How Did You Become a Supervisor?

In my first supervisory position, I was selected because my boss felt I had done a good job so far. I wasn’t sure what I was supposed to do, but I had had numerous supervisors with 17 jobs working my way through high school and college before this promotion. Some supervisors I liked. Others I didn’t. But I was happy for the opportunity, the prestige of becoming a supervisor, and the money.

I took many management classes, learning the theory, but I had to experiment with the practical application on my own. Is that how it was for you?

People don’t just automatically become effective managers just because they acquired the title. Some people have been supervisors for years and have not had more than a couple of supervisory classes if they were lucky. Some are effective; many are not.

Today we are in a unique environment. Many people in supervisory positions are retiring – or cutting back to part-time – which leaves openings for upward mobility. Many organizations are experiencing turnover – and resignations for reasons other than retirement. ?How do we get the job done with all this turnover? Who will be selected to fill the openings, and will they be effective?

In our other newsletter articles, we have discussed culture and what the Millennials and GenZ staff are looking for in a work culture. Opportunity for learning and growth is near the top of the list every time. They want the opportunity, but they don't want to be thrown into a new position without any training! Did you?

The process of identifying new supervisors is a critical step toward nurturing a strong leadership pipeline. The role of a supervisor is not only about managing tasks but also about leading and inspiring teams to achieve collective goals. However, the question remains: How do we identify individuals who can seamlessly transition into this pivotal leadership role?

Challenges in Identifying New Supervisors

Traditionally, there have been several methods used to identify potential supervisors, each with its own strengths and shortcomings. Let's delve into some of these methods and explore the reasons why organizations are increasingly turning toward a more comprehensive approach.

1. Sink or Swim: Throwing Them into the Job Without Training One approach has been to promote employees based on their technical expertise and hope they naturally adapt to their newfound leadership role. This "sink or swim" method assumes that individuals will somehow learn on the job. However, this approach can lead to frustration, burnout, and suboptimal performance. While some individuals might thrive under pressure, many will struggle without proper guidance and preparation.

2. Learning from Suzie: The Unstructured Route Another method involves observing and learning from existing supervisors, even if they lack formal training. While there is value in learning from experienced colleagues, this approach hinges on the assumption that the current supervisor's methods are effective and aligned with the organization's goals. Relying solely on this approach may perpetuate ineffective leadership practices and hinder growth.

3. One-Day Training: The Quick Fix A common quick fix is sending new supervisors to a one-day training session, hoping they will absorb the necessary skills and competencies. While such training provides a baseline peek, leadership development is an ongoing process that requires time, practice, and reinforcement. A one-day session alone will not equip new supervisors with the tools needed for sustained success.

The Comprehensive Leader Development Program: A Strategic Approach

Considering the shortcomings of these traditional methods, organizations are increasingly turning towards a more strategic and holistic approach – the comprehensive leader development program. This program acknowledges that effective leadership requires a diverse set of competencies that go beyond technical skills. Here's why this approach is gaining traction:

1. Fostering Competencies, Not Just Skills Leader development programs focus on cultivating a wide range of competencies including communication, emotional intelligence, conflict resolution, adaptability, and strategic thinking. These are qualities that distinguish exceptional leaders from mere managers.

2. Accelerating Learning While learning on the job is valuable, it can be slow and sometimes painful. A comprehensive program accelerates learning by providing targeted training, mentorship, and practical exercises. This enables new supervisors to confidently tackle challenges that would otherwise take years to master.

3. Customized Development Leader development programs are tailored to the organization's specific needs and goals. This customization ensures that the program aligns with the company culture, values, and strategic objectives. It also addresses the unique challenges that new supervisors are likely to face within that organization.

4. Nurturing Confidence and Growth The program instills a sense of confidence in new supervisors by equipping them with the tools and strategies needed to overcome obstacles. This confidence fuels their personal growth and empowers them to lead with conviction.

5. Building a Strong Leadership Pipeline By systematically identifying and nurturing potential leaders, organizations build a strong leadership pipeline that ensures continuity and growth. Leaders emerge who are not only effective in their roles but are also capable of grooming the next generation of leaders.

Conclusion

Identifying new supervisors is a process that significantly impacts an organization's future success. While traditional methods have their merits, they often fall short of developing the comprehensive set of competencies required for effective leadership. Embracing a comprehensive leader development program offers a strategic solution that addresses these shortcomings.

Leadership is not just about knowing how to manage tasks; it's about inspiring and guiding teams, driving innovation, and achieving organizational goals. Investing in a comprehensive leader development program is an investment in the future success of the organization, ensuring that the leaders of tomorrow are well-prepared to face the challenges of a rapidly changing business landscape. It's time to shift our focus from hoping for the best to proactively shaping the leaders we need.

It's time to foster a culture of excellence and consistency in management. This culture isn't built overnight; it's cultivated through deliberate efforts to empower individuals with the competencies they need to thrive as stellar leaders.

By upskilling your supervisors with the competencies they need, you're investing in a brighter tomorrow. You're creating a legacy of exceptional leadership that transcends individual roles and impacts the entire organization. You're equipping your teams to face the uncertainties of the business world with resilience, adaptability, and a passion for growth.

As you embark on this journey towards excellence in leadership, remember that the future belongs to those who actively shape it. Embrace the power of comprehensive leader development programs to mold leaders who can lead with purpose, navigate ambiguity, and inspire greatness in others. It's time to create a culture that not only thrives in today's challenges but paves the way for tomorrow's triumphs.

In the end, it's not just about identifying new supervisors; it's about identifying leaders who will shape the trajectory of your organization's success. The path is clear, the benefits are profound, and the time is now. Elevate your supervisors, nurture their potential, and watch as they propel your organization to new heights of achievement. The future of leadership begins with the choices we make today.

If you want to learn how to choose and upskill effective leaders, join me!

Live or recorded webinar “3 Strategies to Cultivate Top Talent Today” for the basics of why and how with three implementable strategies (https://nanmckayconnects.com/strategies )

Live or recorded one-day Intensive, “Leadership Excellence Blueprint: Cultivate High-Performing Leaders for Sustained Organizational Success.” (https://nanmckayconnects.com/LeadershipExcellenceBlueprint )

Build a supervisory bench and provide a learning culture with our Leader Accelerator Program with a digital course, workbook, and knowledge checks every month that we have produced ourselves from our own experience. On the VIP program, you can have logins for up to 50 staff and your presenters have additional resources and can meet with me over Zoom each month to discuss the material or upskill their training. (https://nanmckayconnects.com/LAP)