Supervisory development plan for enhancing leadership and collaboration skills

Supervisory Development Plan

Developmental Goals

Learning Strategies to Achieve Developmental Goals

Performance Gaps

Self-Assessment

Input from Others

Knowledge, Skills and Abilities for Supervisors

Implementation of the Developmental Plan

Being a supervisor means to drive performance and accountability for not only oneself but for the employees as well. In fact, by developing a supervisory development plan, one would be able to determine the strengths, weaknesses, and goals, which would eventually facilitate the individual to fulfill and match the expectations of others. Moreover, this plan would also aid the individual to be effective and fruitful as a supervisor for the entire organization (Lu, 2007).

With this intention, the supervisory development plan desires to achieve the developmental goals that would ensure the areas of concentration for learning new skills, knowledge, and abilities on a broad spectrum. I would perform self-assessment in order to identify the performance gaps, which would also include the inputs and feedbacks from others such as co-workers and superiors. Based on the feedbacks, I would identify the strategies and implement them so that the developmental goals can be achieved which were set earlier.

Developmental Goals

The principal motive with the developmental goal is to enrich the proficiency and effectiveness of myself so that I can work effectively and efficiently as a supervisor. In this regard, my core focus and attention is on enhancing my knowledge, skills, and abilities that are essential.

Considering the principal focus of being an effective supervisor, my first goal is collaboration with subordinates and peers. Through this goal, I want to improve and enhance the relationships with my subordinates and turn into a much better partner. Moreover, understanding their individual goals and needs is also an aspect of my goal with the intention to work together in strong partnership that can help achieve overall goals of all individuals. I need to have strong communication, motivational and listening skills.

My second goal is to increase the personal improvement (in terms of job satisfaction) and productivity. I need to have profound and comprehensive understanding about the existing organizational policies with research skills and analytical skills that can aid me in developing improved policies. The performance review of the employees (on the yearend) would determine the level of success of the goal.

Learning Strategies to Achieve Developmental Goals

In order to achieve my first goal, I need to be closely in touch with my subordinates and coworkers so that I am in a better position to gain an insight about their individual goals from the job. However, direct communication is one of the effective strategies that would enable me to supervise each employee while developing plans for overall goals of the organization.

Involvement and collaboration of all is essential because it would help them associate with their own developmental objectives, and hence every employee would be motivated to work in partnership because of the recognition of how teamwork would benefit them in achieving their own goals. Feedbacks from the subordinates and peers would help me in achieving my goal. Additionally, the performance evaluation in the team work by all (employees and supervisor) would also facilitate me in realizing how successful I have been in achieving my goal.

I would achieve my second goal by designing and developing strategies, procedures and policies that can provide the employees to have a substantial level of job satisfaction that can lead to escalated productivity. In order to create new and improved policies, I need to look at the past trends and developmental plans that have been used so that the failure achieved in the past is not repeated.

The budgets are an imperative aspect that needs to be considered with gravity during this phase. Again, the involvement, contribution and feedback from the company's stakeholders are required, as it would alleviate the process of change. The best practices of the industry and of the competitors would again be fruitful in developing the improvised version of the strategies that can help in achieving the goal and match the corporate culture as well.

Performance Gaps

Performance gaps are one of the elements that the supervisors must not ignore in order to alleviate the performance gaps and be an effective supervisor to the employees and subordinates.

Considering my developmental goals and strategies, my major weakness is the inadequate ability to alter the relationships according to the needs of the situation. This means that I face difficulty in being fair and biased as being a supervisor with all the colleagues and subordinates. Since I have different behavioral and personal relationship with different colleagues, thus, this problem occurs, as I cannot be strict and biased with all my subordinates when in a team. In this regard, I need to develop skills of being prejudice so that I equally treat all my team members and have a balanced discipline irrespective of the relationship that I have with them.

Another area of my weakness is the research skills, which needs improvement. Since working as a supervisor, policies development is a major aspect (which needs extensive research on the industry best practices). Therefore, I need to work in this area that can enhance my research skills, for which I can seek guidance and help from my superiors and fellow supervisors who have been involved in such related activities. Since they have been working on the mentioned skill, thus they would be in a better position to provide me with proper guidance and advice. This skill is improved over time by extensive practice, which would aid me in gaining knowledge and experience to a satisfactory level.

Self-Assessment

The understanding of KSA (knowledge, skills and abilities) is essential because it directs the supervisors towards growth, since the individual would be well aware of his strengths and areas of improvement. The self-assessment practice is the outline of my strengths that I possessed, which adds my capability as a supervisor.

As being a supervisor, I had the opportunity to enhance and enrich many of my skills because of working in close contact with my supervisors. I developed the skills of handling and coping up the complex problems that the supervisors have to face in mundane as well as specific situations. On the other hand, my knowledge that I gained over the years of my professional experience in association with handling complex problems, I am not confident that I can confront the complex problems of supervisor with proficiency.

Working in collaboration with my superiors, I have also cultivated my leadership skills, which plays a substantial role as being a supervisor. I have also developed skill where I can maximally utilize the strengths of my subordinates and how their weakness can be prevailed over. This skill largely facilitates my when motivating subordinates with their job duties through which not only the overall team objectives are met but also aids them at personal level.

Implementation of the Developmental Plan

The practical implantation of the supervisory development plan initiates from the learning strategies that have been defined in order to achieve the goals that the supervisor has set for himself. This developmental plan is not practiced for a specific period, rather it is an ongoing and permanent process that one should consider with gravity to become an effective supervisor. The training programs are also an approach that an individual can enroll to, but the application or implementation ought to be at the workplace.

Tracking of motivational techniques and skills which produces the maximum results enables the individual to be an effective supervisor. Besides, the weak areas that have been identified in the performance gap should also be considered with gravity and measures should be taken to improve and enhance those skills in which the individual is lacking.

The implementation phase must not eliminate or prohibit the feedback portion for the reason that feedbacks is one of the powerful method that can keep the track of the improvements that the supervisor is going through. Indeed, feedbacks and responses should be gathered periodically, as it would help the individual alleviate the performance gap.

The implementation of the development plan is the phase where the supervisor requests for additional jobs from the supervisors. This is particularly due to the reason that the individual is well prepared with his knowledge, skills and abilities related to the business and employees that can to prove his efficiency as a supervisor.

Conclusion

A flexible supervisory development plan is the key determinant to successful supervision, because no one is completely aware of the exact knowledge, skills, and abilities that would be required. Keeping this in mind, the plan is designed and created where developmental goals and is set that can ensure improvements to the supervisor with his/her abilities and overcome the weaknesses. However, it is prudent to note that all the goals are measurable that are planned over time frames in order to complete and achieve effective outputs. The time frame is like a driving force that facilitates the individual in achieving his/her developmental goals.