Dr. Patricia Kapper

Brian, Getting or staying too involved is difficult for a supervisor given the fact that the supervisor continues to have the ultimate responsibility for completing the task. Knowing when to intervene and when to let the employee find their own way is a skill that a supervisor learns over time. It is really all essentially a matter of situational leadership. It depends on the employee and his/her ability to take a task and run with it. It can be so much easier to just do it yourself but to do so robs an employee of the opportunity to gain new… >>>

Brian, You are right on target, Brian. To dump a task is purely self serving. To delegate a task is to give serious thought as to the benefit to be gained by asking an employee to take on that responsibility. We are sometimes reluctant to delegate because it does take more time. Training needs to occur as does follow up to make certain the employee is progressing appropriately and to ascertain whether there is any need for coaching. These tasks should give added visibility to the employee as well as to help them develop new skills in areas where they… >>>

Brian, You are correct that it is difficult to remain as the coach on the side. Too often, we are hung up on allowing them space to develop those new skills and fail to recognize the need for our intervention. It is a fine line and balance that we need to walk carefully. Establishing a comfort level for the employee to speak up when they need help or do not understand is sometimes difficult for a supervisor to do but yet it is important. Checking in periodically, establishing touchpoints for progress helps to ensure that the task is moving forward… >>>

James, Delegation can be difficult. If you can get beyond the guilt, though, and begin to recognize and understand the value that delegation brings to the employee, it becomes easier. There needs to be some thought put into what to delegate and to whom. Everyone is not ready to take on additional tasks. Nor is every task appropriate for delegation. A big part of the process should be the consideration of the staff development needs of a particular individual employee. Matching up the task with those development needs creates that win-win, which is so important. You talk about over investing… >>>

James: You are absolutely correct in your comments. Delegation can be difficult at first because you do experience a sense of guilt. Once you begin to see the positive impact on employee morale, employee skill levels, readiness for promotions,and items off your plate, the more inclined you will be to recognize the value of delegating. In fact, to fail to delegate is a disservice to your employees. It is an opportunity for them to gain visibility within the organization when they are asked to step in and take on a new task. We all need new challenges to keep our… >>>

Laura, Yours is a common pitfall of delegating. Many times, I have had the thought that it is easier to just do it myself rather than to show someone else how to complete a task. That position, however, is unfair to the employees who would love the challenge of learning something new. Deadlines certainly have to be a consideration but so does the return on investment of your time and effort to train. The ROI can be measured in improved employee morale, better division of labor, improved quality of performance, preparation for promotion, etc. The benefits far outweigh the negatives.… >>>

Hi Maria, Great response on recruitment. The job description is key to getting the right person for the job. Making sure, as you do, that the job description actually reflects the responsibilities of the position is key. Sources of recruiting have changed over the years as technology has become more sophisticated and accessible. Newspapers used to be a major source, but now, as you said, web and referrals are your best source. It is interesting, too, that you are finding good quality candidates who actually meet your qualifications. With the high unemployment rate today, it is typically more likely that… >>>

Hi Josefina, Welcome to the class. Good response to the question. I am gong to back up a little bit, though, to the job description. Before you can have an effective interview, it is important to have a well written job description which reflects the actual responsibilities of the job. Once you have that, it is easier to review the applications to make certain the candidates meet your qualifications. I like the fact that you have multiple people conduct interviews because it allows you all to compare your assessment of the candidate's appropriateness for the position and fit for the… >>>