Essentials of - minnesotanonprofits.org Worry / Anxiety shoulds Problems Overwhelm Fear Suffering Complacency Tolerations Victim Thinking Challenges Defensiveness Essentials of Supervision

Essentials of Supervision 2014 Nonprofit Essentials Conference

Lisa Negstad Negstad Consulting LLC

[email protected] 618-3511

Minnesota Council of Nonprofitswww.MinnesotaNonprofits.org

Essentials of Supervision

Do Happier People Work Harder?


Engaged Employees

Mission Impact


Happy employees have on average: 31% higher productivity

37% higher sales

3x higher creativity— Meta-analysis of 225 academic studies

by Lyubomirsky, King and Diener


“ A heightened emotional connection that an employee feels for her organization, that influences her to exert greater discretionary effort to her work.” — David Rock

Engagement is …


Gallup poll found that only 29% of employees are engaged in their jobs.

Right Management in recent online survey found that 19% of employees are satisfied; 16% are somewhat satisfied; 21% are somewhat dissatisfied and 44% are unsatisfied

Mercer study of 30,000 workers worldwide: 32% of workers in the US wanted to find new work.

3 Studies:


Employees don’t quit organizations,


Employees don’t quit organizations, they quit bosses.


badbossology.com


badbossology.com

ebosswatch.com


badbossology.com

ebosswatch.com

reallybadboss.com


badbossology.com

ebosswatch.com

reallybadboss.com

bigbadboss.com


badbossology.com

ebosswatch.com

reallybadboss.com

bigbadboss.com

badbosses.net


Think of the best experience you have had with a supervisor. What was one thing that supervisor did that contributed to your positive experience?


1.


2.


3.



1.


Role of Supervisor


Best Self Map © Karen Tax and Associates

Authentic

Best Self

Happy

CourageousEnergized

Flexible

Appreciative

CuriousStrong

FlowingConfident

Open

Calm

Present

Passionate

KnowledgeableClear

martyr thinking

busyness

Disappointment

Struggle

Doubt

Unknown

Blame

ComparisonsSacrificeConflict Worry / Anxiety

shoulds

Problems

Overwhelm

FearSuffering

Complacency

TolerationsVictim Thinking

ChallengesDefensiveness


Awareness


“ In observing leaders for 40 years, I have never seen one fail for lack of IQ. But I have seen hundreds fail who lacked emotional intelligence.” — Bill George


Emotional Intelligence

Step 1: Self-Awareness

Step 2: Self-Management


Four Horsemen of the Apocalypse — by John Gottman

Criticism (finding fault/judging)

Contempt (disdain/scorn)

Defensiveness (seeing yourself as victim)

Stonewalling (silence/withdrawing)


2.


What makes your employee tick?


Golden Rule


“ Every great manager’s first response – no matter the situation – is always to think about the individual concerned and how things can be arranged to help that individual experience success.” — Marcus Buckingham


LeversStrengths/Weaknesses

Motivations

Learning Style


9% employee engagement increased to 73% when the organization focused on employee’s strengths. — Gallup


“ Millennials want to hear the truth from their bosses, they want feedback and they want it right away.” — Nonprofit Quarterly


3.


Coach Approach


Coach Approach________________________________

Build Trust


Coach Approach________________________________

Build Trust________________________________

Critical Skills


Coach Approach


1. Be a good coach • Provide specific,

constructive feedback, balancing the negative and the positive.

• Have regular one-on-ones, presenting solutions to problems tailored to your employee’s specific strengths.


A development model where employees are invited to explore learning – with the assumption that they are capable of growing, acquiring new knowledge, and succeeding.

Coaching is …


Coach approach assumes everyone has the blueprint for success within his/herself.


Boss vs. Coach


Coach ApproachCheck Yourself1.

Question3.

Listen2.


Coach Approach________________________________

Build Trust________________________________

Critical Skills


“ Chance of employees being engaged at work is just 1 in 12 when they do not trust the company’s leaders. Rises to 1 in 2 if they trust the organization’s leaders.” — Gallup Poll


Trust starts with you being trustworthy.


We often judge others by their behaviors and ourselves by our intentions.


Julio Olalla’s Trust Model

sincerity

reliability

competency


Ways to Build Sincerity• Mean what you say and say what you mean

• Align your words and actions

• Ensure consistency - saying the same thing to different individuals

• Be intentional about your expectations (check understanding with others)


Ways to Build Competency• Clarify the areas where you think you

are competent

• Identify the areas where you do not have skills, knowledge or capacity

• When you don’t know something, say so

• Ask for performance feedback from others


Ways to Build Reliability• Keep commitments that you make

• Before you respond to a request, make sure you can do what is asked

• When you make offers to people, be clear about what you will do and what you won’t do

• If you aren’t sure if a conversation is requiring a commitment, ask.


Coach Approach________________________________

Build Trust________________________________

Critical Skills


Critical SkillsStructuring / On-boarding

Selecting

Goal Setting

Guiding

Supporting

Feedback


StructuringInvolves creating a positive environment and context for the position by...• showing how the position contributes to the

mission of the organization

• writing a clear job description

• clarifying “how” the work should be done – e.g. key values/behaviors

• determining the non-negotiables of the job

• allowing for employee involvement in the structuring of the position


SelectingSuccessfully recruiting for the position by...• being proactive in searching for the best candidates

• considering the strengths and profile of the best candidate

• taking into account how the candidate will complement the rest of your staff team

• carefully designing interview questions

• designing an interview process that includes informal time to try and get “a sense of the candidate”


Goal SettingInvolves supporting the employee to...• set clear results-based goals for the work

• foster employee ownership of work and results


GuidingEnsuring employees are on the “right path.” It involves...• regular employee check-ins to field questions and ideas

• offering affirmations and correcting course when needed


SupportingIs being a champion for an employee within the organization by...• helping employee to work around obstacles

• ensuring employee has the right tools and resources to get the job done

• advocating for your employee throughout the organization

• watching for opportunities to link employee’s work to other areas inside and outside of the organization.


Critical SkillsStructuring

Selecting

Goal Setting

Guiding

Supporting

Feedback


cost cost

cost cost

we think

actually

don’t confront confront


Feedback:C = ConnectO = ObservationI = ImpactN = Next Steps


3.

1.2.


Thank YouInterested in more supervisor tips? Visit our website to join our email list and receive our newsletter: Minutes www.NegstadConsulting.com

Essentials of - minnesotanonprofits.org Worry / Anxiety shoulds Problems Overwhelm Fear Suffering Complacency Tolerations Victim Thinking Challenges Defensiveness Essentials of Supervision

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