The Seven Qualities of a Successful Supervisor

What qualities make a successful supervisor?

Lots of the qualities for a successful supervisor make a great coworker as well.
Lots of the qualities for a successful supervisor make a great coworker as well. | Source

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Personality types who work out best for the position

Certain personality make better supervisors than others. This does not mean an introvert type is the worst one possible, or the loud and boisterous the best. Although studies do show the ones who last the longest are certainly somewhere in between the two.

There are times when a strong and silent person is needed for an event while a different incident means being heard over a crowd.

One fact does stand out in every study the events range from one end of the spectrum to the other which dictates flexibility with both.

Effective team leaders are created by taking leadership courses whenever possible.

In order to thrive and succeed in a supervisory position it takes more than simply moving up from a coworker to the boss. In fact, individuals find themselves thriving and more productive with the tools and knowledge needed for success. The right ones push an individual toward the ultimate desired goal.

Following the right course is easier with these skills at hand. The tips and techniques outlined here are beneficial for any person willing to put forth the effort needed to do well. Countless people feel the need to fall into this sort of position, make more money and climb the ladder up to another promotion. The same steps are followed for the next rung up the ladder until the ultimate place is achieved.

Countless folks advance and flourish with these methods designed specifically for supervisor positions.

· Possess the ability to multi-task

There are always several things happening in the office at once. Most are related to the team and the team’s work. Owning a team means as a supervisor these "fires" are not the workers responsibility. Along with making certain things are running effectively in the office, the need to be efficient is faced as well. Generally this relates to meeting specific goals set forth by the company for daily, weekly monthly or even yearly tasks.

Every day starts the process over again with a variation on yesterday. There are a few differences like which meetings are with what individuals inside and outside of the office. Even meetings with staff or workers are typical for an agenda. Organize and be prepared. Time is precious for all parties concerned. Spend the time wisely and achieve the agenda set forth. Follow up if necessary and make certain everyone is on the same page before leaving.

Circumstances occur which negatively affect the team as a whole. The boss is changing goals or work flow, someone called in sick or the work needs to be reassigned. A computer is always going down or someone has a personal struggle with coming in late continually. The picture is clear. Look for ways to juggle more than a fair share of chaos at all times.

The responsibility of having a smooth flow of work, achieving objectives and targets set forth by upper management is diminished considerably without this capability. Missing expertise in this field creates frustration on the part of workers and other management working along side of the team.

Organization, scheduling, structure and arrangements all help in dealing with having so much going on at any one time. There are only so many hours in the day.

Designate work to others

Pinpoint those team members who perform specific kinds or types of work within a group. Identify any individuals good at one or two certain types of leadership skills and use them to help with overflow.

There are some tasks that you choose to do personally, but there are others capable of being outsourced to another member of the unit without harm. This is a great opportunity for learning for individuals as well as the supervisor.

Every does not have a talent which readily stands or jumps out. For those without any talent jumping right out at first glance, develop some. Invest time and effort in teaching a skill which in the end benefits both parties.

Select an individual for this particular kind of task who has the ability to put the same integrity into it as the trainer. Successfully able to designate work to others is a sign of growth for both the leader of a team as well as the members.

Consider a form of mini training. Surprisingly, most workers admit a desire to learn something new or different after mastering a job or task. Find strength and weaknesses among them and act accordingly. Even asking where both of these lie for an individual is a exercise which makes a unit stronger as a whole. Set up a schedule to see this worked through to fruition.

Feel comfortable enough with those workers looking up this prospect to allow them to do the work. Outsourcing one or two jobs in this category is not a big darn deal. In fact, it helps prepare others to take over an open position when a supervisor moves up. Additionally, if a need exist to take a day out of the office a quick fill in is needed there this establishes another resource to use. Remember, try not to outsource yourself out of a job when taking on these tasks.

· identify areas of of a team where improvement is needed

Recognize assets and liabilities among workers. This is a foundation to build on. Improve what needs to be upgraded or corrected as timely as possible. Every team no matter how well it seems individuals perform, has some room for improvement.

Liabilities in any person need to be addressed. If they are recognized and things are still not working out in a reasonable amount of time, it is possible a change is needed. The possibility exists this position is not a good fit and the work being performed and the position both need to be altered.

Help them fit into another niche within the company better suited to personal abilities. Attempt to replace someone with a stronger individual more suited for the job. Nine times out of ten the person lacking the skills is struggling to the point of wanting to leave as well.

If goals are reached, set new ones higher. Continually strive to meet them each time. If failure occurs identify why and make the correction. It is possibly in a work flow, process or even person. Look everywhere before deciding.

· Truthfulness and credibility

Employees need to know there is a source of dependability near. Feelings of confidentiality and the ability to resolve work situations when called upon are necessary. Taking care of business never guarantees everyone is happy. Though, in nearly every situation when a worker understands the best has been done in any given situation, there is contentment with the outcome whether good or bad.

In addition, keeping promises holds a person in high regard among a team. This is important in binding coworkers with one another. Additionally, it keeps countless supervisors from making outrageous promises which are not capable of being upheld. If the circumstances mean doing the best, but without a guarantee then so as much.

People working for a team leader who has a credibility issue less likely to put there best foot forward. This creates feelings of worthlessness and insecurity. Truthfulness is a two way street. If an issue rears it's ugly head, even personal ones, it is more likely there is a desire to share with a supervisor with these attributes.

· Resolve conflicts

Different employees working in the same place day in and day out will have conflicts. Conflicts of personality or work practices are very common. Be able to resolve these without the team dividing into more than one camp. Any kind of us versus them mentality is bad for all around business.

· Knowledge of the specific company or niche

Possessing business knowledge in the company and/or niche is vital in directing those folks working in the field. These are people looking up to an individual for the course to take in a number of various situations. This knowledge or expertise allows for feelings of security and stabilization. More than a few companies admit this is how low turn over of staff is typically achieved.

One of the biggest areas for growth for any supervisor in a position for an extended amount of time is to brush up on new technology. This is a quick and easy way to gain better efficiency. Another added benefit is standing out in the business in a positive manner. The people who are actually doing the job are also thankful. Generally it means getting set goals done quickly and with less effort.

· Remain calm in tough situations

There will be days when the conflict has already occurred or is taking place without any warning on the job site. All of the facts pertaining to the situation are not in or some are missing. As an excellent leader there is a necessity to discover ways of handling it the when these situations take place. Even without a final resolution at hand, act quickly and decisively. Whether this means not wasting time or money for the business or even personality clashes at the work site.

The personal ones not involving workflow are the toughest. Staying calm and reassuring any involved parties mediation is possible is a first step in the right direction.

Work related ones are most times a little easier. If the answer to a question is unknown, let a person know what investigation will be done and when to expect a response

Steve Jobs is certainly a great supervisor with a unique company. Find out some other ways to make a team work smarter and better.

Final thoughts

Every job is different. This does not take anything away from these must haves for the positive outcome every supervisor strives for working with a team. The cohesiveness felt with individuals working side by side day in and out feel are typically coming from this particular source.

Pulling these off is taxing and trying in lots of situations on the best of days. For the most part the people in these positions who do it love the work and look for ways to make it a more positive experience for all parties involved.

Countless times a the job is a link or connection between two parties in a company structure.
Countless times a the job is a link or connection between two parties in a company structure. | Source

What are the big secrets for those in the know?

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