Effective Supervisor Training: Introductions, Expectations, and Leadership
In this supervisor training session, introductions were made for key personnel, expectations were set, and the goal of providing supervisors with immersive training in Ingham County Government practices was outlined. The importance of traits like fair treatment, respect, receptiveness to ideas, and being informed of organizational goals were emphasized. Additionally, traits disliked in supervisors, such as favoritism and micromanaging, were discussed to help supervisors avoid common pitfalls. The complexity of supervision, influenced by emotions, attitudes, and biases, was also acknowledged.
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Presentation Transcript
1 Supervisor Training Introductions, Goals and Expectations
2 Introductions Introductions and Expectations Gregg Todd County Controller Human Resources Stephanie Keith, Joan Clous, Elisabeth Bliesener, Imelda Maloney Finance Financial Services Director Tori Meyer Budget Budget Office Director Michael Townsend Resolutions Board of Commissioners Office Director Becky Bennett & Deputy Controller Jared Cypher County Ethics Policy Commissioner Mark Grebner Procurement Director of Purchasing Jim Hudgins Legal/Union Corporate Counsel Cohl, Stoker, Toskey, PC representatives Bonnie Toskey and Matt Nordfjord Public Meetings Board of Commissioners Office Director Becky Bennett & Deputy Controller Teri Morton Contract Process County Clerk Barb Byrum and Board of Commissioners Office Director Becky Bennett Elected Officials Board of Commissioners Chair Bryan Crenshaw and County Clerk Barb Byrum
3 Expectations Goal: Provide supervisors with an immersive training in Ingham County Government practices and procedures as well as general supervisory techniques and expectations. Familiarize supervisors with County leadership
4 Supervisor Expectations You might be new to supervising but you are no stranger to be supervised right? As a supervisee, what traits did you want from your supervisor? Fair Treatment? Respect? Appreciation? Taught not Shown? Receptive to Ideas? Flexibility to make Decisions? Informed of Organizations Mission and Goals?
5 Supervisor Expectations So on the flip side of that, what traits did you hate in a supervisor? Favoritism (unless of course you were the favorite .)? Micromanaging? Untrustworthy? Credit Hog? Demeaning? Lack of Clarity on Expectations? Closed Minded?
6 Supervisor Expectations So, if you can remember what you liked and did not like about supervisors and implement the good but not the bad, supervision is easy right? Class dismissed! Unfortunately it is not that easy because we are all human and we all subject to: Emotions; Attitudes; Perceptions; Biases; Prejudices.
7 Supervisor Expectations Question for you: How many of you think you are a better driver than your spouse/significant other? A clear majority right? So, Ingham County only hires the best driver in a relationship? No, that s crazy. Which just goes to show, our perception of ourselves is probably a little different than reality. And, your staff s perception of themselves might not be accurate either. Which are two very important facts to remember when you are managing people.
8 Supervisor Expectations And my point is? Managing people is not easy. Even our best employees are going to have bad days. Relationship issues; Health issues; Family issues; Money issues; These issues do not necessarily stay in the parking lot when your employees walk into work. And as supervisors, we need to recognize that.
9 First Word of the Day - Empathy What is Empathy? The ability to understand and share the emotions of others The importance is to recognize your staff s emotions and feelings to be a better manager Remember what we like in a good boss: Respect; Listened to; Treated fairly; We want a empathic supervisor. So be one.
10 Second Word of the Day - Fairness Fairness, we do not need a definition for this right? Being fair is easy right? Well . There is a principle called the Pareto Principle, also know as the 80/20 Rule, that states that 80% of consequences come from 20% of the causes. To correlate that to staff, we spend 80% of our time on 20% of our employees
11 Fairness Continued . So if we spend 80% of our time on 20% of our employees, how do we ensure we are treating all staff fairly. How do we ensure we treat all staff the same? The last thing we want to do is flip the script on a good employee and make them part of the 80/20 crowd. We do this through ..
12 Third Word of the Day Communication Communication! Communication is the key to: Being Emphatic Being Fair There are simply no good managers who are not good communicators Everything we do hinges on good communication skills: Work Plans Improvement Plans Praise Discipline Both the good and the bad
13 Parting Thoughts Make the most out of what you learn over the next few days Ask questions, engage with any of us presenting if you have questions/thoughts/concerns Thanks for attending and a parting philosophy Take the Blame and Give the Credit If your staff know you have their backs when things go wrong and that you recognize their contributions when things go right, your job will be much easier! Have fun and thanks for all you do for Ingham County!
