ipl-logo

Sample Supervisor Identification Report

745 Words3 Pages

Payment Services Claims Supervisor Position – Written Submission
1) There is no corporate training for new supervisor, only peer to peer. What will be your approach to ensuring you have knowledge of all the tools and technical aspects needed to be successful in your new position as supervisor? My approach will be utilizing ALL available resources. FYI Blue is a great resource that provides supervisors with tolls and resources necessary to help supervise and manage the workforce. FYI Blue – Managers’ Tools provides guidance on a number of topics. Basic Tools and Activities section provides supervisors with tools and knowledge regarding Performance, Workforce and Talent Management. Development Section provides information on Leadership Development. …show more content…

They will be able to provide training on applications and tools necessary to meet expectations. Peer supervisors are a great source of knowledge for approaches that work best in the position for various situations. My approach is to take every opportunity to accept support, mentoring, knowledge and feedback from peer supervisors. Job shadowing and supervisor observation will allow me to form a better understanding of the details of the job role and responsibilities. I will ask questions as they relate to specific tasks that will ensure role responsibilities are being carried out according to corporate standards and expectations. I encourage constructive feedback as it allows me the opportunity to improve, learn and grow in the position. And lastly, I will be engaged. I have an eagerness and passion to learn how to lead, coach, supervise, develop and mentor employees beyond what I have done in previous and current …show more content…

I will do this by modifying coaching to fit the needs of each individual operator to help them in being successful with the end goal being to ensure customer satisfaction. I will do everything in my power to create a foundation of trust with the team as well as with each individual. This will help build that relationship so that the coaching is successful. I will continue, as I do today, to always look for ways to improve and maintain employee engagement. In order to coach an employee on performance expectations, it’s important that I completely understand those expectations as well as the available tools and resources to help an employee meet those expectations. Being timely on feedback, both positive and negative is important. This helps ensure that areas of opportunity are identified and addressed as quickly as possible and that positive feedback is provided as a means of continued motivation. I want to share my knowledge with them so that we can work together to ensure the success of the company. When coaching an employee, I will always keep in mind that it is not me just teaching them, we are a TEAM and that is how I want them to perceive me and to feel when we are working together. Together Everyone Achieves

Show More
Related
768 Words | 4 Pages

Myself, I prefer to have constant feedback once anything is completed. I also like to ask questions to my first-line supervisor on what they would have done differently or what I need to improve on. “Informal communication, in which team members freely communicate with each other, is also important to team success.” as stated in Army training publication 6-22.6, Army Team Building

Read More
1519 Words | 7 Pages

The I4CP (2014) organization identified a couple organizations that use coaching as The Campbell Soup Company, for the organization's global talent strategy and W.W. Grainger, Inc. for their First-Time Managers program, which develops peer coaching skills “To get the best outcome from a coaching process, it is essential that it be aligned with the overall culture, values and processes within the organization.” (Chidiac, 2006, p. 15). Effective coaching processes will cause growth and change, benefits, that all stakeholders – leaders, followers, and the organization – can reap. The recommendation is to create a coaching culture within the organization. Leadership That Works (2018) offers seven conclusive steps that organizations can implement that will influence leadership development and increase organizational effectiveness.

Read More
1254 Words | 6 Pages

With this employee I have adopted a “coaching” leadership style, where the employees personal development is the ultimate goal. Regular one-on-one performance reviews, identifying improvement areas, and a firm balance between direction and praise ensures sufficient motivation and keeps agreed goals in

Read More
1598 Words | 7 Pages

What I am not used to is being told why it was wrong or how something, if done slightly differently, could be improved. DIME taught me how, through Mehrabian’s communication model (1977), to build rapport with the person I am coaching. I could then use the knowledge of various coaching models (Whitmore, 2003) (Gilbert and Whittleworth, 2009) (Passmore, 2009) and goal setting technique’s (Rouillard, 2003) to formulate my feedback.

Read More
744 Words | 3 Pages

To guarantee the suitable information is being dispersed to the accurate people, the training should be divided into two gatherings, contingent on the employees’ contribution in the submission of claims for compensation. All workers should go to the general session on compliance, while workers whose job mainly emphases on submission of claims for compensation should be the contributors in the comprehensive sessions. In the growth of a training program, the billing company should check with its benefactor clients to guarantee that a dependable message is being transported and dodge any possible conflicts in the implementation of strategies and

Read More
1727 Words | 7 Pages

Positive feedback is extremely motivating and an important part of passing on responsibilities. It’s very easy to slip into giving feedback when things go poorly, but a great leader makes sure to compliment people on their strengths (Hagel, 2013, p.

Read More
1741 Words | 7 Pages

Any feedback should be confidential so as not to identify any individual coachee. 1.3 Present the case for using coaching or mentoring to benefit individuals and organisation performance. Benefits to the individual Coaching and mentoring when delivered in a structured and engaging manner can bring significant benefits to an individual in both personal and professional development. Both approaches help develop and increased level of confidence and self-awareness, improved inter-personal skills, managing conflict and enhanced leadership skills (Roberts 2000, Beamont 2002). They provide the opportunity for feedback on strengths and areas for development in a safe, judgmental environment and can help accelerate learning.

Read More
1819 Words | 8 Pages

According to Kadushin & Harkness (2014) supervision in social work is when a social worker indirectly offers the best services in terms of quality and quantity in accordance with agency procedures and processes through, supportive, administrative and educational functions. To achieve this the social worker has to coordinate, direct, enhance and evaluate the performance of the supervisee while the supervisee carries out the

Read More
842 Words | 4 Pages

• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

Read More
1812 Words | 8 Pages

Managers have to understand how to engage employees and be able to assist in their development by setting goals and expectations. Using the feedback Julia has received from executives helps her development as well. Being able to use the feedback she has received will assist her in developing employees. Communication is essential in the management role as well. Communicating expectations and holding not only the employee

Read More
1423 Words | 6 Pages

The coaching sessions were held as well to motivate the leaders to open up and to distance them from their jobs. As well as helping participants to determine their strengths. Feedback on the coaching sessions was positive; the leaders now feel more comfortable about their abilities. As they said: that the training gave them a clear understanding of my strengths and the activities doing at work, as well as those find more challenging.

Read More
991 Words | 4 Pages

For this assignment, we were asked to conduct coaching sessions in groups of three with our colleagues for two months and draft a reflective essay on our experience. I hope this reflective essay will help me understand the in-depth concepts of coaching while helping me interact and respond better to people in different situations.

Read More
766 Words | 4 Pages

Eric Parsloe (1999, P. 8) defined coaching as “a process that enables learning and development to occur and thus performance to improve. To be successful a Coach requires knowledge and understanding of process as well as the variety of styles, skills, and techniques that are appropriate to the context in which the coaching takes place”. Coaching is a professional relationship that helps people meet great results in both lives personal and professional also helps to fill the gap

Read More
1296 Words | 6 Pages

Key to Effective coaching). This shows how serious you are and now they know the boundaries ad what you are looking for as a coach. After you gain a solid relationship you can perform an assessment on who you are coaching to see what skills they lack and what you need to work on. According to The Key to Effective Coaching, you should provide timely feedback and clarify behaviors you would like to change. You need to always be honest with them so they can trust you more and know what you are telling is the truth.

Read More
774 Words | 4 Pages

Coaching in companies and leadership setting is also an effective tool for developing people across a wide range of needs. The key of a good coaching relationship and for the best results is trust. An employee needs to believe and trust the coach during the coaching session and must be a level of confidentiality to what is discussed and trust in individual or

Read More

More about Sample Supervisor Identification Report

Related Topics

Open Document