Supervisory Development: by Dr. Dennis E. Maligaya

Supervisory Development

By Dr. Dennis E. Maligaya

https://www.youtube.com/watch?v=kARkOdRHaj8&ab_channel=TEDxTalks
How to Deal with Difficult People | Jay Johnson | TEDxLivoniaCCLibrary

https://www.youtube.com/watch?v=TQMbvJNRpLE&ab_channel=TEDxTalks
How to Achieve Your Most Ambitious Goals | Stephen Duneier | TEDxTucson
https://www.youtube.com/watch?v=vo_lZiytsMw&ab_channel=TEDxTalks
Change Your Mindset and Achieve Anything | Colin O'Brady | TEDxPortland
https://www.youtube.com/watch?v=cmN4xOGkxGo&ab_channel=TEDxTalks
Life Begins at the End of Your Comfort Zone | Yubing Zhang | TEDxStanford
https://www.youtube.com/watch?v=d_HHnEROy_w&ab_channel=TEDxTalks
Stop Managing, Start Leading | Hamza Khan | TEDxRyersonU
https://www.youtube.com/watch?v=iLGDiiuXdxE&ab_channel=LeadershipandTalentDe
velopment
Supervisory Development: An Overview of Driving Results through Others

How can I develop my supervisory skills?
Consider practicing these supervisor skills
Learn to be a mentor.
Learn to coach others.
Give a presentation.
Practice skills in delegation.
Practice skills in listening and sharing feedback.
Build basics in problem solving, decision making, planning and managing your power
and influence.
Plan and facilitate meeting a meeting.

What is supervisory management all about?
Supervisory management is the equivalent of front-line supervision, and typically is

the first step on the career ladder to middle management or senior-level management.
... An organizational chart is a visual depiction of where supervisors rank in relationship
to the overall business structure.
What a supervisor should not do?
Don't do these 20 things.
1) Act like it's incredibly hard to say “good morning.” ...

2) Criticize without explanation. ...
3) Refuse to get their hands dirty. ...
4) Gossip. ...
5) Bring an attitude to work. ...
6) Communicate with the team solely through emails. ...
7) Shut the office door. ...
8) Display blatant favoritism.
What are supervisory techniques?
Supervisors with developed communication skills are able to use listening

techniques and nonverbal strategies to improve conversations. It is essential for a
supervisor to be able to balance time constraints and a heavy workload while
managing other employees and projects.
Prepare for Your Learning and Development
Learning could be interpreted as new:
Knowledge, which is information that is useful in accomplishing a certain

activity that is important, for example, to solve a problem, achieve a goal or see
a situation in entirely different light.
Skills, which is the expertise -- consciously or unconsciously -- to continually

use the new information to accomplish that certain activity. (Educators often
refer to new abilities as a component of learning, but some admit that the
difference between abilities and skills is such a fine one that it is often difficult
to explain.)
Perceptions, which are new ways of seeing a situation. (When people are
continually stuck when trying to solve a problem or achieve a goal, it is often in
the way that they see the situation.)
Consider Two Different Approaches to Learning About Supervision
It is important to understand the different approaches you can take in increasing

your learning about supervising. Formal approaches are proactively designed in a
comprehensive and systematic way in order to accomplish certain desired
outcomes. Traditional classroom approaches to education have that specific form --
they are formal approaches to learning and development.
In contrast, informal approaches are those that occur during our typical day-to-day
activities in life and can include, for example, reading books, having discussions with
friends, on-the-job training and keeping a diary with thoughts about supervision.
Know How to Capture Learning from Your
Activities
Whether in formal or informal approaches, the ongoing ability to recognize and capture learning is extremely
important.
That ability is often referred to as continuous learning and it is frequently mentioned in literature about
management development (in this context, the term management is inclusive of leadership and supervisor
development).
Simply put, continuous learning is the ability to learn to learn.

The key to cultivating continuous learning is the ability to continually reflect on your experiences and the
experiences of others in your life.
Reflection is continuously thinking about, for example, your experiences, their causes and effects, your role in
them, if they changed you and how.
It is thinking about how you might use those experiences and changes to enhance your life and the lives of
others.
If you can view your life as a "laboratory for learning program", then you can continue to learn from almost
everything in your life.
However, learning is best captured if it is consciously recognized as such, for example, discussed with someone
else or written down somewhere.
Otherwise, new learning can easily be lost in the demands of life and work. So it is very important to
document your learning.
Activities for Informal Approach to Supervisor
Development
Guidelines for Formal Approach to Supervisor
Development
Identify Your Overall Goals for Your Program

This section helps you identify what you want to be able to do as a result of
implementing your program, for example, to qualify for a certain job,
overcome a performance problem or achieve a goal in your career
development plan.
You are often better off to work towards at most two to four goals at a time,
rather than many.
There are a variety of ways to identify your program goals, depending on

what you want to be able to accomplish from the program.
The articles might be helpful in preparing you to identify your goals.

Goals -- Selecting the Training and Development Goals
Various Ideas for Supervisor Development Goals
Do you have career plans that would require certain new supervisor skills? See
How to Plan Your Career.
Did your previous performance review with your supervisor suggest certain
improvements in supervision that you need to make? See
Goal Setting With Employees.
Are there certain opportunities that you could take advantage of if you soon
developed certain new supervisor skills? See How to Look for a Job.
You might do some self-assessments to determine if there are any areas of

supervisor development that you might undertake. See
Assessing Your Training Needs.
Ask others for feedback about your supervisor skills. See

Giving and Receiving Feedback.
Do you find yourself daydreaming about doing certain kinds of activities? See
Setting Personal Goals.
Include a Goal About Supervising Yourself
You cannot effectively supervise others unless you first can effectively supervise
yourself. Consider goals from the Library's topic of
Personal Wellness
List your Program Goals in your

Template for Planning Your Professional Development Program. (This is a Microsoft
Word document.)
Determine Your Learning Objectives and
Activities to Achieve Each
Identifying Your Learning Objectives
Carefully consider each of your program goals.
What might be the various accomplishments, or objectives, that must be reached in

order to achieve each goal?
Do not worry about doing all of that perfectly -- objectives can be modified as you
work to achieve each goal.
Which of these objectives require learning new areas of knowledge or skills?
These objectives are likely to become learning objectives in your program plan.
To get a stronger sense for learning objectives, see

Designing Training Plans and Learning Objectives.
Identifying Your Learning Activities
List the Learning Objectives to Achieve Each Desired Goal in your

Template for Planning Your Professional Development Program.
List the Activities to Achieve Each Learning Objective in your

Develop Any Materials You May Need
List the Materials You Might Need in your

Plan the Implementation of Your Program
During the implementation of your program, you want to make sure there are
no surprises. For example, how will you make sure you understand the new
information and materials. Will your learning be engaging and enjoyable? Will
you have all the support you need?
How Do We Ensure Implementation of Our New Plan?
List the Key Considerations in Implementing Your Plan in your

Evaluate During and After Your Program
Evaluation includes assessing both the quality of the activities during the
program and also whether you achieved your goals soon after the program.
How Do We Evaluate Implementation and Project Results?
List the Approach to Evaluating During and After Your Program in

your Template for Planning Your Professional Development Program
.
Follow-Up After Completion of Your Program
It is a major accomplishment to design and implement a supervisor

development program.
Celebrate what you have done! Reflect on what you learned about developing
the program -- and about yourself.
List the Key Activities After Completing Program in your

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Supervisory Development

By Dr. Dennis E. Maligaya

How to Deal with Difficult People | Jay Johnson | TEDxLivoniaCCLibrary

How to Achieve Your Most Ambitious Goals | Stephen Duneier | TEDxTucson

Change Your Mindset and Achieve Anything | Colin O'Brady | TEDxPortland

Stop Managing, Start Leading | Hamza Khan | TEDxRyersonU

Supervisory Development: An Overview of Driving Results through Others

Consider practicing these supervisor skills

Learn to coach others.

Practice skills in delegation.

Practice skills in listening and sharing feedback.

Plan and facilitate meeting a meeting.

Supervisory management is the equivalent of front-line supervision, and typically is

What a supervisor should not do?

Don't do these 20 things.

1) Act like it's incredibly hard to say “good morning.” ...

Supervisors with developed communication skills are able to use listening

Learning could be interpreted as new:

Knowledge, which is information that is useful in accomplishing a certain

Skills, which is the expertise -- consciously or unconsciously -- to continually

It is important to understand the different approaches you can take in increasing

Simply put, continuous learning is the ability to learn to learn.

Identify Your Overall Goals for Your Program

There are a variety of ways to identify your program goals, depending on

The articles might be helpful in preparing you to identify your goals.

You might do some self-assessments to determine if there are any areas of

Ask others for feedback about your supervisor skills. See

List your Program Goals in your

Identifying Your Learning Objectives

Carefully consider each of your program goals.

What might be the various accomplishments, or objectives, that must be reached in

Which of these objectives require learning new areas of knowledge or skills?

To get a stronger sense for learning objectives, see

List the Learning Objectives to Achieve Each Desired Goal in your

List the Activities to Achieve Each Learning Objective in your

List the Materials You Might Need in your

Plan the Implementation of Your Program

List the Key Considerations in Implementing Your Plan in your

List the Approach to Evaluating During and After Your Program in

Follow-Up After Completion of Your Program

It is a major accomplishment to design and implement a supervisor

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