Readers' Comments
Total Comments: 24
Page 1 of 4
Page 1 of 4
« Previous | Next »
What I Have Learned About Supervision - Mostly The Hard Way
Total Comments: 24
Page 1 of 4
Page 1 of 4
« Previous | Next »
Free Email Newsletter
| Close | Change | YTD | |
| G | $12.6959 | +0.0013 | +3.39% |
| F | $11.9530 | -0.0247 | +0.19% |
| C | $9.2824 | -0.6039 | -43.95% |
| S | $10.1934 | -0.8828 | -48.49% |
| I | $12.0957 | -0.7697 | -51.15% |
| Close | Change | YTD | |
| L 2040 | $11.0060 | -0.6167 | -39.66% |
| L 2030 | $11.2839 | -0.5499 | -35.19% |
| L 2020 | $11.6920 | -0.4696 | -29.78% |
| L 2010 | $13.1320 | -0.2608 | -15.06% |
| L Income | $12.3301 | -0.1593 | -8.46% |
November 20, 2008
Search:
Custom Search
Home | About Us | FAQ's |
Site Map | Terms of Use |
Privacy Policy |
RSS 
© 2008 FedSmith Inc. All Rights Reserved.
A great list!
NWS
Mon Jul 21, 2008 8:02 AM
Post Reply
As a former supervisor in the military, I have hands-on experience with each of these items. Some I did well; some not so much. Item 6 is something most supervisors don't think about, but it's incredibly important. There is nothing more "unfair" than treating subordinates equally. Any personnel management course will talk about motivation, and each subordinate has different motivations. To expect a subordinate to motivated by an action just because it worked with someone else is unrealistic, and is occasionally a show of laziness on the part of the supervisor.
Item 8 is also important. There was a time in the military when an officer was judged based on the success of his subordinates. The Air Force moved away from that somewhat in the past decade, much to it's detriment (in my opinion). An organization that encourages the success of subordinates will always be more successful than one that doesn't. Making sure your subordinates get due credit pays dividends.
General
Dfus
Mon Jul 21, 2008 8:16 AM
Post Reply
For this article, one must ask the percentage of super's that read and understand it. I bet most of them don't, because I don't trust many of them at all in todays world.
ACTIONS
USCG
Mon Jul 21, 2008 8:29 AM
Post Reply
I believe that if you are just letting your supervisor know of a potential situation and you ask them not to act on the information, then they should honor your request. I have a supervisor that needs to know the potential problems and when told she acts immediately, making your co-workers think that you have ratted them out. Not a good situation to be in. Consequentially, this supervisor gets only the essential information needed to pass on at staff meetings.
Qualities of a good supervisor
SSA
Mon Jul 21, 2008 8:32 AM
Post Reply
I wish my supervisor possessed these traits. At least one or two, anyway!
Oops, I screwed up, sorry!
Int.
Mon Jul 21, 2008 8:35 AM
Post Reply
Twenty years plus in the gov and have seen all types of mgrs and sups, good and not so good. Number eight needs to go farther and show that supervisors/managers do screw up now and then. When they do they need to admit they screwed up and if it affected the work group they need to say they are sorry for screwing up...you know, show that they are human too!
re: What I Have Learned About Supervision
DoD Inspector General
Mon Jul 21, 2008 8:38 AM
Post Reply
The best supervisor I ever had demonstrated two outstanding qualities. First, he was courageous in defending his beliefs and standing up for his staff. Second, he was loyal to his staff. In 33 years of federal service, I never saw anyone demonstrate those two qualities as he did.
By the way, his name was Bryan Flynn, formerly with the DoD Inspector General and then with the CPA and State Department.
Good Article
VA
Mon Jul 21, 2008 8:47 AM
Post Reply
This is a good article Steve. Supervisors and Managers will have good sucess with the points and the employees will make the supervisor shine! This will also give the employees some pride in the agency's mission.
But employees must also realize that supervisors must get the agency's mission accomplished through their employeesand many supervisor come from the rank and file.