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Rise to the Challenge
of Competent Supervision
Performance Excellence
Effective Delegation & Resource Utlization
Recruiting and Hiring Great Staff
Building Strong Teams
Dealing with Performance Issues
Leadership & Role of a Supervisor
Leaders Cast Long Shadows and
Seldom Know Their True Impact
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?
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?
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.
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 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
What is an expectation you realized an RA had too late about a situation that wasn't going to be realized?
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
RAs and you make the difference with regard to recruiting students to be part of our initiatives.
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?
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?
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.
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?
- 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
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.
Jump into the fold! Challenge by choice.
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!
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?
Document, Document, Document
90% of all performance problems are due to lack of understanding or purpose/ feeling undervalued
Dig Deep- seek to understand the issue
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
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.