Good supervision is the ability to use appropriate strategy and style to work with various scenarios. Every year, organizations spend millions of dollars preparing their administrators and staff for this purpose (Pillet-shore, 2017). As a manager the outcome of challenges arising will be determined by how situations are handled. It is important that managers dedicate time to develop their teams’ leadership potentials, inspiration, working environments, dedication to achieving goals, problem solving skills and team work.
The last decade has seen drastic changes in business climate especially the management styles. Many organizations have gone international and the general workforce is diverse. New and seasoned bosses, are unsure how to get the best out of their staff. Most administrators prefer a more relaxed style, while others prefer a more tyrannical approach (2019, September 26). For Calista’s case a more relaxed approach would work in boosting her confidence, since majority of her teammates believe she has the ability to deliver on the new project. The hands-off approach not only gives fulfilment to employees, but also nurtures their creativity and problem making skills. Moreover, it allows the manager to focus on other projects or mentoring new trainees.
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Communication is vital in all organizations. All departments and aspects of an organization operate effectively with smooth flow if information (2017). Different types of communication such as internal, external, upwards, downwards, informal and formal all help achieve this goal. The manager should employ internal communication approach, as it will support the hands-off approach and minimize frequent meetings. This communication approach can be used to persuade, empower, monitor and train employees. All these attributes will boost Calista’s work ethic and confidence while written reports will reduce the frequency and need for physical meetings.
First step in learning the ability, workforce growth and coaching is to understand each team member's talents, stimuli, and blind spots (Pillet-shore, 2017). Understanding these talents allows the boss to delegate assignments which capitalize on those strengths and identifying their weak points. Using these motivators to involve their constructive work will keep them thriving in their job (Chapter 9, nd). In this case, the manager is aware of Calista’s strength, and her weakness lies in failure to lead or rather delegate. The hesitance to work with PJ is a great indicator on her growth and also on challenges faced plus how she overcame them. Completing the task without reports of insubordination or conflicts should give an overall view on both her strengths and weakness.
A while back many organizations were responsible with managing both professional and personal growth of their employees. However, the current structures and diversification, an employee’s growth is solely a personal endeavour (2017). Calista has shown remarkable workmanship in delivering increased performance readiness. The manger’s best approach in maintaining a positive relationship and pursue her growth would be through directing and selling her the desired behaviour of her new role. This development cycle will include more tasks that need Calista to take initiative on her own, engage her with conversations that are geared towards self-improvements amongst other things (Chapter 9, nd). Expanding her skills beyond her outlined duties not only keeps Calista ready at all times but makes her more valuable to her employers across the board.
References
Getting your team together. (2017). Planning and Organizing Personal and Professional Development , 37-47. https://doi.org/10.4324/9781315246734-3
Hands-on managers vs hands-off managers . (2019, September 26). Workzone. https://www.workzone.com/blog/hands-on-managers-vs-hands-off-managers/
Pillet-Shore, D. (2017). Preference organization. Oxford Research Encyclopedia of Communication . https://doi.org/10.1093/acrefore/9780190228613.013.132
Chapter 9 (nd), Situational leadership. Training and Development
