The three components that I believe make an effective supervisor are: communication skills, mentoring and able to support supervisees. Communication “ connects individuals to each other and develops in people the habits of acquiring information prior to making a decision” (kindle, 1342). From a supervisory standpoint, good communication /dialogue can make the difference between a successful team or not. Mentoring is important because it enables the supervisor to show genuine care and concern, while ensuring the supervisee understands the task at hand. Understanding that your supervisees are your most important assets, it is necessary for the supervisor to provide his/hers subordinated with the support they need in order to enable them to …show more content…
Second, life stage; knowing their life stage/cycle, will help identify key concerns, characteristics, and possible implications for staff development. By doing this, supervisor will effectively be able to create a relationship with the supervisee, and meet their individual needs.
Lastly, by knowing their supervisory approach you can access and determine if a non-directive, colligative, or directive would be most effective.
According to the Webster dictionary, supervision is “the action, process, or occupation of supervising especially: a critical watching and directing” activities and or courses of action. Supervising is a quintessential step that can enable the teacher to access the weather or not the supervisee is performing to the standard. Coaching however, is a more thoughtful process in which one has to take the role of a teacher and a mentor in order to set the condition in which learning can occur. Especially in the world of early childhood education where the wrong approach could have a lasting impact on the students, it is incumbent up on the teacher to carefully craft well thought-out processes that are conducive to the learning environment. Additionally, coaching requires a vast knowledge of the target audience so that one can set the right learning
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
Supervision is an opportunity where supervisees are able to review and reflect on their work in order to do it better. Supervisors bring their actual work practice to another person (individual supervision) and can help review what happened in their own practice in order to learn from that experience. Supervision is for better quality service. In a relationship of trust and transparency, supervisees talk about their work and through reflection and thoughtfulness learn from it and return to do it differently. Supervision is based on the assumption that
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.
I could identify with the stages, as I went through them every time I had a new position. It would be important for the supervisor to recognize these developmental stages so the supervisor can recognize the different markers (Stoltenberg, 2005). If the supervisor can recognize the different markers, they will have the ability to know the supervisee (me) entered a new stage. They will also have the ability to help me move to the next stage. I did not relate to the developmental model. The multicultural supervision model would be helpful if my supervisee is from a culture and background different than mine.
It is key, when supervisors are employing a developmental approach of supervision, to identify the current stage the supervisee is in and to provide feedback and support appropriate to that particular developmental stage, whilst at the
Regularity, the final building block of reflective supervision, is so important that oftentimes staff members may not be responsive to this form of supervision. Providing consistency is important as a supervisor to see the fruits of reflective supervision. Reflective supervision is also built on the basis of trust and respect, an individual being led by their supervisor to act in a reflective manner of a specific situation and their work (Fraser, n.d.). This aids staff in decision making, developing critical competencies, and examining their work in a deeper manner- in turn leading to staff feeling more accomplished in their work and supported while doing so. In order to be successful, staff members need leadership that surpasses staff accountability and enforces rules.
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.
According to Welfel (2013/2010), there are different ways mental health explains the term "guidance" the factors are, "practice of equating competence, process that involves multiple roles, and improper supervision inability of welfare of others" (p. 415). Implying a hierarchical relationship with one of the components being evaluative. Insuring the part to help with the professional socialization of supervisees; teaching the important of ethical principles and standards as a significant part of this charge. The supervisors must be present and staying alter and capturing on those familiar "teachable moments" of the importance of ethical principles and standards and internalizing them (Welfel, 2013/2010). The term "lousy guidance" is used a part leading even seasoned professionals vulnerable to ethical errors. Causing factors of mismanaged of countertransference, lack of information about evolving standards, and personal problems of objectivity and effectiveness issues Welfel (p. 413).
Morrison and Wonnacott (2010) state that these aspects are fundamental factors in supervision as they encourage me to be clear about my role, help me to develop my practice and should impact positively on the families that I work with. Research has suggested that quality supervision can lead to job satisfaction, organisational commitment and reduced staff turnover (Carpenter et al, 2012). In my second year placement my practice teacher encouraged me to use a reflection model in supervisions (Collingwood, 2005) that I still use three years later and it improves my ability to focus and reflect on my practice and
Our leadership in this world has changed and affected us greatly. Leadership is being about to lead an organization with many people and to have control in the right way. “ The Leader of the Future” a book by Peter F. Drucker gives us information on why and how it is to be such a great leader. We need better leaders and we need them to guide us and help us along the way. Without leadership, our world would be in such danger and we America would be going through a lot.
guidance, direction, authority, control, management, supervision that will enable them to influence employees towards the attainment of the organization goals. One must understand that in order to have sound management, strong leadership skills must be established. This is usual arise from within the organization as every employee may have the potential to channel the ...
Hills, J. (1991). Issues in research on instructional supervision: A contribution to the discussion. Journal Of Curriculum & Supervision, 7(1), 1-12.
A Word Study of James 2:8-11 Challenging many who read it, the Book of James is full of rich phrases and descriptive words, testing even the shrewdest and perceptive bible scholar. Creating at times great tension, one has to determine the authentic meaning the author renders. An individual will gain a deeper understanding of the message the author conveys by exploring several key words in James 2:8-11. Law, repeated three times within the passage in verses 8, 9, and 10, shows its importance in this scripture passage.
Supervision was defined by Bernard (2005) as the realization of our supervisees that they understand the therapeutic process and themselves a tad better than when they entered supervision, and our own realization that we have been players in the professional development of another.
Supervision could be interpreted from many points of view and have many perceptions about it. Differentiating description from interpretation in observation is so crucial for instructional improvement (Glickman, et al., 2014). Also are different methods that an administrator might use while doing his or her supervision, furthermore, how this information is going to be used to further assistance teachers. As Glickman, et al., (2014) mentions that observations are a method of assessing and planning skills are useful to a supervisor in setting goals and activities for himself or herself as well as for others. Following it will be describe two models, clinical supervision and peer coaching, similes and differences among the models, analyze the strengths and weaknesses of each model, how each model uses assessing and planning skills and each model's contribution to the supervisory process.