Critical supervisory roles and transformational leadership challenges

Supervisory Plan of Action

What are your critical roles and responsibilities relative to supervising the team?

As a supervisor of the team, there are critical roles and responsibilities that I have to play. Supervision implies overseeing the team members at work at the marketing level and my key job encompasses the management of employees at operative level of management. One of the key roles as a supervisor will be that of a planner, where I have to undertake the everyday planning of work schedules of the marketing team and also allot the work to different personnel according to their capabilities. Secondly, there is the role of a manager, where in this case as a supervisor I will be part of the management team and function as an operative manager. The third role as a supervisor is as a guide and leader, which encompasses providing leadership to the team members by directing the manner in which they should perform their day-to-day tasks. Another role as a supervisor is as a mediator. As a supervisor, I will operate as an intermediary between the personnel and management. I will operate as the representative of the personnel and the management as well (Management Study Guide, n.d.).

Another critical role and responsibilities relative to supervising the team is functioning as an operator. Being the supervisor, I will be expected to enforce restraint, which takes into account checking the progress of work compared to the time schedule, undertaking records of work performances in different intervals and noting any deviances (Management Study Guide, n.d.). Lastly, there is the counseling role where the supervisor acts as an advisor and counselor to solve the problems that might arise. I have to undertake this role in order to form proper relations and collaboration amongst personnel. This encompasses not just listening to their complaints but also solving issues and providing employee satisfaction (Management Study Guide, n.d.).

How will you communicate with your employees?

Communication is an imperative element of supervision as approximately eighty percent of the time spent by the supervisor encompasses verbal communication. One of the key ways in which I will communicate with employees is through flexibility. Therefore, the mode of communication should be aligned with the different personnel and being cognizant of how to convey information to all individuals. What is more, I will have to ascertain that my body language matches with the information I am trying to communicate and convey. This is imperative because at times, individuals get upset not because of what is said, but rather how it is said (Longoria, 2014).

I will also communicate using both verbal and non-verbal styles of communication. I will also ensure that I espouse and balance my style of communication with thoughtfulness and proficiency, thereby ensuring that I attain respect and proper relation with the employees (Longoria, 2014). Therefore, I will apply both assertive and passive styles of communication in alignment with the situation and conditions. For instance, there will be instances when I will have to inspire and motivate personnel to accomplish a daunting task. On the other hand, when the personnel fully grasp the steps required to finish the task, then I can apply a more passive style of communication permitting them to take on more responsibility. What is more, I will make certain that I do not appear as authoritative, nor impulsive (Longoria, 2014).

How you will motivate and inspire performance from your team?

There are ways that I will employ to motivate and inspire performance from my team. To begin with, I will not tell personnel why they need to perform better, but rather clearly explain to them why their individual and collective contributions will be beneficial in solving problems and contribute to the progression and development of the team. Secondly, I will make it clear to the team that their hard work and efforts make a significant difference for the team and not just with respect to profitability but rather more to influencing the community and society overall. In addition, I will also pay a great deal of attention and genuinely care for the members of the team. By showing to employees that I effectively understand their inclinations, attitudes and behaviors will largely motivate them. I will also allow the team members to be part of the innovation and not just in coming up with concepts. Generating ideas is significant, but allowing the team members to be a part of executing such ides to the point they come to life is inspiring and motivating for them (Llopis, 2013).

What tools you will use to problem-solve and make the tough supervisory decisions?

Tools for problem solving and decision-making are imperative in ensuring that effective actions are undertaken. One of the effective tools that will be used for making decisions is the seven-step problem solving decision-making process. This tool will be beneficial in providing guidance for solving problems and undertaking sound and timely decisions. These seven steps include identifying the problem, gathering the facts and assumptions and developing courses of action. Thereafter an analysis is made and alternative courses of action are taken into consideration. Subsequently a decision is made, which is the ideal course of action. The sixth step is making a plan and finally implementing the plan and evaluating the results (Shippel, 2014). Another technique to utilize is the Root Cause Analysis tool. This will be beneficial in problem solving as it attempts to follow a problem right from its origins, in order to establish a basis on how and why it took place and coming up with the most effective way of resolving such an issue (Mind Tools, n.d.). This would also help in avoiding recurrence of similar situations on future.

How will you address a disciplinary problem should one arise from a member of your team?

As a leader of the department, it is imperative to execute incessant and impartial disciplinary policies for dealing with instances of employee misbehavior and misconduct. One of the key ways will be to consider the disciplinary issue and relate it with the disciplinary policy instituted by the organization. Such policies will outline what is deemed fitting and suitable for pre-empting such employee behavior. Another element will be implementing such policy towards misconduct across the board. The manner in which one employee is treated for misconduct will be applied to all personnel, regardless of their rank and status within the team and department (Massad, 2005).

As occurrences come about, there will be inquiries to respond to and decisions to make. The immediate thing I will take into consideration is whether the disciplinary issue is a minor one, a first offense incident or a repeat offense. In particular, if it is the first time, then I would handle such instances with a verbal warning or a written counseling statement. When such incidents recur, then this will cause the employee to be suspended and if it is severe then a termination would be under consideration (Massad, 2005).

How will you lead a diverse workforce?

In the contemporary, a diverse workforce is a reality for just about all organizations. There are ways in which I will lead a diverse workforce toward the realization of organizational goals and objectives and at the same time be able to recognize the differences between individuals. One of these ways will be to offer diversity awareness programs and training. This will encompass arranging staff meetings together with other personnel assemblies as a chance to emphasize on the significance of open-mindedness in the workplace and the acceptance of differences. What is more, I will also frequently send out official forms and emails encouraging the workforce to appreciate and embrace the diversity within the organization (Johnston, n.d.).

Another element will be through generating an inclusive work setting. This will encompass defined norms and clear instructions about acceptable language and behavior when interacting with women and minorities. In particular, being in the marketing department of the organization, I will make certain that advertisements and promotions do not center on making adversarial comments or show disrespect (even if inadvertently) on race, gender, or disability status. What is more, the personnel will be encouraged to air any views, opinions and complains that encompass discrimination or such associated matters (Johnston, n.d.). Another action will take into account how to deal with conflicts that emanate between the organizational culture and employees. In particular, it is anticipated that there are certain times when the values of individual personnel will be in conflict with the organizational values. In such instances, I will demonstrate understanding and thoughtfulness to their opinions and views and at the same time also request personnel to be understanding towards the company needs (Johnston, n.d.).

I will also ensure that all employees are involved and take part in a conciliatory practice and this will facilitate coming up with agreements that are satisfactory for all parties. Lastly, I will institute collective significances for behavior. In particular, I will convey an expectation that every personnel will stick to the company rules and will be penalized for going against such rules. This will be regardless of the diverse background that the personnel come from. This will be imperative to make sure that all personnel have a sense of equality and are satisfied by the style of leadership utilized (Johnston, n.d.).