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How can you implement a Supervisory Skills Framework without pitfalls?

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A Supervisory Skills Framework (SSF) is a set of standards and competencies that define what effective supervision looks like in an organization. It can help you develop, assess, and reward your supervisors, as well as improve their performance and motivation. However, implementing a SSF is not a simple task. It requires careful planning, communication, and evaluation to avoid common pitfalls. Here are some tips on how to implement a SSF without pitfalls.

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Paul Holbrook

Giving Management Teams Time to Lead - with Love | Speaker on Culture, Leadership & Time | Author | Consultant | Coach…
Daniel Gogarty

Rail response security officer
Francisco Alves

Gerente de produ??o | + de 20% de produtividade no Setor Alimentício | Eficiência e Seguran?a Alimentar

1 Align with organizational goals

Before you design or adopt a SSF, you need to make sure it aligns with your organizational goals, vision, and values. A SSF should support your strategic objectives and reflect your desired culture and behaviors. For example, if your goal is to foster innovation and collaboration, your SSF should include competencies such as creativity, teamwork, and feedback. You also need to consider the specific needs and challenges of your industry, sector, and market, and how your SSF can help you address them.

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Daniel Gogarty

Rail response security officer
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I agree with this, as well as this though we need to look at our employees and find the right style of managing that suits them individually as well as a team as a whole to make sure no one is left behind, falling back or being left out.

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Francisco Alves

Gerente de produ??o | + de 20% de produtividade no Setor Alimentício | Eficiência e Seguran?a Alimentar
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Para implementar um quadro de competências de supervis?o, é importante adotar uma abordagem inovadora que busca otimizar a eficiência operacional, promover autonomia nas equipes e impulsionar a produtividade. Também buscando adotar estratégias proativas de gest?o, é possível conquistar a confian?a dos diretores e COOs industriais, demonstrando uma vis?o centrada no progresso e na excelência.

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Heather Murchie

Corrective Services, Department of Justice WA
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We pluck good people off the floor and give them Supervisory positions because they were good at their old position. However this doesn't automatically make them good supervisors. The dynamics and accountability expectstions change. To avoid this we need to have wrap around support, coaching and mentoring. We need to upskill and provide stretch leadership opportunities before they transition. We teach leadership but are poor at teaching followership which is as important. As new leaders develop, provide a safety net as they balance expectation with capability. We are forever growing in our leadership journey.

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2 Involve stakeholders

A SSF is not something you can impose on your supervisors without their input and buy-in. You need to involve them and other stakeholders, such as senior managers, HR, and employees, in the development and implementation of the SSF. This way, you can ensure that the SSF is relevant, realistic, and fair, and that it meets the expectations and needs of all parties. You can also use this opportunity to communicate the benefits and purpose of the SSF, and to address any concerns or resistance.

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Daniel Gogarty

Rail response security officer
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Communication is key both higher up the chain as well as down the chain, all parties involved need to be kept up to date to make sure it works.

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Francisco Alves

Gerente de produ??o | + de 20% de produtividade no Setor Alimentício | Eficiência e Seguran?a Alimentar
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Para fazer uma implementa??o de um quadro de competências de supervis?o sem armadilhas é importante envolver a equipe na defini??o das competências, fornecer treinamento adequado, estabelecer metas alcan?áveis, oferecer suporte contínuo, e estar aberto ao feedback para ajustes, promovendo uma transi??o suave e eficiênte.

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3 Customize and adapt

A SSF is not a one-size-fits-all solution. You need to customize and adapt it to your specific context, resources, and constraints. For example, you may need to modify the SSF to suit different levels, roles, or functions of supervision, or to accommodate different learning styles, preferences, or needs of your supervisors. You also need to be flexible and responsive to changing circumstances, such as new regulations, technologies, or customer demands, and update the SSF accordingly.

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4 Train and support

A SSF is not a magic bullet that will automatically improve your supervisors' skills and performance. You need to train and support them to understand and apply the SSF in their daily work. You can use various methods, such as workshops, coaching, mentoring, or online courses, to help your supervisors learn the SSF standards and competencies, and how to demonstrate them in practice. You also need to provide them with ongoing feedback, recognition, and encouragement, as well as access to resources and tools that can help them develop their skills further.

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Paul Holbrook

Giving Management Teams Time to Lead - with Love | Speaker on Culture, Leadership & Time | Author | Consultant | Coach | Ex City of London Technology MD
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The biggest false assumption when training new supervisors is that they WANT to supervise for the right reason - and it’s NOT for money or title. You can put supervisors through as much training as you like but it will fall short if you don’t ask the most fundamental question first. Make sure your SSF begins by telling your potential supervisors #ItsTimeToDecide if supervising is what they really want.

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5 Monitor and evaluate

A SSF is not a static document that you can file away and forget. You need to monitor and evaluate its effectiveness and impact on your supervisors and your organization. You can use various measures, such as surveys, interviews, observations, or performance indicators, to assess how well your supervisors are meeting the SSF standards and competencies, and how this affects their outcomes, such as productivity, quality, or customer satisfaction. You also need to use the results of your evaluation to identify strengths, weaknesses, gaps, or opportunities for improvement, and to make adjustments or revisions to the SSF as needed.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you implement a Supervisory Skills Framework without pitfalls?

1

2

3

4

5

6

1 Align with organizational goals

2 Involve stakeholders

3 Customize and adapt

4 Train and support

5 Monitor and evaluate

6 Here’s what else to consider

Supervisory Skills

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How can you implement a Supervisory Skills Framework without pitfalls?

1

2

3

4

5

6

1 Align with organizational goals

2 Involve stakeholders

3 Customize and adapt

4 Train and support

5 Monitor and evaluate

6 Here’s what else to consider

Supervisory Skills

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