Okay, you have been promoted to “Supervisor” and you are doing some self-examination to decide how to handle the people who are now your responsibility. Since you most likely have no experience in this area, it can be a daunting task. Actually, there is no “can be” about it. IT IS a daunting task. So, what are the options? You will be a “Supervisor” but will you be a “Boss” or a “Leader?” Note Lists below:
BOSS
Push employees
Punish employees
Live by policies and regulations
Withhold authority
Withhold information
Quick-tempered
Zero mistake environment
Talk AT employees
Want to be heard
LEADER
Motivate people
Challenge people
Recognize quality work
Explain their vision
Encourage creativity
Delegate meaningful work
Exemplify integrity
Team oriented
Talk WITH employees
Want to listen
Empower people
Demonstrate confidence
I have shown these lists well over a hundred times, let the audience read them, and asked the question, “Which one would you like to work for?” Without exception, everyone picks the “Leader,” even the ones I know are a “Boss” in real life!
It’s a good idea to decide what type of supervisor you want to be. What characteristics do you want to exemplify? How do you want to relate to the people who work for you? (Remember, we only use the words, “Work for you” in an academic sense. When we speak naturally to others, we use, “Work with you” which emphatically, communicates your team attitude.)
When you see the characteristics listed, it is obvious, that the leader is better on every level. (Leadership characteristics will be covered, in detail, in the next article.) So, then why do we have so many bosses hanging around? Perhaps, and I’m being serious here, it’s because nobody has given them any feedback. Nobody has given them meaningful feedback on their leadership skills and responsibilities.
If there is a “boss” reading this right now, what is it that makes you believe your way of leading people works well? Is it because you get instant results? You might — for a short time. But the intelligent person will not put up with being bullied into doing work. Nor will they silently accept an oppressive boss who has no time to listen to someone else’s ideas. They will not be punished and they will not live in a world where mistakes lead to loud verbal reprimands. They will leave. Vote with their feet. Quit. And go find another job someplace else where they are treated as intelligent human beings. Meanwhile, your “turnover” will continue to grow. Remember: the number one reason people leave their job is because of their supervisor. People do not quit their company; they leave their supervisors.
In the majority of cases, people are promoted up through the ranks because they did a good job and someone thought they should be a supervisor, so, they were promoted. Unfortunately, there was no “training or education” that went along with that promotion, so these people are doing the best they can with what they have. Their “people skills” are not what they should be in order to lead people. Their basics of good leadership haven’t been honed yet. People who fall into the “Boss” category could change dramatically if they learned how to deal with people more effectively and were willing to make that change. Hence, the reason for this article…ask yourself the questions: “Out of all the characteristics listed above in the diagram, which ones do I honestly possess and use? And which ones do I need to develop or improve upon?”
Leaders create the space people want to work in; leaders defend, know, educate, and praise their people; leaders know how to motivate their people, and leaders are selfless.
Quote of the day: “It’s not about groping and hoarding. It’s about giving it away and letting it go.”