Supervision: A Work in Progress

I have supervised many staffs in my career as a Residence Life and Housing Professional. I have supervised various size staffs, staffs with different strengths and weaknesses, and even staffs from various institutional settings. I have learned a lot in these experiences. However, one of the areas in which I had no supervision experience was when it came to graduate students or professional staff. I knew that in my next position I needed to look at jobs that would give me the experience to supervise either a graduate student or a professional staff member in order to be able to advance in my career. I did it. In my current position I supervise a part-time professional staff member (Assistant Hall Director) and we co-supervise the paraprofessional staff. It was a hard transition. I believe I have managed to execute the dual roles well, but am never quite sure I am doing enough. After all, my goal is to be in a mid-level management role within the next few years.

Over the holiday break I reflected on this a lot. Probably more than anyone else would have, as it was the holidays and who wants to think about work constantly? However, I actually got excited about it. The more I reflected, the more I was able to create a plan of action for the upcoming semester. I didn't exactly think I hit it out of the park in my first semester with new supervisory expectations, but I was not completely sure I was doing that well either.

At the beginning of this week while in my office, that I actually share with my AHD, she asked if I had a to-do list for her. I was still climbing out of the mound of voicemails and e-mails I needed to respond to so at the time I had to say no. Though I knew that I would be out of the office for a few days attending a mini conference and a training session so I didn't ignore her request. I sat down and came up with a very short to-do list. The following is the small list that I had come up with.

Please work on the following tasks:
·         A list of 5 professional goals you want to accomplish this semester.
·         A strategy for adjudicating judicial hearings in a two week time period (letters, meetings, sanctions issued).
·         Choose 5 items from the Professional Growth and Development Checklist to complete this semester. (attached)
·         Create a list of things that you would like to discuss or do with the RAs this semester.
·         Create a list of areas you need me to improve on as a supervisor.
·         Start work on your position binder.
These can be works in progress but some things that I’d like to see you thinking about.

I knew that if I wanted to get better I needed to know exactly what areas of my supervision I was lacking. I have asked my paraprofessional staff this throughout the semester in their one-on-one meetings with me. I did get useful feedback from a few of them, but most had nothing to say. During my self-reflection I decided I needed to ask the question that most people find difficult to do; I needed to ask for feedback from my AHD. So I did. (I also asked about her because I want to make sure that we focus on a few more professional development items for her this semester.)

Today I attended a mid-level management training that was newly developed in our department this year. We had some Student Affairs professionals from other institutions come present on mid-level management topics, and we also invited some professionals from our campus to speak during a round table. One of the pieces of advice that was given during the round table was to elicit feedback from your staff. I must admit, I was quite proud of myself for already being on top of that. However, I had not received the feedback yet. I had a conversation with one of the Associate Director's in my department after the training had ended and mentioned that I had done this. After the training ended I stopped in my office to do some follow-up on a few items because I had been out of the office for the day. I was pleasantly surprised to see that my AHD had completed some items on the to-do list and sent me her feedback in an e-mail.

Supervisor Areas of Improvement:I really just sat here for an hour thinking about this and I can’t really think of anything you need to improve on. You’re very supportive with my job search and active in helping me prepare for it. You communicate with me about staff and resident issues in a timely manner. You provide constructive feedback when necessary, send me opportunities for professional development and growth, support my mental health concerns, and acknowledge that I’m a student first. I think if there’s one area you need to improve in, it’s getting out of the office before 11pm every night!  

I read that and can't help but be happy. Apparently, I’m doing better than I thought I was; not that I thought I was doing poorly, but it’s better to know than continue to disservice someone else. I’m going to incorporate asking for feedback into my one on one’s with her at least monthly. Supervision is the one area in which I have felt I could use/needed growth at the start of this year, and I'm not going to completely dismiss improving on it entirely. So, why is this important? Well, how many of you seek feedback other than during times of evaluations? I do think people are uncomfortable with the idea of asking and yes sometimes being asked for feedback is too, but how will we ever improve if we don't? I'm refocused and re-energized for the semester to begin. I feel like I've created a new outlook and am optimistic about where this will lead. I encourage others to let go of the fear - you never know until you ask.