Training on Supervisory Leadership
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This was a group work in LCMC (B#2, S#2) with my course mates Md. Shafiur Rahman, Ali Asgar, Faisal Ahmad, Mohammad Muhit Reza, S M Daniel Jawad and myself.
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Training on Supervisory Leadership
- 1. Training on Supervisory Leadership Hexagon Md. Khairul Alam 01730011730
- 2. Do you want to be a LEADER??
- 3. Role of Supervisors • Operational • Leadership • Communication
- 5. Characteristics • Intellectual Stimulation • Individualized Consideration • Inspirational Motivation • Idealized Influence
- 6. Intellectual Stimulation • Topic • Goal • Reality • Options • Way Forward
- 7. Individualized Consideration • Accept and celebrate differences • Listen effectively • Give people your time • Develop your communication skills • Learn to give and take feedback • Learn to trust more • Develop empathy
- 9. Inspirational Motivation • Use emotions more frequently • Reach out to people • Set an aggressive target • Create a vivid picture of the organization three years from now • Practice lavish communication • Delegate tasks with the development of the other person in mind
- 10. Inspirational Motivation • Make having a personal development plan a priority • Schedule regular coaching sessions with each subordinate • Involve more people in decision making on every important issue • Shower positive attention on new ideas • Be the example • Take the first step
- 11. Idealized Influence • Awareness • Commitment • Empathy • Foresight • Listening • Persuasion
Notas do Editor
- (Md. Shafiur Rahman) Do you want to be a leader? Let’s guide you to become a leader
- (Md. Shafiur Rahman) Now what are the roles of a supervisor? Operational: Supervisor manages the flow of work through decision making and problem solving to meet targets in terms of production and quality Leadership: He encourages, supports and motivates his team members Communication: He also serves as a two-way conduit between upper management and the general workforce Ref: What makes a good Supervisor? A practical guide for Employers, Supervisors and Team Leaders in the South Australian Manufacturing Industry, Minister for Employment, Training and Further Education, Government of South Australia, 2007
- (Md. Shafiur Rahman) Let’s see a video on supervisor (Dennis the Cobra) (Ali Asgar) We’ve seen that the subordinate requires supervisors help but instead of helping Dennis bites him!
- (Ali Asgar) Leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well. Leadership redefines people’s missions and visions, renews their commitment, and restructures their systems for goal accomplishment through a relationship of mutual stimulation and elevation that converts followers into leaders and leaders into moral agents. Now what are the characteristics of a leader? There are 4 common characteristics: Intellectual Stimulation, Individualized Consideration, Inspirational Motivation, and Idealized Influence Ref: http://www.brighthub.com/office/home/articles/71743.aspx
- (Faisal Ahmad) Leaders raise their followers’ awareness regarding problems and develop their capability to solve such problems in many ways. This process involves TGROW model. 1. What is the specific topic? – Define the topic 2. How can I support you now? Or What outcome do you want to achieve? – Define the goal 3. What is the current situation? – Define reality on the ground 4. What could you do? (offer suggestions) – What are the options we have 5. What will you do? – What is the best option to choose
- (Mohammad Muhit Reza) Individualized Consideration involves 7 actions: 1. (Accept and celebrate differences) One of the biggest challenges we experience in relationships is that we are all different. Peoples are different and we must admit it to treat them differently. 2. (Listen effectively) Listening is a crucial skill in boosting another person’s self-esteem. You need to listen the concerns as well as the opinion of your subordinate to make him proud. 3. (Give people your time) Giving time to people is also a huge gift. In a world where time is of the essence and we are trying to fit in more than one lifetime, we don’t always have the time to give to our loved ones, friends, and work colleagues. 4. (Develop your communication skills) Communication occurs when someone understands you, not just when you speak. Make your communications in a you-view point so that your reportee understands. 5. (Learn to give and take feedback) Feedback is the food of progress, and while it may not always taste great, it can be very good for you. The ability to provide constructive feedback to others helps them to tap into their personal potential and can help to forge positive and mutually beneficial relationships. From your own personal perspective, any feedback you receive is free information and you can choose whether you want to take it on board or not. It can help you to tap into your blind spot and get a different perspective. 6. (Learn to trust more) “To trust is more important than love.” No love will last without equal amounts of respect and trust. 8. (Develop empathy) People will forget what you said, people will forget what you did, but people will never forget how you made them feel. Empathy and understanding builds connection between people. It also means “reading” another person’s inner state and interpreting it in a way that will help the other person and offer support and develop mutual trust. Ref: http://www.trainingmag.com/content/8-tips-developing-positive-relationships
- (Mohammad Muhit Reza) Now, let’s see a video on how much it costs to have a unhappy employee. (S M Daniel Jawad) As you saw in the video, in US, USD 370 billion is the cost of lost productivity of dis-engaged workers and USD 0.4 million is cost of lost productivity of unhappy employees.
- (S M Daniel Jawad) Inspiration works as a catalyst, it’s power comes when it is placed in combination with other leadership attributes. There are a selection of twelve behaviors that you can apply now: 1. (Use emotions more frequently) - express heartfelt appreciation, get excited about organizational success. Show energy and enthusiasm 2. (Reach out to people) - Find more ways to interact with your subordinates. Practice management by walking around. Initiate conversations and be constructive. 3. (Set an aggressive target) - with the involvement of your team members, set a target that will stretch the group. 4. (Create a vivid picture of the organization three years from now) - Get each person to identify how this affects their job. Align systems and initiatives around the vision. 5. (Practice lavish communication) – Take time to be comprehensive by being attentive in passing on information that you collect to your colleagues. Controlling information is not inspiring. 6. (Delegate tasks with the development of the other person in mind) - Delegation can be elevated to an important discussion and can be wrapped with important messages that inspire and that generate positive motivation. Ref: http://www.leadershipnow.com/leadingblog/2010/02/12_behaviors_you_can_practice.html
- (Md. Khairul Alam) 7. (Make having a personal development plan a priority) - Create positive consequences for having a personal development plan in place and for pursuing it. 8. (Schedule regular coaching sessions with each subordinate) - Make yourself available. Also, leaders who are strong in self-development are very frequently rated higher on their ability to coach and develop others. 9. (Involve more people in decision making on every important issue) - Seeking the opinion of others communicates that what they are doing is important and it conveys respect and appreciation and strengthens the bond with the leader. 10. (Shower positive attention on new ideas) - If you have a “no” approach to new ideas, you will unconsciously close down creativity and innovation. So always appreciate new ideas. 11. (Be the example) - Demonstrate to your colleagues with your actions what is valued by the organization. You may also need to selectively model behaviors that need to be emphasized in the organization. 12. (Take the first step) - Be the one to initiate changes, projects, or communication that is necessary for the organization. A leader is always defined by being a initiator. Ref: http://www.leadershipnow.com/leadingblog/2010/02/12_behaviors_you_can_practice.html
- (Md. Khairul Alam) Idealized influence involves role modeling. There are 6 points about leadership and role models. 1. (Awareness) – leaders must open the doors of perception and see what’s inside. It’s to provide reality and see things in perspective. 2. (Commitment) - leaders help others become good leaders. 3. (Empathy) - leaders not only identify with others, but accept what others contribute. 4. (Foresight) - Being able to sense the unknowable and unforeseeable future gives leaders their “mojo”. As a leader, we must use good decision making skills and remember that a lack of decision making can be perceived as an ethical failure. 5. (Listening) - leaders naturally respond to a problem by listening first. True listening builds strength in others. 6. (Persuasion) - Whether it happens one person at a time or one action at a time, leaders are willing to use their talents and demand little from others. Even if it means standing aside and serving when asked. Ref: http://www.hrbartender.com/2013/leadership-and-management/6-qualities-in-a-leadership-role-model/
- (Md. Khairul Alam) So let’s become a leader not a manager who just manages for the betterment of the Organization and for you. Do you have any questions?