Definitions In "The Little Black Book Of Supervision", Chapter-1 of Effective Supervision, Gil Sargent concludes that supervision aptitude is required to achieve in an organization.
According to him, there are two skills necessary for supervision, one is leadership skills and other is managerial skills. While giving perfect examples, he has explained how one needs to go past their comfort zone to learn more to be successful alongside positive hierarchical development (Sargent, 2003).
One of the core element of supervision is having managerial skills. The manager is one who has the obligation to study the time taken to execute the task. Then, the standards are set to accomplish the task for employees. Along these lines, manager measures the productivity of each employee. He is also responsible for arranging and managing the equipment, tools, machinery required for doing the work. This requires the manager to have a good education, experience, technical knowledge and the ability to perform administrative functions. Thus, the main aspect of managerial skills is to match the performance of employees with the limits ascertained (Sargent, 2003).
Another important element of supervision is leadership skills. This is also the important part of the supervision which is more related to getting the work done from
…show more content…
Both perform different functions but when it comes to running an organization, then it will require both leaders and the managers. Managers build goals, they plan the work to be done, break it into various steps, decide the time taken to do each task, decide the sequence and the resources required to do the task, checks if the work is being done as indicated and at the end takes remedial measures if there is any deviation from the original plan. On the other hand, leaders create followers. Both are an inherent part of supervision and are required at every stage in an organization
Another problem with supervision is power which comes affects the relationship between the supervisor and supervisee. Factors like social position, race, gender, social class and sexuality, Issues of subordinate positions of women affect the supervisory relationship. To solve this problem it has been advocated that someone with a similar background should do the supervisory job.(White, E. & Winstanley, J. 2010). APPLICATION OF THE CONCEPT TO CURRENT JOB (CLINICAL SUPERVISION):
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
The developmental model, summarized in an article by Stoltenberg (2005), summarizes a supervision approach that uses developmental framework in clinical supervision. The author, Stolenberg (2005) and Ursula Delworth created a developmental model titled Integrated Developmental Model of supervision (IDM). IDM provided specific details about the changes in the supervisee throughout their time in clinical supervision. It also provided specific details on the types of supervision environments and supervisor intervention for each level of development (Stoltenberg, 2005).
Management is defined as the act or manner of managing, handling, direction, or control (dictionary.com). Leadership is defined as an act or instance of leading; guidance; direction (dictionary.com). They do not mean the same thing; however, it is thought that a manager should have leadership skills to be able to manage an organization. Not all managers have great leadership skills and just because a manager does not have these skills does not mean he or she is a bad manager.
Leadership is the ability to influence employees to voluntarily pursue organizational goals. Leadership is vision, enthusiasm, love, trust, passion and consistency. Management is to pursue organizational goals efficiently and effectively by integrating the work of people through planning, organizing, leading, and controlling organizations resources. Leadership and management are not the same. They are not interchangeable. Leadership is coping with change and management is coping with complexity (Williams 444).
The stages of the Developmental Model involved different levels of resistance from the supervisee due to a lack of competence (Lee, 2013). It is important for the supervisee to be constantly aware of transference and anxiety related to the supervision experience. For example, in the beginning I felt very incompetent due to my lack of experience which made me resistant to learning new information. Supervisees’ are learning a tremendous amount of information at one time and it takes time to process the information. This model emphasizes the importance of processing information and emotions throughout the counseling supervision that ultimately leads to more competence within the supervisee. Consequently, the supervisor modifies the intensity/nature of supervision based on supervisee growth and may take on the role of teacher, consultant, and counselor throughout the process of supervision (Lee,
Gorkman, D. (2009). The "gang of one" analysis: Assessing your managers' leadership abilities. Supervision, 70(7), 12-13
Glickman, C. D., Gordon, S. P., & Ross-Gordon, J. M. (2010). SuperVision and instructional leadership (9th ed.). Needham Heights, MA: Allyn & Bacon. ISBN-13: 9780132852135
The Systematic Developmental Supervision (SDS) model is a model based on the relationship between a supervisor and a supervisee that allows the supervisor to help promote the professional growth of a supervisee through “self-awareness and skills acquisition” (Carlson & Lambie, 2012, abstract). There are various developmental supervisory approaches that allow this relationship, but all contain “fundamental tenets including (a) supervisees’ move through levels of development based on their interaction with their environment (e.g., educational and supervisory experiences) and (b) supervisors identify and match the supervisees’ level of development to promote their growth” (Carlson and Lambie, 2012, para.1). Carlson and Lambie (2012)
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.
Developmental Supervision, Supervisor Flexibility, and the Postobservation Conference. Hills, J. (1991). Issues in research on instructional supervision: A contribution to the discussion. Journal Of Curriculum & Supervision, 7(1), 1-12. Jones, N. B. (1995).
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
Not everyone can be selected to become one, but everyone have the potentials to become one once the leadership skills are applied. To be qualified, there are certain leadership skills that one must have and show in order to become a valuable facility supervisor. The leadership traits that a facility supervisor should have are be inspirational to everyone, provide guidance/feedbacks to their staffs as well as accepting criticisms from the higher authorities, appreciate excellent work efforts from staffs, increase positivity and motivation to get the tasks completed, know how to plan and strategize to complete the required tasks, use great problem-solving and communication skills, and have limited powers over the staffs. Being a facility supervisor does not mean taking the role of a leader and boss people around while one just sits and watch. It means to guide the staffs to work together with them, and complete the necessary tasks effectively. Facility supervisors must also persuade others in following the directions that they want to go in; therefore, supervisors must be strong and set the atmosphere for the staffs to be motivated to
There are several differences between leadership and management leadership involves individuals who understand and trust in a vision and who work to accomplish the goals. While management is overseeing the day-to-day activities and ensure they are running smoothly. Management offers order and regularity throughout an organizations and leadership creates change and movement. Management seeks out order and stability while leadership is about seeking adaptively and construction change. Difference between leadership and management involves the approach that is used towards the individuals who follow the leader or work for the