essay qualities of supervisor

24 Key Qualities of a Good Supervisor (Traits and Skills)

By Status.net Editorial Team on February 6, 2024 — 10 minutes to read

Communication Skills

Effective supervisors are masters at conveying information and understanding the needs of their team. They ensure clarity and build trust through consistent and thoughtful communication.

1. Active Listening

Listening isn’t just about hearing words; it’s about fully grasping the speaker’s message and context. For instance, when an employee is sharing a concern, you listen to not only to the content but also to the underlying emotions to comprehend the full message. Another example is during team meetings where you show attentiveness by summarizing points made by your colleagues, indicating that you value their input and understand their perspectives.

2. Clear Expression

You articulate instructions and expectations using simple language to eliminate confusion. For example, when assigning a task, instead of just mentioning the task, you also clearly define the deadline and quality standards expected. Or, when discussing complex projects, you break down tasks into smaller, more manageable pieces, which makes it easier for your team to digest and act upon the information.

3. Feedback Delivery

The way you provide feedback can significantly influence your team’s morale and productivity. Instead of making vague statements like “you need to improve,” you give specific, actionable advice such as “increasing your report accuracy will help the team meet its quality objectives.” When recognizing good performance, you highlight particular achievements, like “your comprehensive market analysis gave us valuable insights that led to a successful campaign.”

Leadership and Vision

A good supervisor leads by example and sets clear, achievable visions for their team. They steer their colleagues towards a well-defined goal and are adept at making sound decisions.

4. Inspiring Confidence

Inspiring confidence means you display a level of certainty and positivity that your team can feel. For instance, when facing a critical project, you reassure your team by breaking down the project into manageable tasks and showcasing your trust in their abilities. By recognizing and praising team members for their contributions, you build their self-esteem, motivating them to perform at their best.

5. Strategic Planning

Strategic planning requires you to identify long-term goals and the steps necessary to achieve them. You might analyze market trends to set realistic targets for your team, or you might develop a workflow that maximizes team efficiency. For example, after noticing a pattern of increased client demand, you revamp your team’s schedule to ensure deadlines are met.

6. Decision Making

Effective decision making entails choosing the best course of action, often under pressure. You might weigh the pros and cons of a new software before implementing it to streamline team operations, or decide to reallocate resources to where they’re needed most, such as moving staff from a slow project to a busier one. Your ability to act decisively impacts team success and demonstrates your leadership.

Emotional Intelligence

Emotional intelligence is the ability to perceive, control, and assess emotions. As a supervisor, possessing high emotional intelligence can significantly improve your team’s morale and productivity.

Empathy means understanding the feelings of others and responding with care. If your employee is facing personal challenges, taking time to listen and showing genuine concern can make a big difference. For example, you might rearrange their workload temporarily or provide resources for support. Or, if a team member is excited about a personal milestone, sharing in their happiness can boost team solidarity.

8. Self-Awareness

Self-awareness is recognizing your own emotions and how they affect your behaviors and thoughts. An example is when you notice your frustration during a meeting and choose to take a moment before responding to avoid escalation. Another instance is being aware of your strengths and limitations when taking on projects, ensuring you delegate tasks effectively and set your team up for success.

9. Handling Conflict

Handling conflict effectively requires recognizing the emotions involved and navigating towards a resolution. When two team members disagree, you can mediate by acknowledging each side’s perspective and guiding them towards a compromise. For instance, if there’s a clash over project direction, you might host a meeting to discuss options openly and come to a democratic decision. Or, if tension is high between departments, you can promote interdepartmental collaboration to build empathy and understanding.

Team Management

10. delegation.

You enhance team efficiency when you delegate tasks based on each member’s strengths and skills. Example: Assigning the quarterly financial report to your accountant who has a keen eye for detail and deadlines. Another is giving the responsibility of leading a project team to a staff member who has consistently shown leadership qualities and excellent problem-solving skills.

11. Task Coordination

Keeping your team in sync with ongoing projects and deadlines means managing the workflow so tasks are completed in a logical order. Example: You set up weekly meetings to update the team on project progress and adjust timelines accordingly. Additionally, you use project management software to keep everyone informed of their responsibilities and the status of their tasks.

12. Performance Monitoring

You ensure that the team is on track and individuals are performing to expectations by regularly evaluating their work. Example: You hold 1-on-1 meetings to give personalized feedback or use performance metrics to provide concrete data about their work. Another case could be recognizing exceptional work in team meetings, reinforcing that high performance is noticed and valued.

Mentorship and Development

13. coaching team members.

As a supervisor, you have the chance to lead by example. This means showing your team how to handle complex projects while still respecting deadlines and quality standards. For instance, if a team member struggles with time management, you might sit down with them to create a tailored daily plan. Another example is conducting regular one-on-one meetings where you discuss specific challenges and provide feedback that helps your team members improve their performance.

14. Encouraging Professional Growth

You should create opportunities for your team to learn and advance in their careers. This could involve setting aside budget for workshops or online courses. Encourage your team members to attend industry conferences, which can be a turning point in their professional development. Offer support when someone expresses interest in acquiring a new certification that could benefit their role and the company.

15. Recognizing Potential

Seeing someone’s untapped potential is a true skill, and guiding them to realize it is even more rewarding. If you notice a team member has a knack for public speaking, you might suggest they lead the next team presentation. When someone consistently goes above and beyond, you could recommend them for a leadership training program, paving the way for a future managerial role. Recognizing and acting on these opportunities helps individuals feel valued and can significantly boost morale.

Adaptability

In the dynamic landscape of business, your ability to adapt to changing conditions and unexpected challenges is pivotal for supervisory success. Let’s break down what this entails through key adaptability traits.

16. Openness to Change

You’ll demonstrate your adaptability through a willingness to embrace new situations and alter your methods when necessary. For instance, if your company undergoes a merger, you may need to integrate new staff or adopt different procedures quickly. You might also encounter shifts in market trends that require a change in your team’s direction to stay competitive. Your openness in these scenarios shows not only flexibility but also sets a positive example for your team to follow.

17. Problem Solving

Your adaptability manifests in problem-solving when unforeseen issues arise. Say a critical software your team relies on fails; you need to identify alternative solutions or workarounds until the issue is resolved. Another example could be losing a key team member unexpectedly, where you’ll step up to redistribute the workload efficiently while maintaining morale and productivity.

18. Innovation

Encouraging innovation is part of being an adaptable supervisor. For instance, seeking out new technologies to streamline processes shows foresight and adaptability. Similarly, if you’re faced with budget cuts, rather than compromising on quality, you might champion the adoption of cost-effective practices or find inventive ways to do more with less, such as implementing cross-training among team members to enhance versatility.

Accountability

Accountability in a supervisory role means you take ownership of your actions and decisions, and ensure that they align with the broader goals of your team and organization.

19. Setting Expectations

As a supervisor, you must clearly define what you expect from each team member. For example, if you need a report by Friday, make it known upfront and provide the specifics on format and content. Another aspect is defining quality standards, so if you expect customer queries to be resolved within 24 hours, you must communicate this to your team explicitly.

20. Follow-Through

Following through on commitments is a tangible demonstration of accountability. If you arrange a meeting to discuss project progress, ensure you are there on time and prepared. When you promise to provide resources to your team, work diligently to deliver them as promised. An example includes supporting a team member’s proposal by advocating for it in a management meeting.

21. Taking Responsibility

Taking responsibility is integral to good supervision. When mistakes happen, acknowledge them and focus on solutions rather than assigning blame. For instance, if your team misses a deadline, analyze the breakdown together and identify steps to prevent future occurrences. Own up to your part in any setbacks and use them as learning opportunities to improve team performance moving forward.

Organizational Skills

Effective supervisors excel in organizing their tasks, team, and environment. Good organizational skills include efficient time management, strategic resource allocation, and sensible prioritization, all of which contribute to a smooth-running workplace.

22. Time Management

You understand that every minute counts when leading a team. Through time management, you adeptly schedule meetings to avoid overlapping with peak productivity hours. For instance, you might hold brief, standing morning huddles to set the day’s agenda, ensuring everyone knows their tasks without eating into crucial working time. You might also use digital calendars to track deadlines and appointments, allowing you and your team to prepare in advance.

23. Resource Allocation

Allocation of resources is where you shine by assigning the right personnel to the appropriate tasks. Imagine you’re working on a project that needs both creative input and analytical rigor. You assign the creative part to your most artistic team member, while the data analysis goes to the staffer with a knack for numbers. Additionally, you ensure that office supplies and equipment are accessible to those who need them most, avoiding last-minute scrambles before big presentations.

24. Prioritization

Prioritization means knowing which tasks will drive the most value and tackling them first. You identify key deliverables and set milestones. For example, ahead of a product launch, you ensure that the marketing materials are ready before fine-tuning minor website adjustments. This also extends to dealing with customer queries, where you might prioritize urgent complaints to maintain service quality and client satisfaction.

Frequently Asked Questions

How can effective communication skills benefit a supervisor in their role.

Good communication skills allow you to convey your ideas and expectations clearly, leading to better understanding and teamwork. For example, you might use open-ended questions to encourage dialogue or regularly hold team meetings to ensure everyone is on the same page.

Can you provide examples of leadership strategies that a successful supervisor might use?

A successful supervisor might use transformational leadership, which includes motivating and empowering your team to achieve more than they thought possible. An example would be setting challenging but attainable goals and celebrating achievements to motivate team members.

What are some examples of the ways a supervisor can demonstrate organizational skills?

Demonstrating organizational skills could mean maintaining a well-organized schedule that balances team workload effectively. For instance, you might use project management tools to delegate tasks and track progress, ensuring deadlines are met without overwhelming your team.

How does a positive attitude impact the performance of a supervisor and their team?

A positive attitude can be infectious, leading to an uplifting work environment. As a supervisor, showing optimism in the face of challenges can instill confidence in your team and encourage them to approach tasks with a can-do mindset.

In what ways can a supervisor’s ability to resolve conflicts contribute to a productive workplace?

Your ability to resolve conflicts can maintain harmony and collaboration among team members. For example, by mediating a disagreement and finding a compromise, you help ensure that minor issues don’t escalate and distract from work goals.

Can you give examples of how a supervisor can use their problem-solving skills effectively?

You can demonstrate problem-solving skills by actively listening to concerns, analyzing the situation, and identifying the root cause. For example, if there’s a bottleneck in production, you could redesign the workflow to eliminate inefficiency.

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Skills for Supervisors: 15 Qualities of a Good Supervisor

There are 15 essential leadership qualities of a good supervisor. This post will walk you through the hard and soft skills needed to operate as an effective supervisor and offer some advanced skills that can be implemented to further elevate your skills as a supervisor.

• Improve supervisor skills
• Measure performance
• Discover skill strengths

Table of Contents

Why are supervisor skills essential, effective communication, strong leadership, priority management, diversity awareness, guiding workloads, workload organization, staff development, managing performance, interpersonal skills, openness to advice, willingness to learn, advanced supervisory skills, delegating tasks, constructive criticism, adaptability.

These proficiencies are essential because they set the tone for the workplace. If someone is a  good supervisor , they can perform their job more efficiently and gain more respect from their peers and subordinates. Learning all the management skills needed to be an effective leader can be challenging, but you should note a few essential items.

A "supervisor" is anyone who directs and is responsible for the work of others. This person is familiar with their staff's daily work and receives direction from those who are responsible for decision-making and more significant strategy shifts for the company. Overall, they need to be able to:

• Communicate well with diverse groups in and out of the organization
• Utilize problem-solving skills, creativity, and critical thinking
• Demonstrate qualities like empathy, support, and concern
• Be able to develop their new employees based on their strengths

There are 15 essential skills supervisors need to possess to do their job as successfully as possible.

Communication skills are one of a good supervisor's most important assets. They need to assign projects clearly and communicate important information to staff regularly. Transparency is essential, and supervisors should strive to keep an open door for employees to approach them with their needs or issues.

Conflict can happen in a work environment. A good manager recognizes this and creates an effective method of minimizing friction and dealing with it when it takes place. Being a good listener and mediator is also vital in tricky situations.

The supervisor should serve as an example to their staff. They must assert leadership and make their employees want to follow them as they take their organization through regular business changes. A strong leader will encourage their group, improve teamwork and lead the way to success.

There are many tasks that a supervisor needs to deal with that require excellent critical thinking skills. With a high-level position comes more responsibilities and more decisions to be made. Critical thinking skills make the decision process more manageable.

Time management is essential in a business with deadlines and deliverables. Being able to juggle timelines and meet goals regularly means supervisors must be aware of when things need to be completed and how much time it takes to do them – plus getting their team to work on the same timeline.

Managers must also be able to structure the workload to ensure all projects are given the correct amount of priority and that high-priority projects are finished first. They need to be familiar with all company goals in order to determine which tasks are the most important.

Diversity is crucial in organizations today. A great manager recognizes this and encourages their company to continue working on company diversity and inclusion (D&I). The supervisor may even decide to join the team that works on D&I to help with the initiative more.

When issues in the workplace arise, supervisors should use their skills to handle them. Excellent problem-solving skills help a manager assess the situation at hand and develop an effective plan on how to tackle it.

Supervisors need to guide the overall work of their employees. Their view of work must be broader than that of their employees. Being an effective supervisor means understanding the bigger picture and adjusting work to accommodate that. They must give direction and carry it out purposefully, plan the workflow and give active direction to staff members.

Constantly changing office priorities means that a supervisor must continually organize the work. They need to consider the demands placed on the employees when they are organizing the workload. They should also recognize the employees' needs and listen to feedback when making work and organizational decisions.

A large role of a supervisor is developing personnel. Thorough and strategic employee development is essential for happy and satisfied staff, so supervisors should get to know their subordinates' strengths and ambitions so they can help them grow as valuable assets within the company. They should have a plan for the employee's development and set goals for how they can work on their weaknesses and contribute to projects where they are likely to succeed.

The supervisor is responsible for managing employee performance. They should continually coach direct reports on achieving their potential and set appropriate expectations. Managers should look at future projects, determine how well the employee should perform, and manage them accordingly. Occasionally, there may be performance problems with a team member. In this situation, the supervisor must calmly approach the issue and discuss a plan to overcome it.

Developing and maintaining good relationships with other departments is also vital. The supervisor wants to ensure both their employees and the organization meet their goals, so they should recognize the importance of working together cohesively.

Supervisors should look to their peers for advice and guidance when faced with a problem outside of their expertise. Issues can be assuaged when they have a mentor in their organization or field willing to offer advice when requested.

The last trait that supervisors should have is the willingness to learn and grow. While their team is learning, they too should be developing themselves in their careers and trying to learn as much as they can about both their subject matter and about supervising their employees in the best way possible.

You have the 15 essential leadership qualities of a good supervisor down, but that doesn’t mean that you can stop the learning there. Good leadership requires a continuous refining of your skills and qualities in order to more effectively lead your team and create a positive working environment.

Everyone knows about cognitive intelligence (IQ) but what about emotional intelligence (EQ)? Emotional intelligence is the ability to understand yourself and others. It allows you to be aware of your own emotions, understand how to manage them, and know how to handle interpersonal relations. Developing and nurturing your capacity for emotional intelligence by being self-aware and motivated allows you to interact with people on a more personal and meaningful level, leading to greater harmony in the workplace and increased productivity as communication and personal needs are met.

Delegating tasks is good not only for you but for those you work with. One of the keys to being a great leader is being able to delegate tasks to others. It relieves some of your own workload, but more importantly, it gives people the opportunity to expand their skill set and grow in their careers as they try their hand at new things. The important thing to remember is to make sure that the tasks you delegate to each individual are truly meant to help them learn and grow.

Being a good supervisor means you can adequately evaluate the efforts of your employees and provide tips on where they could improve and things that could help them improve. It's crucial to remember that this process is not about tearing the employee down, which can lead to a lack of motivation and engagement. The whole purpose is to build up the employee and unlock their greater potential. Likewise, c onstructive criticism is a two-way street. It’s not always about giving, but it’s also about receiving. Y ou may be lacking in certain areas as well, as we all are, and being able to take constructive criticism is equally important and will help you grow into a more successful supervisor.

While most people may not actually like change, being able to meet it head-on and roll with it is a skill that will serve supervisors well. Supervisors are constantly being met with a changing business landscape and the need to improve and build upon performance, relationships, goals, processes, and more. Supervisors who can adapt their methods and confidently lead change attain success not only for themselves but for their teams.

With these essential core competencies and additional advanced competencies, managers can effectively solve any supervisory issues they may encounter and prepare for future situations that require the oversight of a knowledgeable and dedicated supervisor.

Need more help with improving your supervisor skills? With the  Supervisory Skills Questionnaire , you'll learn how great supervisors are the vital link between your organization and others that you work with. The product is a combination of assessment, employee feedback, workbooks, and a half-day  supervisory skills training  program that equips supervisors with the skills they need to tackle the everyday challenges they face in the workplace.

Sumair Afzal - July 13, 2023 Very informative and helpful for grooming leading skills.

Aldo Arteaga - June 29, 2023 These core skills look more like those of a manager than a supervisor. A core skill of a supervisor is ‘delegation’ which I assume you might think is inside time management but, in my opinion, should be a core skill by itself.

Rhys Tay - June 15, 2023 Supervisor skills should consider the personality of himself or herself and adjust the work environment in a way fix that person personality. That let go those thinking where the norms is not accepted and improving the personality that will help the company’s achieve the objectives.

ashar azeem - July 1, 2022 very informative

Ruth Nyumbu - June 1, 2022 Thank you for sharing. It’s helpful

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About our author

Bradford r. glaser.

Brad is President and CEO of HRDQ, a publisher of soft-skills learning solutions, and HRDQ-U, an online community for learning professionals hosting webinars, workshops, and podcasts. His 35+ years of experience in adult learning and development have fostered his passion for improving the performance of organizations, teams, and individuals.

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The Characteristics of Effective Supervisors

by Eduardo Figueroa | Employee Training , Newsletter , Supervisor Training

THE CHARACTERISTICS OF AN EFFECTIVE SUPERVISOR ARE:

Being a great supervisor is essential for leading a team effectively and improving productivity., a good supervisor’s primary goal is to unite the team to achieve their objectives smoothly and without errors., to accomplish this, supervisors must possess specific important qualities, including good listening, communication skills, and teamwork., so, what are the qualities that make an effective supervisor, i posed this question to the participants in my supervisory training sessions and asked them to jot down their thoughts on the matter., surprisingly, their expectations were quite similar regarding the qualities they desire in their supervisors., sometimes, they believe that an effective supervisor is someone who appears professional and dresses neatly..

Our program on Effective Supervision (Supervisor Eficaz) aims to explore these intricacies comprehensively. While appearance can play a role in initial impressions, it’s the substance of one’s actions and interactions that truly define leadership effectiveness. I encourage you to continue exploring the diverse topics covered in our online program. From conflict resolution to performance management, there’s a wealth of knowledge awaiting your discovery.

But does dressing sharp really contribute to becoming an effective supervisor?

While dressing formally and wearing a smile can be helpful, they are not the key traits of a successful supervisor.

Dressing nicely may boost your confidence, but it won’t necessarily help you build strong relationships with your employees.

​So, what are the crucial characteristics of a respected supervisor that will earn the trust and collaboration of their team?

Effective communication:, a supervisor must know how to communicate effectively to convey their messages promptly., they should also be skilled at listening actively and showing empathy., in contrast, a lack of effective communication can lead to conflicts and mistakes in production., team player and leader:, an effective supervisor should work well with their team members and provide support., knowing how to delegate tasks to the right individuals can ensure smooth workflow., furthermore, being a motivational leader can boost productivity., results-oriented:, the team requires guidance to stay focused on a project, so a supervisor should be highly results-oriented to achieve expected goals., this involves setting clear and specific objectives with the team and finding solutions to overcome challenges..

Other important qualities of an effective supervisor are:

Active listening and observation, guiding and motivating the team effectively, strong teamwork skills, flexibility and adaptability, respect for everyone, mediation skills, willingness to seek help and support., considering the needs of others, effective decision-making, negotiation skills, knowledge of legal aspects, technical literacy, conflict resolution abilities, managing stress, aggression, and frustration, coaching skills, acknowledging one’s own mistakes., our online leadership training in spanish is designed to develop responsible and effective hispanic supervisors ..

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Qualities of a Good Supervisor: Secrets to Leadership Success

Stepping into a leadership role can feel like navigating a minefield, especially when you’re aiming to be not just a supervisor but a great one. It’s about striking the perfect balance between guiding your team and giving them the space to thrive. But what really sets a good supervisor apart? It’s not just about delegating tasks and keeping an eye on deadlines.

The secret sauce to exceptional supervision lies in a few key qualities that transform ordinary oversight into inspiring leadership. From the ability to communicate effectively to fostering a culture of growth and respect, these traits make all the difference. Let’s dive into what makes a supervisor not just good, but great.

Key Takeaways

• Effective Communication is the foundation of successful supervision, emphasizing the importance of listening, adapting communication styles, maintaining consistency, and promoting open dialogue for building trust and cooperation within teams.
• Strong Leadership Skills involve leading by example, articulating a clear and motivating vision, making informed decisions, and empowering team members, which are essential for inspiring and mobilizing teams towards shared objectives.
• Ability to Delegate effectively is crucial for growth and productivity, involving understanding team members’ strengths, setting clear expectations, and fostering autonomy to nurture future leaders and achieve scalability and efficiency.
• Empathy and Understanding play a strategic role in creating supportive and productive work environments, where supervisors use their insight into team members’ needs and challenges to guide them with genuine care and foster loyalty and high performance.
• Commitment to Employee Development is critical in the fast-paced startup ecosystem, focusing on fostering a culture of continuous learning, tailoring development opportunities to individual and business goals, and promoting a learning environment that values trial, error, and knowledge sharing for ongoing innovation and success.

Effective Communication

In the throes of leading and managing, the cornerstone of your capability as a supervisor is your aptitude for Effective Communication. This isn’t just about articulating your thoughts clearly; it’s about creating an environment where every voice can be heard and understood. Imagine running your online venture or your latest side-hustle; clear communication isn’t a nice-to-have, it’s the lifeline of your project’s success.

The first step towards mastering this is honing your listening skills. Great supervisors know that communication is a two-way street. It’s not enough to dispatch instructions from your digital platform or in-person meetings. You need to truly listen and absorb the feedback, concerns, and ideas from your team. This engagement doesn’t just solve immediate issues but fosters a culture of mutual respect and openness.

Moreover, adapting your communication style to suit your audience is pivotal. The same message has to be tailored differently when talking to a coder compared to a marketer in your startup. This customization ensures that your message is not just heard but understood and acted upon. Remember, in the fast-paced world of startups and online businesses, clarity is king.

Consistency in your communication is another non-negotiable trait. Your team looks up to you for guidance and updates. Regular and predictable communication helps in setting a rhythm, reducing uncertainties, and keeping the team aligned towards common goals. Utilize project management tools or regular check-ins to maintain this flow. Think of it as the heartbeat of your operation – essential and regular.

Lastly, encouraging open dialogue is key. Create platforms and opportunities for your team to express their opinions and share ideas. Whether it’s a weekly brainstorming session or an open forum on your project management tool, these interactions can lead to breakthroughs in strategies and innovations.

In nurturing these communication skills, you’re not just ensuring the smooth operation of your business. You’re building a foundation of trust, cooperation, and shared vision that propels your team forward.

Strong Leadership Skills

As an entrepreneur and someone who’s navigated the thrilling world of startups and online businesses, one truth stands out: strong leadership is the backbone of any successful venture. You’ve seen firsthand how the right kind of leadership can propel a business forward. It’s about more than just making decisions and giving orders. Great supervisors embody leadership qualities that inspire and mobilize their teams toward shared objectives.

First off, it’s crucial to lead by example. You can’t expect your team to be punctual, hardworking, and passionate if you’re not setting the pace yourself. Your actions set the tone for the work environment, and your commitment encourages others to follow suit. Remember, hands-on leadership doesn’t mean micromanaging. It means demonstrating the standards, ethics, and dedication you expect from everyone.

Furthermore, vision is a hallmark of strong leadership. You, more than anyone, know the importance of having a clear, compelling vision for your online business or side hustle. A great supervisor articulates this vision in a way that’s accessible and motivating for the team. Your vision serves as a roadmap, guiding the team through challenges and reminding them of the bigger picture their efforts contribute to. This forward-thinking approach is essential for keeping the team aligned and focused.

Decision-making is another critical facet of leadership. The journey of entrepreneurship is peppered with crossroads and choosing the right path can be daunting. As a supervisor, your ability to make informed, timely decisions impacts not just the success of projects but the morale of your team. This requires a blend of intuition, experience, and when possible, data-driven analysis. It’s about weighing the options, considering the implications, and having the courage to step forward with conviction even in the face of uncertainty.

Empowerment ties all these leadership qualities together. Great leaders empower their teams by providing the resources, support, and autonomy they need to excel. You’ve seen the powerful effects of empowerment in your own ventures—how it fosters innovation, accountability, and a sense of ownership among team members. Empowering your team means trusting them to take the reins when necessary, making space for their ideas and creativity to flourish.

Ability to Delegate

One of the building blocks of excellent supervision, something you’ll learn quickly in the entrepreneurial world, is the Ability to Delegate effectively. True leadership isn’t about holding all the reins but knowing when and whom to hand them over to. Think of your favorite sports team; even the star player passes the ball. The same goes for managing your team. It’s crucial to acknowledge that you can’t do everything alone and that delegation is a key aspect of growth, both for you and your team.

Delegating doesn’t merely mean off-loading tasks you don’t enjoy; it’s about recognizing your team’s strengths and assigning tasks accordingly. This requires a deep understanding of your team’s skills and potentials, an aspect often overlooked in the rush of day-to-day operations. By aligning tasks with individual team members’ strengths, you not only enhance productivity but also foster a sense of ownership and responsibility.

Here’s a simple truth: when you empower others by trusting them with important tasks, you not only lighten your own load but also motivate them to perform better. It’s a win-win. However, effective delegation also involves clear communication. You need to set clear expectations, provide necessary resources, and offer support without micromanaging. Remember, the goal is to encourage autonomy, not create dependency.

Moreover, delegation is a powerful tool for team development . By entrusting tasks with varying degrees of complexity, you’re essentially training your team to handle bigger challenges. This not only prepares your team for future growth but also instills a culture of learning and adaptability.

As an entrepreneur, you know the significance of scalability and efficiency. Mastering the art of delegation is crucial in this regard. It allows your business to grow beyond the confines of what you can achieve alone, opening up avenues for innovation and expansion. Remember, a true leader doesn’t create followers but nurtures new leaders. And delegation is a vital step in this journey.

Empathy and Understanding

In your journey as an entrepreneur and business enthusiast, you’ve likely encountered your share of challenges. Recall those moments when someone’s understanding made all the difference. As a supervisor, Empathy and Understanding are your tools to recreate that impact for your team. It’s about seeing the world through their eyes, acknowledging their challenges, and guiding them with genuine care.

Empathy isn’t just about being nice; it’s a strategic advantage in creating a supportive, engaging, and productive workplace. When you understand your team’s individual needs and concerns, you can tailor your support, making each team member feel valued and understood. This personal touch fosters loyalty and commitment, driving your team to perform beyond expectations.

• Listening actively shows that you value their opinions and feelings.
• Acknowledging difficulties validates their experiences, reducing workplace stress and anxiety.
• Demonstrating compassion in your actions and decisions cultivates a culture of trust and safety.

But it’s not just about understanding emotions; it’s about acting on that understanding. When team members struggle, dive into the root cause. Is it a lack of resources, personal issues, or maybe skill gaps? Once you know, you can act , whether that’s by providing additional training, adjusting workloads, or offering flexible working options. Your role is to facilitate solutions that help your team thrive.

Remember, understanding and empathy go beyond workplace issues. They extend to celebrating personal milestones and recognizing individual achievements. This holistic approach not only enhances team morale but also builds a resilient and tightly-knit team ready to tackle any challenge.

Empathy and understanding are keys to unlocking your team’s potential. They transform challenges into learning opportunities and foster a positive, growth-centric work environment. As you’ve experienced in your own entrepreneurial journey, it’s not just the grand gestures but the small acts of understanding that pave the way to success.

Commitment to Employee Development

In the world of startups and online businesses, where innovation is constant, a supervisor’s commitment to employee development isn’t just nice to have—it’s a critical factor that separates the good from the great. You might have kick-started your journey as an entrepreneur with a brilliant idea, but it’s how you harness the potential of your team that truly scales your business.

Employee development isn’t just about sending your team to the occasional training seminar. It’s about creating a culture of continuous learning, where your team members are encouraged to expand their skills and push their boundaries. Start by identifying their strengths and areas for growth. Then, tailor development opportunities that align with your business goals and their personal career aspirations. It’s a win-win situation.

Creating a personal development plan for each member might seem like a herculean task, especially if you’re juggling the multiple hats of an entrepreneur. But remember, investing in your team is investing in the future of your business. Whether it’s providing access to online courses, mentorship programs, or even side projects that challenge their creativity, these experiences enhance their value not only to your business but to their career progression.

Promote a learning environment by embracing mistakes as learning opportunities. Startups and side hustles are all about trial and error, and fostering an atmosphere where your team isn’t afraid to take calculated risks is pivotal. Encourage them to share their insights and learnings, creating a knowledge-sharing ecosystem that benefits the entire team.

By showing your commitment to their growth, you not only boost morale but also build a dedicated workforce ready to go the extra mile. After all, a team that grows together, stays together, steering your business towards uncharted territories of success. In the fast-paced world of online businesses and startups, this commitment to nurturing talent is non-negotiable. Your role as a supervisor is to ensure that your team’s zeal for improvement burns bright, fuelling the continuous growth and innovation that your business thrives on.

Embodying the qualities of a great supervisor isn’t just about overseeing work; it’s about inspiring your team to reach new heights. By mastering effective communication, you lay the groundwork for trust and collaboration. Leadership isn’t just about making decisions; it’s about guiding your team to see the vision you’re striving towards and empowering them to contribute meaningfully. Remember, delegation isn’t just about task management; it’s a chance to grow and challenge your team, fostering a culture of learning and adaptability. Moreover, showing empathy and understanding goes a long way in building a supportive environment where everyone feels valued. And finally, committing to your team’s development ensures that as your business grows, your team does too. Embrace these qualities, and you’ll not only be a supervisor but a true leader who brings out the best in your team.

Frequently Asked Questions

What makes a great supervisor.

A great supervisor excels in effective communication, fosters a growth and respect culture, and balances providing guidance with allowing team autonomy. They also demonstrate strong leadership by setting clear visions, making timely decisions, providing support, and empowering their team.

Why is effective communication important for supervisors?

Effective communication ensures smooth business operations and builds a foundation of trust and cooperation within the team. This involves honing listening skills, adapting communication styles, encouraging open dialogue, and maintaining consistency in communication.

How do strong leadership skills benefit a supervisor?

Strong leadership skills allow supervisors to inspire and mobilize their teams towards shared objectives, fostering innovation, accountability, and a sense of ownership among team members. This involves leading by example, articulating motivating visions, and empowering team members with necessary resources.

Why is delegation important in leadership?

Effective delegation lightens the supervisor’s load and motivates team members by entrusting them with bigger challenges. This promotes a learning culture, adaptability, and fosters team development by allowing members to take on more responsibility.

How can supervisors show empathy and understanding?

By actively listening to and understanding team members’ needs and concerns, supervisors can tailor their support, making each member feel valued. This fosters loyalty, commitment, and enhances team morale by celebrating personal milestones and recognizing achievements.

Why is a supervisor’s commitment to employee development important?

Commitment to employee development allows supervisors to harness their team’s potential, crucial for scaling startups and online businesses. Creating a continuous learning culture and providing development opportunities aligned with both business goals and personal aspirations boosts morale and builds a dedicated workforce.

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About the author.

Ryan Kingsley

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8 Key Qualities for Successful Supervisors

Updated Feb. 15, 2022

Supervisors play an integral role in the organizational structure and hierarchy of a company. They help manage other employees in the process of carrying out their daily tasks and ensure business operations run smoothly and efficiently, often handling entire teams.

Supervisors are not born, but rather developed - so we feature this class regularly in the PCC Professional Development and Training program. While some people have a knack for leadership, most employees are also capable of developing the soft skills necessary to successfully perform supervisory duties.

Important Supervisor Qualities

Individuals striving to move into a leadership position should work on honing these eight qualities of great supervisors. These soft skills can help supervisors better perform their manager-like roles and responsibilities, which include organizing workflow, setting performance goals and deadlines, promoting productivity, and supporting fellow employees.

1. Effective Communication

A majority of workplace failures can be attributed to ineffective or inaccurate communication, making it an especially important quality for leadership. Supervisors should develop exemplary written and verbal communication skills to help them speak with impact, clarity, and brevity. They also need to be adept at giving both positive and negative feedback, as well as receiving constructive criticism and input themselves.

2. Leadership

There are numerous ways to define leadership, and it may manifest differently, depending on the industry, company culture, or management structure. However, certain leadership qualities are universal. Good supervisors take initiative while also providing support, motivation, and accountability to other team members. They have their own robust skillset and are willing to perform menial or mundane tasks to ensure a program or organization runs properly. 

Supervisors also must possess the ability to objectively evaluate their team members; identify their strengths and apply them to the appropriate areas; and recognize any needs for improvement.

3. Empathy and Compassion

Supervisors are dealing with employees who are, first and foremost, humans. They will struggle, experience failure, and have bad days. While certain behavior and errors are unacceptable in a professional environment, supervisors should approach team members and their struggles with empathy and compassion. Those responses will lead to better problem-solving and improvement compared to anger or impatience while also bolstering company loyalty.

4. Conflict Resolution

Conflict in the workplace is inevitable and not necessarily a negative thing. All conflict means is that change is happening and people’s stances or perspectives differ. If a supervisor can competently handle conflict, it becomes an opportunity for strengthening relationships and developing robust solutions. An important part of successful conflict resolution is learning different conflict styles, methods, and triggers to help cultivate a process for both preventing and addressing it within a department or organization.

5. Ability to Delegate

While supervisors should have exemplary work ethics themselves, it’s equally important they know how and when to delegate . Employees want to feel like valuable parts of their company and integral to helping it achieve success. Delegation can become an effective tool for empowering employees. Supervisors must be able to identify which ones are best-equipped to handle certain tasks and find useful ways for every team member to contribute to a project or program.

6. Problem-Solving

The keys to problem-solving within the workplace are critical thinking, creativity, and consistency. Supervisors are relied on frequently to take the lead when an issue arises. Their job is to find the root of the problem and then follow an acceptable and structured process for addressing it. Ingenuity can be a useful part of problem-solving, but it’s important that supervisors also follow company policy and procedure to ensure certain situations are dealt with fairly, consistently and, in some cases, legally.

7. Time and Priority Management

Time is limited and certain projects or tasks are more urgent than others. A good supervisor is able to prioritize and delegate accordingly to ensure they are completed in a timely and efficient manner. With excellent time-management skills, a supervisor is able to oversee their team’s heavy workload in the most productive way without leaving employees feeling stressed and burned out.

8. Confidence

Employees take note of their supervisor’s attitude. When a supervisor makes decisions confidently and then communicates them candidly, that can create a more productive, positive atmosphere. Not only do employees feel more confident in their supervisor’s leadership abilities, but they also appreciate the clarity and direction. Of course, not every decision a supervisor makes will lead to the intended outcome. In that case, it’s equally important for them to humbly accept responsibility, learn from the mistake, and choose a different course.

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7 Qualities of A Good Supervisor: How To Recognize Leadership From Within

June 24, 2021.

You might often hear employers lamenting the shortage of senior staffers with experience, motivation, and maturity. While a good supervisor is a vital part of maintaining employee’s productivity and morale, they are hard to come by.

Individuals who are successful in supervisory roles typically possess a combination of interpersonal and management skills alongside an approachable, supportive, and confident personality. A great supervisor can be the most valuable asset to you and your business, setting the tone and leading by example for the entire team.

It is essential that you foster leadership skills to significantly reduce turnover, increase buy-in, and make for committed employees. If you are looking to promote from within, here is how to find those great supervisors and managers in your core team.

1| Interactive Communication Skills

If you don’t have the ability to make your thoughts and desires clear, your employees won’t know how to accomplish the tasks you assign. Equally important is understanding employee feedback. A good supervisor communicates efficiently with their employees and ensures they stay informed about project progress and any problems.

2| Empathy and Compassion

If you can’t place yourself in your employee’s shoes, you won’t be able to lead them effectively. For instance, you should know that a parent can’t work overtime, or an employee going through a hard time might require temporary special considerations. When you are accommodating in the face of genuine needs, your employees will be loyal in return.

3| Ability to Delegate

A great supervisor excels in assigning tasks to employees who are best suited to handle them. The proper delegation will help streamline a project, maximize profitability, and ensure efficiency. On the other hand, poor delegation can compromise a project.

4| Being Flexible

A single approach to management doesn’t work in all situations. Hence a good supervisor will choose tactics based on the situation. For instance, when a deadline nears, you will have to adopt a hard-line approach to ensure the work gets done. Nevertheless, if your employees can’t operate at full speed, you will have to adopt a more relaxed approach during downtime. This will give your employees time to recover their strength.

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5| Maintaining a Positive Attitude

Supervisors who walk into the office every day with a positive attitude make the office environment pleasant. Additionally, positive attitudes are contagious. People usually adopt the attitude of their environment, and being positive is a good one to take on.

6| A Dose of Humility

Though a confident and positive outlook is essential, not all decisions you make will work well. During instances when a project fails or a choice backfires, learn to accept responsibility and learn from the mistake. You can’t simply blame your employees for problems that resulted from your inefficiency or errors. Take a step back, understand what went wrong, and learn from the mistake.

7| Passion for the Organization

Lastly, good managers love the company they work for, appreciate the organization’s objectives, and understand the company culture. They will easily be able to convey to their staff why this is a great place to work, get team members on board, and contribute efficiently to the well-being of the organization.

These essential skills allow managers to efficiently solve any issues they might encounter and prepare for future situations requiring a dedicated supervisor’s oversight.

If you do not have an HR partner ,  Tandem HR  is happy to help. Give us a call today at (630) 928-0510 .

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15 Essential Core Competencies for Supervisors

A strong team requires the expertise and guidance of a quality supervisor. But do you know how to judge what “quality” actually looks like at this level of leadership? Without a framework for evaluating a supervisor’s competence, it’s difficult to provide objective feedback and encourage improvement.

You can use our list of 15 essential supervisor core competencies to score your own leadership skills or those of leaders in your organization.

What Are the Core Competencies of a Supervisor?

1. manages conflict resolution.

Whether it’s a dispute between coworkers or entire departments, a good supervisor knows what they need to do to resolve conflict. Ideally, they’ll be able to produce a win-win outcome for the two parties. Not only will a supervisor know how to turn issues into resolutions, but she or he will also recognize when conflicts arise and may even be able to anticipate them before they reach a boiling point.

2. Leverages Diversity and Inclusiveness

These are the supervisors who recruit, develop, and retain a diverse, high-quality workforce. They ensure everyone in their workforce has an equal opportunity to develop their skills and abilities. Strong leaders see the value of diverse ideas in the workplace, which can help create unique solutions to complex problems.

3. Communicates Effectively

Supervisors who have good communication skills can express themselves clearly in oral and written communication. Those who are highly skilled communicators can persuade their clients or employees without being manipulative and ensure that the right information is shared with the right people in an orderly and timely manner.

4. Remains Flexible Under Pressure

Even when a supervisor is the most experienced employee on a team, they should encourage different and new ways of doing things. They can see the merit in the perspective of others and aren’t afraid to switch to a different strategy. Under pressure, they remain open to new approaches rather than being stubborn and sticking to their guns.

5. Fosters Continuous Improvement

Supervisors are always looking for ways to streamline processes and improve work quality. They promote the ongoing development of their staff by increasing educational opportunities and expanding job roles to better fit their team members’ individual strengths. Great supervisors also regularly self-evaluate, continuously looking for ways to become more effective in their own role.

6. Inspires Change

Along with continuous improvement, a good supervisor looks at the long-term goals of a team or company and identifies what needs to be done to achieve them. Expectations and initiatives may need to change to meet those goals. Supervisors should be able to recognize how these factors must flex and inspire their constituents to be open to alternatives and new ways of doing things.

7. Provides Motivational Support

Employees need the right motivation to complete quality work, and supervisors should be able to offer the right types of support. Good supervisors will do this by recognizing the achievements and contributions of their team members, thanking them directly, and finding creative ways to help make their jobs more rewarding.

8. Demonstrates Awareness of Interpersonal Cues

Interpersonal awareness is the ability to notice, interpret, and anticipate another person’s concerns and feelings. It’s also the ability to communicate this awareness to others.

Supervisors who have interpersonal awareness can usually tell how an employee is feeling from their tone of voice, expressions, and general nonverbal behavior. Supervisors can use this awareness to spark deeper and more meaningful conversations with their employees.

9. Builds Collaborative Relationships

Supervisors should not be micromanagers. They need to inspire collaborative relationships between themselves and their employees as well as in relationships where the supervisor isn’t directly involved.

These relationships are built on mutual respect. Respect only comes from gradually getting to know a person, learning about their experiences, and finding common ground on certain subjects.

10. Inspires Integrity and Honesty

To build strong relationships, supervisors should work to foster integrity and honesty among their team members. They should establish the expectation that everyone is accountable for their actions and needs to be completely transparent, no matter what the consequences may be. They set this expectation by communicating team ground rules clearly and leading by example.

11. Focuses on the Customer

Supervisors need to be incredibly caring, thoughtful individuals. Not only do they need to care about their team of employees, they also need to care about their customers. This care shows through in acts like ensuring their employees are achieving high levels of customer satisfaction and solving customer problems in a timely manner.

12. Thinks Analytically

Analytical thinking means tackling problems using a logical, systematic approach. Analytical thinkers will notice minute discrepancies and inconsistencies. They’ll be sure to weigh every variable behind a problem to find the best solution.

13. Relies on Technical Expertise

Ideally, a supervisor is already knowledgeable about the industry they work in. They can use this knowledge to educate their employees on certain subjects. Supervisors can also apply their advanced knowledge to approach problems from a different angle, potentially even revealing a new solution to a complex issue.

14. Thoroughly Plans Meetings and Procedures

Thorough supervisors carefully prepare all of their meetings, no matter how trivial, to ensure everything gets the time and attention it needs. These supervisors expect a similar level of diligence from their employees and will often set up procedures to promote high-quality work.

15. Acts Decisively

Being decisive doesn’t mean being stubborn. To the contrary, flexibility is an essential quality in a leader. Decisiveness has to do with being certain about a decision being made because all options have been weighed objectively and the supervisor feels confident about the final decision, even if it is a difficult one (such as reducing staff or closing a facility).

Develop the Right Supervisory Skills

Do you wish all of your supervisors demonstrated these 15 core competencies? They can with CMOE’s supervisor-development and leadership-development programs .

Contact us today to learn more about our offerings and how we can help you reach your goals.

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11 Skills Every Great Supervisor Needs

Being a great supervisor requires a number of important skills, such as communication and delegation, that enable a team to run more efficiently. With an understanding of these skills and how to cultivate them, you can be a better leader and supervisor. Here are some things to consider when deciding which supervisory skills to focus on and how to be a good supervisor to your employees.

What Is the Role of a Supervisor?

Supervisors play an important role in their companies and in the lives of the people they supervise. Workers need someone they can go to for help and guidance, who provides performance feedback, and communicates company values and directives. Without this leadership role, employees could struggle to be effective in their roles, miss out on growth opportunities, and have low job satisfaction. That's why it’s important to understand the qualities of a good supervisor.

What Is the Difference Between a Supervisor and a Manager?

Traditionally, supervisors work directly with employees to keep the company running. They provide skills and knowledge, oversee employee performance, help boost morale, and ensure employees have the supportive environment they need to thrive. In contrast, managers typically have a broader focus and more authority, working with multiple teams and leaders to accomplish company objectives. While supervisors may lead more tactical, day-to-day activities, managers are decision-makers that lead the team at a more strategic level, ensuring they are meeting company objectives.

Qualities of a Good Supervisor

Any supervisor who wants to excel at their job needs specific qualities. Understanding what these qualities are and how they can be cultivated will help supervisors perform their duties better. Focusing on these qualities can also help companies improve training for supervisors to give them the tools they need to do their jobs well. Here are 11 of the most significant qualities of a good supervisor.

1. Strong Verbal and Written Communication

For teams to function effectively, supervisors must have strong communication skills. This includes clearly articulating goals and expectations, as well as being able to share the needs of the team externally to other leaders. Both verbal and written abilities matter and include things like spelling, grammar, tone, and the ability to correctly convey ideas.

Strong interpersonal communication skills can help the team thrive. These include things like frequent and authentic one-on-ones with employees, ensuring workers understand how their role supports the company’s goals, and providing transparency. Supervisors who keep their team abreast of company news and changes will be seen as trustworthy, which encourages two-way communication. To improve in this area, supervisors may choose to rehearse what they want to say, watch themselves on video, or read their written words aloud. Prioritizing communication skills in these areas is one of the most important steps to becoming a good supervisor.

2. Emotional Intelligence

Being "book smart" is essential, but when considering how to be a good supervisor, it's important to also be emotionally intelligent. That includes reading people's moods and really hearing them when they speak. People often express more than they're actually saying out loud. Sympathy, empathy, body language, cultural respect, and similar concerns all fall under this umbrella.

Employees notice whether leaders care about them and whether that caring seems sincere. The best way to exhibit emotional intelligence is the practice of empathy that really helps to understand where employees need supervisors most.

3. Ability to Delegate

If you can’t delegate, you may want to consider sharpening this supervisory skill. Letting go and allowing other people to handle tasks and projects frees you up to do other things. As a supervisor, you must be able to delegate or you'll be stuck trying to do it all and your employees won't feel like you trust them.

Give them tasks to complete, and be clear about the goals you have for them. Your employees will feel like you trust and value them, and you can focus on other tasks that you, specifically, need to perform. When you delegate, you can shift your focus to what's important for your job, and leave the rest of the work to others who you feel confident about.

4. Being Flexible

Not everyone is good at being flexible, but it's a big part of how to be a good supervisor. Sometimes, things change quickly and without warning. Being adaptable and keeping calm in the face of uncertainty will help keep employee morale up, despite potential chaos.

Maintain a willingness to change, and work with your employees to figure out what aspects of standard operating procedure could be made more flexible. Handling last-minute changes may be challenging, but it's a skill that can be improved by practicing how you respond, as well as planning for reasonable scenarios ahead of time.

5. Maintaining a Positive Attitude

Among the biggest qualities of a good supervisor is maintaining a positive attitude and outlook. It isn’t always easy, and sometimes you may have to work hard at it. But when you're down, it brings your employees down as well. Naturally, that's not a good thing for a group of people who are trying to get things done. Be encouraging, and let employees know they are capable and things will work out. Even if you have some bad news, a positive spin or angle can really make the difference for employees.

6. Passion for the Organization

Do you care about your company? Does it show? It’s a good thing to be passionate about the things you believe in. Employees often love to see that because it makes them want to share that passion. When supervisors are proud of their company, the work they do, or the products or services they provide, enthusiasm from their team will usually follow. A passionate supervisor that leads by example is more likely to have an effective team with high morale that helps drive overall success for the company.

7. Diversity Awareness

One of the qualities of a good supervisor is being aware of their diverse workforce and modeling inclusive behavior for others. Being respectful of cultural differences and conscious of biases, and making considerate decisions about language and interaction are essential. Supervisors who work to create an inclusive environment will likely gain their employees’ trust and maintain a highly engaged team.

A good supervisor values and openly appreciates diversity. When you hire and encourage people who are different from you, you learn a lot from them and the company benefits from new ideas and perspectives.

8. Problem Solving

If you can't solve a problem in the workplace, you may have to find someone who can. That's going to happen from time to time. But part of being a good supervisor includes looking for solutions yourself and solving the problems you can solve. By measuring work processes, you can improve them and solve issues that can increase the value for employees, too.

Don't be afraid to brainstorm with employees or ask for their helpful suggestions so you can all work together as a team to get things done. It's often much easier to solve a problem when you have help, and employees feel more valued when their help is sought.

9. Coaching/Staff Development

As a supervisor, you're more than a boss. You're also a coach and a mentor for many of your employees. If you utilize that role to the fullest, you'll be able to coach and develop your staff in ways that will benefit everyone involved—and the company as a whole. Asking employees what they need from you, looking for areas where many employees struggle, and truly having an open-door policy all help employees understand that they can come to you and that you want the best for them.

10. Teamwork

Your supervisory skills should extend to an understanding of when and how to gain cooperation for team efforts. Yes, you may be in charge, but when you work as part of the team, you often get more accomplished. It helps to build trust and support and create a community among workers who see that they can rely on one another, their supervisor, and themselves. Some ways supervisors can improve teamwork include clearly communicating common team goals, helping individual team members understand their strengths and contributions, and engaging the team for ideas to help find solutions to challenges. When teams and companies operate efficiently, it's often partially because workers and supervisors are true team players, invested in one another.

11. An “Always Learning” Attitude

Being open to learning and seeking advice is one of the most important qualities of a good supervisor. If you're not open to learning new things or you won't take advice or constructive criticism, it may be difficult to earn trust from employees and peers, and it may prohibit career advancement. An “always learning” attitude looks like working with a mentor, seeking critical feedback from employees and leaders, and taking time to learn to be better at your role through things like seminars, books, and podcasts. Continuing education is also an excellent way to learn more about supervisory roles and how to be the best supervisor you can.

The Bottom Line on Supervisory Skills

If you understand how to be a good supervisor, you can do so much more in your role and your career. Because your employees trust you, they’ll come to you when they have questions or concerns. You'll also see how you can improve morale and benefit the company you work for. Good supervisors can be hard to come by, and that will make your skills highly marketable. When you're a good supervisor you benefit yourself, your company, and your employees.

• Qualties of a Good Supervisor (Indeed)
• Supervision Certificate (U of M)
• Supervisor vs. Mangeer (Glassdoor)
• Role of a Supervisor in the Workplace (Small Business Chronicle)
• What Is Emotional Intelligence (Very Well Mind)
• How to Be More Positive at Work (US Chamber of Commerce)
• Why Workplace Diversity is So Important (Forbes)

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The Supervision Mastery: An Epic Guide for Good Supervisors

Welcome, Supervisors! I am thrilled to have you here. This hub is designed to support you as you navigate your supervisory roles, no matter your industry. 

I understand that stepping into a supervisory position can be challenging, yet rewarding. This space is crafted with the aim of making your journey smoother and more effective.

Supervision is an essential element of a functioning workplace. As a supervisor, you’re not just a manager, but a leader, a mentor, and a guide. Your role involves directing and overseeing the work of your team members to ensure that job performance meets or exceeds standards. 

You are a critical link between the front-line staff and higher management, and your skills and abilities can significantly impact your team’s morale, productivity, and overall success.

The Challenges and Rewards of Supervision

Becoming a supervisor comes with a unique set of challenges. You may need to navigate interpersonal conflicts, manage different personalities, motivate team members, and make tough decisions.

But along with the challenges come the rewards. You’ll have the opportunity to shape a positive workplace culture, guide your team towards achieving goals, and contribute to the success of your organization. 

You will also have the chance to grow personally and professionally, developing leadership skills that will benefit you throughout your career.

I am here to help you face these challenges and reap the rewards. Throughout this hub, you’ll find resources, best practices, and advice that will support your journey. 

Again, welcome to the hub! I’m excited to be part of your supervisory journey.

What is supervision?

Supervision refers to the action, activities, and process that involve a supervisor engaging, monitoring, and interacting with direct reports to ensure the effective delivery of work. A supervisor has authority over direct reports and is accountable for their results.

Overseer is the direct translation of the Latin origin of the word supervision.

The word paints a picture of you, the supervisor, watching from above to ensure that lazy slaves or slow workers continue working, so the promised jobs get delivered on time.

Even today, some supervisors think that their main job is to watch those who are doing wrong or doing nothing.

Supervision is often a messy business that requires practical problem-solving skills. We cannot always predict how people will respond to us, but there are proven ways to educate, encourage, influence, and inspire them. If you want to find practical advice on how to become a great supervisor, there are proven and practical ways to get started.

What is a supervisor?

The word supervisor refers to your immediate superior in the workplace. You report directly to a supervisor. In the Philippines, it is typical to call a first-line manager a supervisor.

If you are directly reporting to someone, to a project manager, then the project manager is your supervisor. If you are directly reporting to the CEO of the company, then the CEO is your supervisor.

Supervisors are responsible for employees’ performance, potential, and readiness.

Supervisors need skills like decision-making, problem-solving, planning, delegation, and meeting management.

Supervisors are responsible for building teams hiring new employees, training and coaching employees, designing job roles, and many more.

Supervisor’s Toolkit: 15 Easy Steps to Outshine at Work

10 Tips for First-Time Supervisors

Why is supervision important.

Since you reach this far, I believe you are interested to learn more. So, as a way of wrapping up this article, allow me to give you eight reasons why excellence in supervision is important.

Employee Development: Great supervisors help employees develop their skills and competencies. They provide constructive feedback, identify areas for growth, and support their teams in developing their full potential.

Performance Improvement: Effective supervision can lead to improved team performance. Supervisors are responsible for setting goals, tracking progress, and ensuring that team members are effectively working towards those goals.

Retention: Good supervision is a key factor in employee satisfaction and retention. Employees are more likely to stay with a company if they feel they are being well-managed and supported.

Team Morale: A supervisor who excels in their role will foster a positive team culture, which can boost morale and productivity.

Decision Making: Excellent supervisors make informed decisions that impact not only their team but the overall organization. Their ability to make good decisions can influence the success of projects, initiatives, and the company’s bottom line.

Risk Management: Supervisors play a crucial role in managing risks. They ensure that the team follows company policies and adheres to regulatory requirements, helping to mitigate potential legal and financial risks.

Organizational Success: Effective supervision contributes to the overall success of an organization. It helps create a productive, engaged, and motivated workforce, which can lead to better outcomes for the company.

Career Progression: For individuals, pursuing supervision excellence is important for career progression. Effective supervisory skills can lead to promotions and other opportunities within the organization.

There you go. You have now more opportunities to become a better supervisor. Pick a good idea and use it to help employees succeed.

Essential Skills for Supervisors

Being an effective supervisor requires a wide array of skills. These are abilities that facilitate effective communication, decision-making, problem-solving, leadership, and more, enabling you to guide your team successfully.

I’ve identified 18 key supervisory skills that are crucial for success in any industry.

To fully understand these skills and learn how to develop them, I recommend the comprehensive guide, 18 Essential Supervisory Skills .

In the meantime, here’s a snapshot of why these skills are important and some quick tips to start developing them:

Why Are Supervisory Skills Important?

Supervisory skills are the lifeblood of effective management. They not only ensure the smooth operation of your team but also help create a positive, productive work environment.

As a supervisor, your skills directly impact your team’s morale, performance, and job satisfaction.

Having a robust set of supervisory skills can make you a more effective leader and greatly contribute to your professional growth.

Quick Tips for Developing Supervisory Skills

• Continuous Learning: Always be open to learning. Attend workshops, read books, follow industry leaders, and take courses to continuously improve your skills.
• Feedback: Actively seek feedback from your team and superiors. This can offer valuable insights into areas you may need to improve.
• Practice: Skills develop with practice. Take every opportunity to utilize your supervisory skills, whether in everyday tasks or specific projects.
• Reflection: Regularly reflect on your actions, decisions, and their outcomes. This can help you identify what’s working and what needs improvement.
• Mentorship: Consider finding a mentor who can guide you through your supervisory journey. This can provide personalized advice and insights based on their experiences.
• Patience: Developing skills takes time. Be patient with yourself and recognize that each step, no matter how small, brings you closer to becoming a more effective supervisor.

Remember, our detailed guide on How to Develop Supervisory provides an in-depth look into these tips and more. Developing strong supervisory skills is a journey, and we’re here to support you every step of the way.

18 Top Skills for Supervisors

10 Effective Ways to Develop Supervisors

Train Supervisors

Supervisors: Adopt a Systematic Problem-Solving

Feedback: An Important Tool for Supervisors & Managers

Supervisor training beliefs (that do not help)

Effective Supervisors Solve Problems in 7 Steps

What are leadership Skills? (28 skills that will keep you ahead.)

Cultivate Teamwork

Leadership development.

Leadership development is a systematic process aimed at expanding the capacity of individuals to perform leadership roles and functions within an organization.

This process often involves various forms of learning, such as training programs, workshops, and coaching, to foster leadership skills like effective communication, strategic thinking, problem-solving, decision-making, and team building.

As a supervisor, you are a key leader within your organization. Leadership development is crucial for supervisors because:

• Boosts Performance: By developing your leadership skills, you can guide your team more effectively, which can lead to improved performance and productivity.
• Enhances Decision-Making: Leadership development can equip you with the skills to make sound decisions, manage risks, and solve problems more effectively.
• Fosters a Positive Culture: Effective leaders can foster a positive work culture that promotes collaboration, engagement, and job satisfaction among team members.
• Facilitates Succession Planning: Leadership development ensures there’s a pipeline of skilled individuals ready to step into larger roles when needed.

Great organizations understand the value of nurturing leaders at every level, including supervisors.

They invest in leadership development because they recognize that strong leaders are the driving force behind successful teams and, ultimately, a successful organization.

To aid your journey of leadership development, I’ve designed supervisory training programs that can help you grow and succeed in your role.

Supervisory Training Programs in the Philippines

Adaptive Conflict Handling

8 Principles of Complete Staff Work

How Leaders Can Avoid the Micromanagement Trap

Agility Skill for Supervisors: 7 Ways to Improve

Effective Managers Build Skills

Beyond the Basics: 10 Meta-skills Every Manager Should Develop

What is the worst way to solve problems?

7 Self-Leadership Tips for Exceptional Supervisors

Articles on supervision.

This website offers valuable articles that can help you improve your supervisory skills. Explore new insights, strategies, and tools that can help you lead people.

To Lead By Example . Supervisors need to set examples for others. That means their actions and words are the best expressions of what they want from people.

• 18 Awesome Skills for Supervisors.  We explored supervisory skills training because we understand the value of skills as the enabler of performance. If you want to get ahead and do your job as a supervisor, I encourage you to explore these 18 skills. 
• Top 17 Qualities of Good Leaders.  People follow leaders whose characteristics they admire. Explore the admirable qualities of good leaders. Discover ways to demonstrate these qualities in your daily practice as a supervisor.
• Enable Others to Act.  Good supervisors explore many ways to help employees get things done. The supervisor is a coach, trainer, and mentor. Enabling others to act is a vital behavior of breakthrough leaders.
• First Time Supervisors: 10 Tips for Success
• Effective Supervisors Solve Problems . Learn how to solve problems in seven simple steps.
• Personal Development Plan in 4 Easy Steps . Find out how you can design a personal development plan that you can execute.
• Personal Development for Beginners . A supervisor must be mindful of self-development. This guide will help you pay more attention to your self-improvement goals.
• 50 Self-Improvement Ideas for Awesome Success . These are practical tips on how you can pursue self-improvement. Pick one of the 50 ideas in this article.
• Why Supervisor Training Is So Important?  The short answer is that it solves many problems. 
• Why do Managers Need Training?  This article highlighted ten workplace supervision effects. Number 8 is reduced profitability. Do you want your company to earn more? Then, take care of supervisory development.
• 21 Key Benefits of Leadership Training . Yes, I can list dozens more. But if you want to convince your boss that leadership training is important, read this post. 
• Get and Recieve Feedback . Your ability to listen will enhance your effectiveness as a supervisor. You will intervene in the day-to-day work of your people. Giving and receiving feedback ensure that people are fully aware of their actions.
• Training Beliefs of Supervisors . Many supervisors do not value training. They have many reasons for not sending a supervisor to new training opportunities. Most of these reasons prevent them from succeeding.

If you want to learn more, go to the Zero to Hero blog.

About The Author

Jef Menguin

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Test Resources

TOEFL® Resources by Michael Goodine

Sample toefl multiple choice essay – qualities of a good boss, the question.

The people we work with have many different characteristics and all of them affect the quality of our time at work. Of the following, what do you think is the most important quality for a boss or supervisor to have?  

• a serious attitude about their work
• a lot of related experience
• a tendency to always tell the truth

You may choose more than one. Use specific details and examples in your answer.

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The Sample Essay

          People today spend an enormous amount of time at their workplace, and how much they enjoy that time really depends on the attributes of their supervisor. I am of the opinion that there are two main characteristics of a good boss, which are his attitude and his experience. I will explore these two factors in the following essay.

          First of all, we are more likely to learn from a supervisor who is very experienced in their field.  When we are just starting out in our career we absorb new information like sponges, and even older workers can learn from supervisors who have a lot of related experience.  My own personal history is a compelling example of this. When I began working as a teacher ten years ago, my supervisor, Simon, had been working in education for more than ten years.  I was just out of college and knew very little about creating effective lesson plans, engaging with students or even how to complete my paperwork. Simon took the time to show me what he had learned over the previous decade, and therefore I was soon able to keep up with my office mates.  In contrast, when I moved to a new school earlier this year, my supervisor actually had less experience teaching than I did. Moreover, when I struggled with certain aspects of my job, he couldn’t suggest ways to improve. As a result, my professional development slowed down.

          Secondly, a serious boss is more likely to maintain a positive office environment.  This is because they encourage the people under them to act professionally. For instance, my sister once told me that her first job was difficult because of how toxic her office was.  Workers often gossiped, tried to avoid doing their duties and even arrived late. This was acceptable because most of the supervisors in the firm behaved in the exact same way. My sister was miserable because she prides herself on her diligence and her ability to complete her tasks with care and enthusiasm.  If her bosses had been more serious, this would not have happened.

          In conclusion, I believe that experience and seriousness are the hallmarks of a good supervisor.  This is because we can learn a lot from a knowledgeable boss, and because employees strive to emulate a supervisor who acts with professionalism. (387 words)

This is a sample TOEFL independent essay written by a TOEFL expert.  It follows our TOEFL writing templates  for independent essays.  If it is useful, please remember that we have  many more sample essays  for you to read!

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The roles and functions of a supervisor Essay

Supervision as a practice in management is a historical concept that has been embraced since time immemorial. Some employees within an organization assume superior role and watch over their colleagues as they perform various designated duties (Dess, 2000, p. 18). Historically, initial roles and functions of a supervisor were to oversee the working of other employees, give instructions on how a task was to be carried out and also ensure that instructions were followed to the letter (Uniquetrainingvideos, 2010a).

However, in the past few decades of the 21 st century, supervision has undergone dynamic and diverse changes owing to the changing composition and behavior of the workforce revolution (Dess, 2000, p. 22).

It is important to mention that the changes have led to the emergence of new principles in an attempt to meet the new demands of a technologically savvy workforce who are more educated as well as capable of counteracting the dynamism that have been observed in organizational developments. On the same note, supervision dynamism of the 21 st century has been heightened as the world experiences tremendous changes in all aspects of life (Austin & Hopkins, 2004, p. 18).

This implies that the supervisor’s job is even more complex in the 21 st century than it was during the 20 th Century. Austin and Hopkins (2004, p. 18) underscore that success in the supervisory role will demand more expertise than it was necessary a century ago.

Despite these dynamic changes, the roles and functions of a supervisor still retain its crucial position within an organization (USAFHRMS, 2011). It is indisputable that the historical roles and functions of a supervisor might be out dated in the 21 st century, but Dess (2000, p. 20) emphasizes that the changes should be viewed as modification rather than complete elimination of how the things were conducted initially. The concern of this paper was to analyze the roles and functions of the 21 st century and also to explore how the same is displayed in popular culture whereby YouTube videos were adapted for this task.

It is imperative to underscore that, the person at the helm of supervisor’s position is faced with multidisciplinary roles as explained in this paper. Firstly, as the leader of a team, a supervisor assumes the crucial role of a coach as explained by the speaker in Uniquetrainingvideos (2010b). The speaker in the above video explains that a supervisor should employ special skills to correct employee’s performance problems. Towards the end of the video is a demonstration of the best approach to use while coaching employees.

The supervisor in this video summons a worker in his office and inquires why his performance is deteriorating. The worker admits that he is unable to keep up with the speed. At this juncture, the supervisor offers to help the worker through his task as an attempt to improve his performance (Uniquetrainingvideos, 2010b) The role of a coach is further highlighted in Wavideo (2008a) video.

This video which is a docu-drama the voice explains the significant skills that are necessary to execute this role. In addition, the clip demonstrates a situation where a supervisor coaches an employee in order to improve performance standards in a certain task and also reminds the worker about the end expected end results.

Secondly, he/she acts as an educator. In Lppicutres (2009) the supervisors are undergoing training where the speaker emphasizes that they have to supervise through teaching. As the video progresses, the supervisors are dispersed to their respective areas and we are able to see one of them executing the role of an educator.

From the video, it is evident that the supervisors does not just teach verbally but also through demonstration of the right way to perform a task. The supervisor also acts as an educator whereby he/she takes new employees through the induction process as demonstrated in Moveclips (2011a) video.

From this video, the supervisor welcomes a new employee and also extends a welcome tour around the company as she explains the functions of each department. The speaker in Lppicutres (2009) video also emphasizes that this role is crucial to enable the new employee integrate into the system smoothly. Needless to say, each department in an organization should develop a vibrant leadership capacity among those who have been appointed as supervisors.

Thirdly, a supervisor assumes the role of a planner as he/she is responsible for execution of daily work schedules within an organization (Lppicutres (2009). In addition, he/she assigns duties to the various workers under his supervision depending on the workers ability especially in factory settings where there is no specialization (Lppicutres (2009).

The speaker in Socialworkers (2011) video explains about the various roles of supervisor whereby she emphasizes that being a planner is very significant. Furthermore, Lppicutres (2009) provides a clear demonstration of this significant role.

On the same note a supervisors assumes the role of an inspector, to ensure that employees complete theirs tasks as assigned and incase of repeated violation he/she can report to the management (Dowling, 2001, p. 202). As a matter of fact, they he/she directs his team to explore alternative solutions to whatever problems the task force comes across.

The Articunoboy12 (2011) video demonstrates this significant role. In this video, the supervisor summons a worker to his office and informs him that he has noted his constant lateness habit. In addition, he tells the worker to explain the reasons for his lateness and also informs him how lateness affects productivity

In addition, he/she performs the role of a counselor whereby he promotes good relations thus enhancing corporation among the workers (Dowling, 2001, p. 202). In fact, the position places a supervisor within the vicinity of the workers problems and more often than not he acts as a mediator between management and workers incase of any looming problems.

In case, the problem do not warrant the attention of the management he/she handles whatever grievances arises to the satisfaction of the team members. In addition, he/she counsels the employees about unhealthy habits which hinder performance and issues warning incase of repeated cases of indiscipline (Dowling, 2001, p. 202).

The video by Articunoboy12 (2011) serves demonstrates more than one role, but the role of a counselor comes out clearly. In this video, after the worker has explained the reasons for his lateness, the supervisor assumes the role of a counselor and advices the worker on how to avoid this problem in future.

The fact the position of a supervisor has remained intact despite the dynamic and overhaul changes occurring within organizations underscores that the position is highly significant for smooth operations of an organization. For this reason, it is important that we highlight some of the functions of a supervisor especially in the 21 st century workplace environment.

Firstly, a supervisor’s role in an organization is planning and organizing whereby he/she keep tabs of the work schedule, and since he is most knowledgeable a supervisor delegates duties to his team members as per their aptitudes, skills and interests as demonstrated in PublicResourceOrg (2009). The above video was created to compare good and bad supervision skills. The supervisor in the video is seen allocating duties to the workers and this demonstration serves to underscore the planning and organizing function of a supervisor.

Furthermore, the supervisors in Wavideo (2008b) video clip demonstrate how to be an effective organizer. In the video, the supervisor allocates duties to workers who in turn refuse to perform the assigned task. The video further demonstrates how to handles such difficult cases.

Secondly, his other function is provisions of condusive working conditions (WorksafeBC, 2006). This is whereby a supervisor ensures the working conditions are hygienic and healthy in terms of ventilation, water facilities and so on.

In WorksafeBC video, the trainer explains that it is the function of the supervisor to ensure that accidents in the workplace do not occur. Similarly, the video by Willeb189 (2010) demonstrates a situation whereby the supervisor is concerned about the workers working conditions due to the delayed payments and how it is affecting the workers performance.

Thirdly, under the leadership and guidance function a supervisor uses effective leadership skills to influence the workers to employ their best skills for profitability of the organization (Jwavideo, 2008). In addition, he/she communicates the expected targets level and provides guidelines to enable the workers to reach the same (Uniquetrainingvideos, 2010a).

The clip by AshevilleVideo (2010) is a cartoon demonstration of what a supervisor or rather manager is expected to conduct him/herself when delegate the role of the supervisor. From the video, it is stated a leader in this case a supervisor should be a knowledgeable person to be able to provide efficient leadership to his team.

Fourthly, a supervisor is recognized as a motivator whereby he employs different skills to make the workers deliver their best (Jwavideo, 2008). Similarly, in Eddyj25 (2006) video the function of the supervisor as a motivator is clearly evident.

The leader of the troop commends the three gentlemen for their achievement in the assigned tasks whereby he gives them medals and encourages them to continue with the good. According to (Jwavideo, 2008) recognition for commendable work goes along way to motivate workers whether in terms of words or materials things.

In addition, he performs the controlling function whereby he ensures that performance targets are met within the allocated time (USAFHMS, 2011).

In this video, an expert in supervision concepts is delivering a talk about the supervisor as well as employees responsibilities within an organization. She emphasizes that after successful execution of planning and organizing function, a supervisor should conduct a follow up to ensure the allocated duties are carried out as desired; hence the controlling function She further explains that, In order to achieve success in this function, a supervisor checks progress of work and provides solutions to any problems that derail progress.

The Willieb189 (2010) portrays a situation whereby a supervisor assumes the role of a controller on the ground by identifying the problems that derail effective performance among the workers. In this clip, the supervisor reports to the boss that workers are on a go slow because the management have delayed their payment. Although he does not succeed his function is well highlighted.

Moreover, a supervisors acts as a go between the management and workers whereby he/she communicates the policies of the organizations to the workers and as well, reports workers problems to the management (Uniquetrainingvideos, 2010a). In the video by Bitbulllover999 (2011) video the supervisors performs the above function where he informs Cindy that she has been fired for lateness.

A supervisor is responsible for grievance handling since he/she is always in touch with workers on a day to day basis (Uniquetrainingvideos, 2010a). In DrCash (2008), the supervisors find two colleagues fighting and he insists on getting to the bottom of the matter despite a worker insistence that it was nothing serious. The supervisor after listening to the story behind the fights issues a stern warning to the worker to ensure a similar occurrence is not repeated.

Similarly, the video by movieclips (2011a) portrays this important function of the supervisors where he/she handles workers grievance to the best way possible. In this video, the supervisor calls a lady into his office and informs her that she is fired due to several reasons as stated. However, the lady informs him that she is pregnant hence her reason of being unproductive. Upon knowing this, the supervisor intervene the human resources decision on her behalf and she is restored to her position.

As well as a supervisor acts as a reporter whereby he/she reports the situation as it is on the ground to the management which includes factors like cost output and quality (Uniquetrainingvideos, 2010a). This important function is highlighted in Hippiedestroyer (2010) video. In this video the manager is informed about a coke train that has derailed. The first question that the manager inquires is whether there is a supervisor on the ground. He then goes ahead and calls the supervisor so as to get more information about the condition.

This is evident enough that a supervisor on the ground is bestowed with function of a reporter and the management recognizes this crucial function. It is also imperative to note that supervisory role may not be will be executed if an individual lacks adequate leadership qualities over and above personal abilities that come out naturally.

If supervisors are to perform their responsibilities well, then there is need to understand the various ingredients or elements that constitute effective leadership bearing in mind that both leadership and supervisory roles are dependant of each other.

At this point, it is crucial to reiterate the fact that while supervisors may be trained in order to perform their functions well, we may not forget to mention that there is other hidden elements that need to put into consideration. For instance, most supervisors who tend to perform their duties exceptionally well go beyond ordinary training.

Finally, a supervisor enforces and instills discipline among workers through several measures (USAFHRMS, 2011). In this video, the speaker explains that indiscipline cases should be dealt with immediately. To avoid cases of indiscipline a supervisor should ensures that the rules and regulations of an organization are understood beforehand by all.

One the same note, in Hippiedestroyer (2010) video, the functions of the supervisor as a disciplinarian is clearly depicted. This is evident where the manager, through call, inquires whether the crew had been tested for coke. This appears to be a clear indication that a supervisor is expected to instill discipline among workers.

(2008). JWA Video: How to supervise people . Web.

Lppicutres (2009). Costo the role of a supervisor . Web.

Movieclips (2011a). Can’t fire a pregnant woman Scene-Labor pains movie (2009)-HD. Web.

Public Resource Org (2009). Problems in supervision: Instructing workers on the Job . Web.

Socialworkers (2011). Supervision Video Part 1 . Web.

Uniquetrainingvideos (2010a). Characteristics of an effective leader . Web.

Uniquetrainingvideos (2010b). Correcting Employees performance problems . Web.

USAFHRMS (2011). Supervisor and employee responsibilities . Web.

Wavideo (2008a). UWA Video: Feedback skills for supervisors . Web.

Wavideo (2008b). WA Video: How to Handle Difficult People Vol. 1 . Web.

Willieb189 (2010). Hitler becomes payroll supervisor. Web.

WorksafeBC(2006). The Supervisor . Web.

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IvyPanda. (2018, December 27). The roles and functions of a supervisor. https://ivypanda.com/essays/the-roles-and-functions-of-a-supervisor/

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1. IvyPanda . "The roles and functions of a supervisor." December 27, 2018. https://ivypanda.com/essays/the-roles-and-functions-of-a-supervisor/.

Bibliography

IvyPanda . "The roles and functions of a supervisor." December 27, 2018. https://ivypanda.com/essays/the-roles-and-functions-of-a-supervisor/.

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Developing as a clinical supervisor: Competence, style, and self-awareness

Associated data, educational objectives:.

By the end of the workshop learners will be able to:

• Summarize the characteristics associated with effective and ineffective supervision.
• Define the primary features of competency-based supervision.
• Explain the characteristics of transactional and transformational approaches in a supervision relationship.
• Reflect on development of their own supervisory style.
• Brainstorm strategies for responding to complex supervisory challenges.

Conceptual Background:

Training in the provision of clinical supervision has historically been an understudied and often underemphasized component of clinical training within medicine and health professions. It is challenging for new supervisors to develop competence and define their supervisory style without the benefit of focused education and training. New supervisors may look for and benefit from guidance as they begin their roles as clinical supervisors. This 2.5-hour didactic is devised to assist experienced clinical supervisors in teaching components of supervisory skill development and to help trainee or junior faculty learners in the health professions explore their own developing approaches to providing clinical supervision.

The PowerPoint slides are devised to assist the workshop presenter, ideally with at least one other presenter, in delivering an interactive didactic session in a manner that engages the workshop participants in the material and encourages participation in group discussion. Presenters are provided with case examples in this presentation to supplement the novel material that participants may provide. The target audiences for this presentation are trainees or junior faculty in clinical health professions (E.g., psychiatry, nursing) who have not yet supervised clinical trainees or are in their early career stage of supervisory duties and responsibilities. The material was originally developed for Clinical Psychology Postdoctoral Fellows. However, the materials can be adapted for use for supervisors involved in training any clinical health professionals. To appropriately tailor the session, workshop presenters may want to construct case examples relevant to their audience, prior to the workshop. Factors to consider in the development of these examples are identified in the “ Discussion of case examples of complex situations ” section of this instructor’s guide.

Recommended Presenter Experience

The material that is included in these teaching materials has been designed to be used by presenters who have had experience in the provision of clinical supervision. It is expected that presenters will have several years of providing supervision to trainees in their respective discipline. This previous experience will allow for the presenter to draw upon their own supervisory relationships with prior trainees to help the learners comprehend the information discussed in the materials as well as provide clinical case examples for elaboration as needed. Further, it is advised that presenters feel comfortable talking about their supervisory experiences and feel competent in providing supervision to others.

Quality Improvement of Materials:

This workshop was initially conducted in 2011. In conjunction with receipt of highly positive feedback from workshop learners at this time, we did receive feedback to consider expanding the amount of time that was spent discussing complex supervisory situations. Therefore, in 2012, we expanded the amount of time that we spent with complex cases and devised case examples that are now included in these materials. Other revisions in 2012 included removing a section that discussed supervision competencies or those factors that are relevant to develop as a competent supervisor. This section was removed to allow for more time in discussing complex situations in supervision and to increase the clarity of overlapping concepts.

Feedback from the workshop in 2012 indicated that attendees appreciated the case examples. Across years 2011 and 2012, trainees evaluated the educational presentation using a 5-point Likert scale (1=Poor; 5=Excellent). Feedback from this group of 19 trainees indicated a very high rating of the topic (2012 mean = 4.8, 2011 mean = 4.5), amount of new, relevant and up-to-date information presented (2012 mean = 4.6; 2011 mean = 4.3) and overall rating of the lecture (2012 mean = 4.6; 2011 mean = 4.5). Additional comments from trainees included: “Very useful. I really like how much they involved the fellows in the discussion”, “Nice balance of didactic info and discussion”, and “Great topic – very useful.”

Pre-session assignments:

Should learners be known to training coordinators or presenters ahead of time, the following articles are recommended to be distributed. It is also recommended that workshop presenter(s) read each of these articles below while preparing for teaching this material. Presenter(s) may also wish to review the references cited within the Reading List (see attachment) for additional information as indicated.

• Falender, C.A. & Shafranske, E.P (2007). Competence in competency-based supervision: Construct and application. Professional Psychology: Research and Practice, 38, 232-240.
• Johnson, W.B. (2007). Transformational supervision: When supervisors mentor. Professional Psychology: Research and Practice, 38, 259-267.

Limitations and Expansion:

One important limitation of this workshop is that an entire course or series of lectures/learning exercises could be devoted to this topic. Thus, it can be challenging to address all facets of supervisory style development in 2.5 hours. The interactive nature of the workshop session is a strength of the presentation. Further expansion by users of this teaching tool is encouraged, to develop content-specific case examples that are most applicable to the domains that the learners are likely to encounter.

Workshop Outline (2.5 hours):

The times above are approximate. Please vary this schedule according to the progress in your group.

The introduction allows for each presenter to describe the development of their own supervisory style for the learners. The goal in this introduction is to model discussing one’s own professional experiences and to validate that supervision skills are developed over time, and that the supervisory role brings new professional challenges and opportunities. Presenters may wish to share their own history in receiving supervision across different stages of their career, exposure to varying types of supervision, and provision of supervision. This sharing could also integrate information from each presenter on the impact that unique stages of training (e.g., student, intern, fellow) have had on the supervisory relationship. It is important to emphasize the developmental nature of supervisory knowledge and skill given that learners may have little prior experience supervising or may be early in their supervisory careers. Some presenters may choose to describe their style as developing over time as they gained knowledge and experience. In addition, presenters may draw upon their knowledge and experience as supervisors in multiple roles (i.e., supervising research assistants, employees or clinical students).

Participants are asked to reflect upon their previous supervisory relationships to consider how they would want to develop as a supervisor of others. Historical experiences of being supervised are considered valuable in determining how to understand which characteristics a learner would want to emphasize, or avoid, in providing supervision to others.

Ask participants to first share characteristics about supervisory experiences that they have found particularly helpful. These might include personality characteristics of supervisors, knowledge base, mentorship, ethical behavior, etc. Then, ask participants to share negative experiences within supervision – what has been particularly unhelpful? Similarly, these could relate to the qualities of the supervisor or experience within the supervisory relationship and exchanges. For both the positive and negative experiences, the presenter could compose a visual list using a form of media that allows all learners to view the responses of the group as they are identified (e.g., whiteboard, chalkboard, projected PowerPoint slides).

Participants could then be asked about their experiences providing supervision to others. Some participants may have had very little experience providing supervision and may therefore be more anxious or uncertain about practices whereas other participants may have initial experiences supervising less experienced learners. Participants may be encouraged to share a range of potential supervision experiences, including supervising clinical trainees, research assistants, teaching assistants, or other employees. Solicit from the group the methods of training that they have received already in provision of supervision and how participants view their current needs regarding training in this domain.

Supervision may be defined in a number of ways. Workshop participants are provided with a quotation of a definition of supervision by an expert in the field. One example of a quotation is as follows and could be read aloud to the participants:

“an intervention provided by a more senior member of a profession to a more junior member or members of that same profession. This relationship is evaluative, extends over time, and has the simultaneous purpose of enhancing the professional functioning of the more junior person, monitoring the quality of the professional services offered to the client…and serving as a gatekeeper of those who are to enter the particular profession.” Bernard and Goodyear, 2004, Fundamentals of clinical supervision.

Presenters next provide specific guidelines regarding the characteristics or essential components of a health professional that supports their ability to be a competent clinical supervisor. Given that this presentation was developed for use within psychology, the competency benchmarks of a supervisor are presented as informed by the American Psychological Association. Presenters are encouraged to evaluate the applicability of these components to the health profession(s) of the learners and to make modifications as indicated.

Presenters may consider discussing the following questions with workshop participants should the included information on Slide 7 be retained for a given discipline/learner audience:

How do these competencies differ depending on the health professions? Are there unique competencies for specific disciplines? Are there shared competencies for all healthcare providers?

Learners are introduced to competency-based supervision. Competency-based supervision is an approach that is centered upon training to support development of specified knowledge, skills and abilities within an established supervisory relationship. This should be defined as:

“an approach that explicitly identifies the knowledge, skills and values that are assembled to form a clinical competency and develops learning strategies and evaluation procedures to meet criterion-referenced competence standards in keeping with evidence-based practices and requirements of the local clinical setting.” Falender & Shafranske 2007

(Note that, in the transition from slide 7 to slide 8, it is important to clarify dual use of the term “competency” in this context. As above, slide 7 addresses APA competency benchmarks – i.e., what knowledge/skills should an entry-level psychologist supervisor be expected to demonstrate? What does it take to be a “competent” entry-level clinical supervisor? Slide 8 is an important transition to the topic of “competency-based supervision”- a model of supervision that certainly depends on the competence of the supervisor, but is much more broadly focused on the development of clearly defined professional competencies in the trainee.)

Presenters are to describe metacompetence as a feature of competency-based supervision. Metacompetence refers to the awareness that a clinical supervisor has of their own knowledge, skills and abilities. The clinical supervisor should be attentive to these factors given that clinical supervision of trainees is dependent upon this information. In addition, the work performed by clinical trainees must be aligned with the supervisor’s knowledge, skills and abilities. Supervision of a trainee’s functions and duties that is outside the scope of experience and practice for a supervisor is viewed as unethical and unprofessional. Likewise, a critical component of competency-based supervision is encouraging trainees and early career professionals to develop metacompetence regarding their own abilities.

The presenter then reviews each of the twelve recommendations by Falender and Shafranske (2007) regarding implementation of competency-based supervision practice.

• Supervisors continually assess their own clinical and supervisory expertise and competency.
• Supervisors continually engage and interact with the learner to develop a supervisory relationship, and a working alliance.
• Supervisors continue to include and integrate the following into the supervisor relationship: integrity, ethics and values, appreciation of diversity, evidence-based practice,
• Supervisors clearly identify learner expectations, standards, rules, and general practices for supervision.
• Supervisors clearly identify learner competencies for the specific setting and factors needed for “successful completion” of the learning experience.
• Supervisors work with learners to establish learning agreements outlining the evaluation of learning.
• Supervisors work with learners to establish a connection between learning expectations and the evaluation and feedback processes.
• Supervisors use video and audio review of learner’s work.
• Supervisors encourage learners to develop self-awareness of their knowledge, skills, and abilities through reflective practices.
• Supervisors model and work with learners to self-assess their abilities and develop metacompetence.
• Supervisors provide ongoing verbal and written feedback to learners and solicit and incorporate feedback given to them by learners.
• Supervisors assume responsibility for observing and communicating problems that arise in the supervisory relationship.

In this section, workshop participants are asked to consider the potential for integrating mentoring into supervision relationships, according to the writings of Dr. Brad Johnson. The term “mentoring” is defined as follows:

“a personal and reciprocal relationship in which a more experienced faculty member [or clinical supervisor] acts as a guide, role model, teacher, and sponsor of a less experienced student [or supervisee]. A mentor provides the protégé with knowledge, advice, counsel, challenge, and support in the protégé’s pursuit of becoming a full member of a particular profession.” Johnson, 2007, citing himself in 2006, On being a mentor: a guide for higher education faculty.

Workshop participants are then introduced to the concepts of transactional and transformational components within the supervision relationship. Transactional supervisory relationships are defined as ones that are based upon technical skill development and are hierarchical in nature. In contrast, transformational relationships are those that become more collaborative and mutual with shared interests and goals. Each supervisory relationship has a different balance of transactional versus transformational elements, and one supervision relationship may have a shifting balance of these components over time. Workshop participants are given the following points to consider:

• Supervisory relationships always contain transactional elements.
• Transactional elements of supervision are typically emphasized in the beginning of any supervisory relationship.
• Transformational relationships could include personal sharing and moderation of a hierarchical structure within the relationship.
• Throughout the course of a supervisory relationship, transformational elements may be added as relevant to the connection between trainee and supervisor, shared experience and interests and/or mutual interest in development of these elements in a given relationship.
• It is also important to keep in mind that not all supervision relationships incorporate mentoring, i.e., more transformational elements. Supervisees may wish to focus on clinical skill development, and seek mentoring guidance in other relationships.
• Individualization of the supervisory relationship is important given that trainees have unique needs, and consideration of these needs is the duty of the supervisor.

At this point in the workshop, facilitators are encouraged to present some of the potential factors that contribute to one’s developing “supervisory style.” Supervisory style refers to “how one approaches being a supervisor,” from both theoretical and personal perspectives. Students are provided with a list of variables that influence development of supervisory style including:

• Personality style : Style is affected by who we are! This includes our level of approachability/friendliness, work ethic and motivation, need for control, attention to detail, agreeableness, openness, and many other traits, quirks, strengths and faults.
• Model of clinical work : Approach to clinical interventions certainly affects how supervision is structured and oriented. For example, a surgeon may approach supervision differently than a mental health professional, with regards to the aspects of care that are discussed.
• Model of training/development : There are multiple theoretical models of clinical supervision and learner development (e.g., competency-based, developmental, interpersonal). It is beyond the scope of this workshop to review these theoretical models. However, it is important to emphasize that one’s developing supervisory style will be influenced, in part, by one’s model of teaching/training and what components are considered critical for trainees to learn clinical skills (e.g., how important is it for trainees to reflect on their own emotional reactions? Or, for learners to be observed? Or, to elicit feedback from learners about the supervision relationship?).
• Type of work : Supervisory style is highly influenced by what type of clinical work is being supervised. For example, a supervision hour spent reviewing a report of a neuropsychological evaluation of an individual admitted to an inpatient psychiatric unit will look very different than an hour spent reviewing outpatient cases treated with an evidence-based, manualized treatment for PTSD, which will look very different from an hour spent discussing individual and group treatments for family members of individuals with Alzheimer’s disease.
• Complex interpersonal issues : Each supervisor develops their own methods of managing interpersonal issues that can develop within the learner-supervisor dyad (e.g., conflict, boundaries, poor performance). A supervisor’s response to these challenging components of supervision has a significant impact on the training experience for the learner.
• Influence of time : A supervisor’s approach may change over time with a particular learner, given the evolving learning needs of the student, nature of the work supervised, and professional issues arising. Ideally, a supervisor’s style is flexible enough to meet the particular needs of each learner over the course of his/her development.
• Individual learner approach : Supervisors likely experience each supervisory relationship differently given the influence of a number of variables within this relationship. The relationship is affected by personality factors, previous professional and supervisory experiences by the learner (and supervisor), level of development of the learner (novice vs. advanced), particular training needs and goals, and, ultimately, a “match” between the learner and supervisor.

At this point in the workshop, the facilitators introduce a number of preselected challenging situations that may be encountered within clinical supervision. These topics serve as a “menu” of options for the participants to discuss, in order to help them think through strategies, and identify their own unique approaches, for responding to supervisory challenges.

Participants are encouraged to consider these topics in the context of their current (or imagined future) work. They are asked which 2-4 topics they would like to spend the remaining time discussing together. While there may be time to discuss more than 4 topics, it is important to identify which topics are of most interest to the group beforehand. The topics identified include:

Providing and eliciting feedback

Managing boundaries, addressing diversity, managing conflict, imposter issues, changing needs of supervisees.

Also, depending upon the professional context, teachers may wish to generate alternative or additional “challenges for supervisors.” The examples included here are relevant to a clinical psychology training program.

The final section of the workshop is devoted to discussion of complex situations that are highlighted earlier. Workshop participants will have identified 2-4 topics of interest and the facilitators should follow the guidance of the participants in terms of interest.

For each topic of interest, the facilitator introduces the topic and may share some initial examples of how the situation may be complex. Examples of illustrative cases are provided on each slide and can be generated by each facilitator on their own prior to teaching this workshop. After each topic is introduced with examples, the conference participants are asked to identify examples from their own current or historical supervisory relationships as supervisors or learners. Participants are asked to think of specific case examples that would be of interest for them in sharing with the larger group, which would illustrate the particular “challenge” theme. It may be important to stress the need for confidentiality regarding discussion of protected health information as well as attentiveness to confidentiality regarding other clinicians who were either the supervisors or the learners relevant to the case example.

Should participants not have one or multiple case examples to discuss, the attendees may use a prepared case example as part of the teaching tool within the PowerPoint presentation. These case examples have been selected to reflect some of the important themes for each topic.

In discussing each case example, participants are engaged in a discussion about the challenges related to the situation. Some guiding questions for this discussion could include:

• How did you realize that this was a challenging situation for you as the supervisor? Or as the supervisee?
• What would help you approach this dilemma? Would you consider consulting with another supervisor? Would you consult with colleagues or the literature?
• If you were the supervisor in this situation, what is it about who you are that might influence how you decide to handle it?
• Have you experienced this type of situation in the past? If so, what was the outcome? Would you have wanted a different outcome as you think about it now?
• Situations like this one can be difficult for early career supervisors who are still developing their supervisory style in an active manner. Is there a way to think about how you might handle this situation differently depending on your level of expertise as a supervisor? How might it be different?

To assist the facilitator in utilizing the prepared case examples provided within the PowerPoint slides, the following noteworthy questions and themes may be offered for discussion by the presenter. These themes are provided to stimulate reflection about the challenging nature associated with each of these complex situations.

• Note: “Gatekeeping anxiety” refers to the discomfort a supervisor can experience in the role of evaluating trainee progress and “gate-keep” their profession given associated standards and responsibilities. That is, is a trainee ready to advance to the next stage of professional training or practice? Given many supervisors’ wishes to be supportive of their trainees, it can be very difficult to give feedback when a trainee is not meeting training expectations. The supervisor can feel pressured to “pass” a trainee who might not be fully ready for advancing their training or engaging in independent practice.
• How do you support the trainee who writes detailed notes learn to be more efficient?
• Is there a different approach that the supervisor could make at this point given that feedback about timeframe has already been given to the trainee? AND/OR, What are some possible reasons that Mary may struggle with her documentation (e.g., “perfectionism,” lack of understanding of purpose/use of medical record documentation, poor concentration or writing skills?) How might you work with Mary to understand the root of the problem, and then…
• How might you develop a plan of how to manage this problem with Mary?
• How do you solicit negative feedback from a trainee that you personally enjoy supervising and from whom you have been asked to write a letter of recommendation?
• In this example, it seems that the supervisor has been aware of an issue but hasn’t yet engaged in discussion about this with the trainee during the rotation. What are issues that might be more challenging to give feedback about to trainees in your training setting?
• Would you give different feedback verbally than you would in your letter of recommendation? How might the feedback differ, even if you decide to share the same information?
• What role does the suggestion to get a drink (i.e., alcohol) present a concern in this request from the fellow?
• How do you find a way to be supportive of the fellow’s request for feedback?
• When is it ok to socialize with trainees? Are there limits? When does the relationship change?
• How much information is ok to share with a trainee about your life?
• When would you be concerned about information a supervisor would share with their trainee about their life?
• Is it appropriate to spend supervision time discussing non-clinical issues or personal issues?
• When do you introduce information about culturally-responsive assessments and treatments with a trainee?
• How do you address a trainee’s experiences (or lack thereof) with diverse groups, in terms of helping to identify training needs? Is there a way to discuss culturally-informed procedures in a safe way with trainees so that they don’t feel uncomfortable?
• How do you discuss issues about diversity in supervision and have you had experiences with trainees when such discussion(s) go well?
• What types of comments and questions are permissible for the supervisor to ask?
• Are there any legal issues here with regard to communication about disability (e.g., workplace accommodations)?
• How might you plan ahead to discuss physical appearance and capability as this may come up in your trainee’s work should patients reference it?
• Does your medical center or facility have a dress policy that you could reference?
• How does Jung Joo discuss the role of dress and how it relates to professionalism?
• What makes this conversation difficult? Does it matter what gender dyad exists between the supervisor and supervisee?
• Do supervisors accept that they can have varying degrees of closeness in relationships with their supervisees?
• If you find yourself clashing in personality with a trainee, does this affect the supervisory relationship or even the clinical work to be performed?
• Is it possible that trainees who are less social and outgoing have problems with clinical work? How could you tell if it did? Does this change how you approach the situation?
• What are translatable skills in providing supervision on novel assessments or interventions for the supervisor? When does a supervisor know that they are incompetent to supervise a trainee on a procedure?
• Is it ok for a supervisor to learn about a new procedure during the same time that they supervise it?
• How does consultation with other professionals serve as an option for supervision by the supervisor or supervisee?
• What are the benefits of modeling the use of consultation from competent providers and colleagues for trainees?
• Is it realistic for supervisors to expect to know EVERYTHING about their work in the early years of training others?
• How do you discuss the benefits of consulting with colleagues with your trainee?
• How have you experienced the increased use of technology affecting the supervisory relationships and communication already?
• What are the limits that you, as a supervisor, and your clinic, as an institution, will allow with regard to electronic communication?
• Can you think of a few reasons why the use of technology in communicating about patients and training experience represents a host of challenging ethical, legal and professional issues?
• What level of orientation is necessary for a trainee under your supervision at your clinic?
• How does orientation differ according to previous clinical experience, settings and perhaps other characteristics about a trainee (e.g., level of organization, assertiveness, etc.)?
• What are the challenges of working to balance orientation and clinical duties to ensure a smooth transition into a training program?

Workshop presenters are encouraged to view these case examples as complex in nature, which require a multidimensional review to incorporate issues related to ethics, diversity, professionalism, inter-disciplinary interactions, and systems needs. If time permits, role plays using these vignettes may be beneficial to the participants. See below reference for a guide in using role plays as an effective teaching activity (Cohen-Cole SA, Bird J, Mance R: Teaching with role-play: A structured approach. In Lipkin M, Putnam S, and Lazare A (eds.), The Medical Interview , Springer-Verlag, New York, pp 405-419, 1995.)

During the last five minutes of the workshop the presenters are to summarize the main topics discussed, including the definition of supervision, supervisor competencies, as well as general themes from the case examples. Refer participants to articles referenced on Slide 36 and supplementary reading list for more information. Also, if applicable, address any outstanding questions participants may have.

Finally, it is recommended to have workshop participants complete the workshop evaluation survey.

Supplementary Material

Evaluations, reading list.

IELTS AC & GT Writing Task 2: opinion essay on qualities of a supervisor/boss; with discussion, notes, model answer and vocabulary practice

This IELTS Writing Task 2 post offers the insights of writing a great answer to an opinion topic . This opinion topic asks the candidates to provide opinions on the qualities of a supervisor or boss . In this post, you will find discussion and notes that can help you build up ideas.  You will also find a great model answer and vocabulary practice which can help you build your own answers for other opinion topics.

Let’s have a look at the question first:

Notes on the topic:

Here is a note on the given topic which may help you to write the answer effectively.

Here is a good model answer based on the provided notes which you can follow:

Companies all over the world depend highly on people who are quite strong in management as it is a tough job to handle and the company somewhat leans on a CEO or manager. I personally believe that a great supervisor must hold a plethora of features that I intend to discuss in this writing.

First and foremost, an ideal boss needs to be a role-model in terms of honesty and impartiality . He or she must be straightforward in making important decisions even though these might go against his or her personal opinions or the people he or she is working with. From my personal life experience, I happened to work in a multi-national firm where my boss took a decision to fire his own nephew due to cheque fraud . Later, he told us that he had to do that to prove his honesty and avoid favouritism .

Furthermore, a great manager must be patient and pay attention to his or her senior and junior colleagues . People working in a company may have different attitudes and so their opinions may vary . The good boss always shows respect to these opinions and this may avert catastrophe in many cases. For instance, the great German automobile company Audi has been running an ‘employee suggestion scheme’ for the last 50 years and a 2017 statistics showed that the company saved nearly $133 million from suggestions taken from employees. 

Some other supreme qualities of a boss are learning quickly from mistakes, taking prompt decisions effectively and promote creativity .

In fine, supervising a company, however large or small, is a nerve-racking task indeed. A good administrator must show his or her leadership qualities and commitment to the company which will result in successful yields . The discussed characteristics such as honesty, impartiality, patience and listening to staff are the prime ones that surely lead a company to thrive further.

(312 words)

Vocabulary practice:

Here is a list of vocabularies used in this task 2 answer:

Tough (adj.) – hard, strong, difficult,

Lean on (v. phrase) – depend on, rely on, 

Supervisor (n.) – boss, manager, administrator, director,

A plethora of (adj. phrase) – a large number of, abundance,

Intend (v.) – plan, aim,

Role-model (n.) – example, model,

Impartiality (n.) – fairness, neutrality, lack of prejudice,

Straightforward (adj.) – clear-cut, frank, simple, uncomplicated,

Multi-national (adj.) – international, cosmopolitan, global,

Cheque (n.) – a small printed form that, when filled in and signed, instructs a bank to pay a specific sum of money to the person named on it.  

Fraud (n.) – cheating, swindling, double-crossing, somebody who does cheating,

Favouritism (n.) – preferential treatment, nepotism,

Colleague (n.) – associate, coworker, collaborator,

Vary (v.) – differ, fluctuate, disagree,

Avert (v.) – avoid, prevent, ward off,

Catastrophe (n.) – disaster, calamity, tragedy,

Statistics (n.) – figures, data,

Supreme (adj.) – ultimate, highest, best,

Prompt (adj.) – timely, on time, quick,

Nerve-racking (adj.) – worrying, tense, extremely stressful,

Administrator (n.) – manager, boss, supervisor, overseer,

C om mitment (n.) – promise, pledge, obligation,

Yields (n.) – results, returns, production,

Prime (adj.) – major, main, key, chief,

Thrive (v.) – flourish, prosper, succeed,

I hope this answer helps you in writings your own essay. Don’t forget to comment about anything you would like to discuss.

Click here for a model answer to Cambridge 14 Test 4 Writing Task 2

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Ielts essay # 50 - what are some important qualities of a good supervisor, ielts writing task 2/ ielts essay:, the job of a supervisor or a manager involves many different responsibilities, and they should be able to manage the team effectively and motivate them., what are some important qualities of a good supervisor or a manager what types of people are suitable for these jobs.

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