correlation. After going through the various modules this class offered, it is safe to say that I have significantly redefined leadership and underwent a strong personal assessment. This paper talks what I took back from each of the class activities, assignments and how my self-assessment compares to the perception of others.

Before reading Learning Leadership: The five fundamentals of becoming an exemplary leader and The First Ninety Days: Critical Success Strategies for New Leaders at All Levels, I had a very vague sense of what my strengths and weaknesses were. I know that public speaking has never been a high point for me unless, I felt very confident in the material I am presenting. In retrospect, these particular weaknesses are symptoms of larger issues that are clearly illustrated in detail in these books. Before going into the assignment, I was aware that acknowledging my strengths would be much more challenging than finding my weaknesses. This issue comes into play every six months when I sit down with my supervisor. When I am provided with a

In earlier days, the supervisor was the person in charge of a group of towrope pullers or ditch diggers. That person was literally the “fore man,” since he was up forward of the work crew. His authority consisted mainly of chanting the “one, two, three, up” that set the pace for the rest of the workers. In Germany, the supervisor is still called a vorarbeiter (“fore worker”); in England, the term charge hand is used. Both terms suggest the lead-person origin. The term supervisor has its roots in Latin, where it means “looks over.” It was originally applied to the master of a group of artisans. Today, the supervisor’s job combines some of the talents of the “foreman” (or leader) and those of the “master” (skilled

Problem employees inevitably surface in most workplaces and sometimes employers need to counsel their employees and on occasions employers must discipline the employee. In an organization top-management often formulate the standards that supervisors must use when they have to deal with problem employees. A supervisor must have the skills required to organize, staff, lead, and control which includes the ability and talent required to deal with problem employees.

When I read the two articles “Becoming the Boss” and “A Survival Guide for Leaders”, I noticed various differences between the two. While both articles consist of tips and advice for leaders, they go about that in two diverse ways. From the one article read, leadership is made out to be an abundance of responsibility, while the other article starts by describing leadership as dangerous and risky. Although responsibility and danger come with both good and bad in this case, I felt very differently about the separate articles. However, in both readings there were things I liked and disliked, and many things I would remember for future reference.