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Rise to the Challenge

of Competent Supervision

Performance Excellence

Effective Delegation & Resource Utlization

Recruiting and Hiring Great Staff

Supervision

at

UNK

Building Strong Teams

Dealing with Performance Issues

Leadership & Role of a Supervisor

Leadership Brand

Leaders Cast Long Shadows and

Seldom Know Their True Impact

How to establish yourself as leader?

  • Avoid Positional Thinking (Make students part of the leadership team)
  • Love the people you lead
  • Recognize landmines (cancelled staff meetings/ postponed events)
  • Value People (they are your most important asset)

Having a purpose or goal in a job is invigorating!

71% of today's workers in the US describe themselves as not engaged or actively disengaged in their work.

Rally your team around a goal that you want to accomplish in your area.

Examples: 1) Every student meets with their RA at least once this fall semester 2) Sociogram for each floor 3) Roommate Agreements at 100% 4) Engaging Community Council experience every week 5) Win spirit competition.

What is a purpose or goal that you think you'd like to rally behind with your RAs this year?

Setting your Vision

Giving Meaning to their Assignments

Commit

Explain the why so they understand the importance.

Commitment is a need to feel challenged and needed to an organization!

Talk to your teammate.

Share. What is your goal?

Notecard Exp

Note Card:

Side 1- How will you add value to people on your team?

Side 2- How will you add value to yourself this year?

Set positive examples

What examples are you setting?

Are you receptive to feedback?

-From central

-From supervisor

-From team

- From RAs?

How aligned are you to the teams goals? department? division?

Are you managing RA expectations?

If you were to be remembered on this campus as encompassed into one word? How do you want that word to be? How do you want to be perceived?

You have two staff members squabbling during a staff meeting and being rather disruptive while you are trying to talk about a serious issue in the building.

Would you Rather?

Would you Rather

Talk the staff members privately in your office after the meeting

Pull the staff members aside to address the issue during the meeting

?

There is no right answer here, just tips:

1) address the issue immediately

2) address the issue in private

3)remind the team members of the goal you are trying to achieve

4) try to engage them in the goal you are trying to acheive instead of the argument

Expectations

How do we get staff to acheive the results we need?

  • Provide on-going feedback
  • Give credit to the team
  • Involve team on making decisions
  • Give measurable and reasonable expectations!
  • BE AVAILABLE!
  • Be aware of

expectations vs

reality

Managing Expectations

Expectations vs Reality

Under promise and over deliver.

How many of you were surprised by this job and not realizing what it entailed? Same with today's RAs.

90% of RAs come to talk to me about a not-realized expectation they had.

Example Care Team

Example Time Commitment

Example Handling Students that Don't like Them

Be Honest! You don't have to paint it doom and gloom, but be honest about what to expect from residents.

40% will like them

30% will tolerate them

20% will be indifferent

15% will hate them

5% are completely unknown

Sharing

What is an expectation you realized an RA had too late about a situation that wasn't going to be realized?

Reality

How will you provide

recognition this year?

Recognition

What did you do last year?

-RAAB- Star RA

-NRHH- OTM

What worked well for you?

Write down 2 recognition things you will commit to with your team.

-1 departmental

-1 internal to your team

Recruiting is really you!!!

Who do we Recruit?

RAs and you make the difference with regard to recruiting students to be part of our initiatives.

1

Connect with Students

They will not come to you!!!!

- What strategies are you going to use to connect with students (not just RAs) this year?

-Host Floor President Socials

-Attend Floor Socials

-Have a presence on social media

-Walk Floor

-RHA/NRHH meetings

-Share one strategy that worked for you to connect with students last year?

2

Have the RAs assist

Like it or not, you are now perceived as old!

How did you use RAs to assist you in connecting with students last year?

-Floor President meetings with the RA a.k.a. 2 on 1s

-Introduce you to members of their floor during socials

What can you do to meet students in your community? What can you do to be visible?

3

Attitude is Important

We can train you how to do a round in a building, I can't train you to like talking to other people.

Watch for attitude as much as you watch for aptitude.

Ask yourself

Consider creating committees

-Where can I add the greatest value to our team? Thus, where should I spend my time?

- What skills do I need on my team to accomplish our goals and allow me to play that value - added role?

What are you delegating?

- Where will you spend more time? less time?

- Who on my team are highly functioning? Who is talented and with some coaching can pick up quickly? Who on the team even with coaching can't or won't step up?

https://hbr.org/2012/10/to-get-ahead-learn-to-delegate

What have you delegated in the past?

Sharing

How did you pick who was doing what?

Examples I've heard:

Common Area/Key Inventories

Recognition Committee

Bulletin Board Task Force

Team Builder Task Force

Social Committee- Plans Social once a month for the team/ organizes team dinners

Floor President attendance required or RA is on the hook to represent the floor at Community Council Meetings.

Team Builders

Jump into the fold! Challenge by choice.

Team Development

Team Building Suggestions

Suggestions

Establish meeting professionalism from day one (speaking in an organized fashion, being respectful of time)

Establish team expectations

Motivate with positivity

Find teambuilders that address issues facing your team: communication, trust building, conflict issues, burn out, etc...

REFLECT!

Examples

Ideas

What is one of your favorite team builders of all time?

Why? What about it sticks with you? How did the facilitator get it to stick with you?

Can you do that with your team?

Corrective Action

Document, Document, Document

90% of all performance problems are due to lack of understanding or purpose/ feeling undervalued

Corrective Action

Dig Deep- seek to understand the issue

What makes an employee difficult?

Over a lifetime we develop behaviors that can make it challenging for others to work with us. Some are irritating/ others are destructive.

Think of an employee- describe the behaviors you found difficult. - Share with a neighbor

Distruction in a Word

  • Apathy
  • Uncooperative
  • Immature
  • Laziness
  • Lack initaitive
  • Hostility
  • Disrespectful
  • Dependency
  • Negative/ Bitter
  • Disorganized
  • Jealous
  • Antisocial
  • Dishonest
  • Incompetence
  • Resistance to Change
  • Unresponsive
  • Lack of Intelligence
  • Treating others unfairly
  • Inflexibility
  • Untruthfulness
  • Lacking imagination
  • Not dependible
  • Self- centered
  • Avoid risks

Documentation

I can't stress this enough. Document concerns. New RHCs want to be cool- to do that, you need to be aware of student needs. They need good RAs.

Don't start coaching them out of a position without talking to me.

Talk to me sooner than later. My job is to help you handle performance issues. I'm going to have suggestions. I expect you to try them.

Do not wait to talk to me once you've decided to fire someone. Talk to me at the first concern. I won't support firing without cause, and you will be frustrated with me.

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