It’s dreadful weather here in the New Forest. So bad that I feel my Seasonal Affective Disorder starting early this year. I don’t get it as badly as some people, but I know it when I feel it now, and I know what to do about it. So my lightbox is on, my dynamis flower remedy is on my tongue, I’ll be taking myself off to the gym tonight for some endorphin promoting exercise, and I’m going to focus on the positive today. If the sun comes out for even an instant, I’ll be dashing outside for some vitamin D. Preventative measures. Nipping it in the bud.
So, with the positive in mind, let me share with you the next iteration of the Conversation Starters that I got feedback on last week. And for those of you who have just signed up to the blog, you can read more about the conversation starters here.
As you look at the conversation starters, bear in mind these guiding principles:
•Simplicity is key: what is the minimum that the supervisor needs in these conversation starters to help them to have better conversations? So if you suggest an addition, what would you cut to make room for that addition?
•Focus on what the supervisee needs from their supervisor, to enable them to be engaged and perform at their best
•Help the supervisee to be in adult-adult relationship with supervisor (I’ll write more about this in a future post)
So let me share 3 of the conversations today, and then I’ll share another 3 tomorrow, and another set next week (there are currently 12 in total, though some of them can be combined).
Each one tells you:
- the mindset you need to be in for this conversation to have a positive effect
- the skillset – the main questions or statements to include in this kind of conversation
- the toolset – links to additional tools that might help you if you want to delve more deeply. These are internal links, so I am unable to share these externally.
Ready?
1. Welcome to your new role
Supervisor’s Mindset
–My job is to bring this team’s future story and contributions to life
Supervisor’s Skill-set
–Welcome to your new role
–Tell the story of:
*the vision and strategy of the team, and the connection to the business strategy
*what it looks like to be successful here
*who our customers are, and what they say about us
*who’s who in the team, and how the team works together
*who you should build a network with, and who to ask for what
*what is expected of you in this role, including any probation expectations (if applicable)
*any lurking surprises or barriers that could push you off course
*any potentially damaging cultural and political missteps you should avoid making
*in what areas you can achieve some early wins
*what are the most promising unexploited opportunities for this role?
2. What motivates you?
Mindset
–My job is to release the talent and passion of each individual towards achieving our highest priorities
Skill-set
–Ask the following questions:
*What are your strengths and passions?
*What drives you? What motivates you?
*What kind of work inspires you to perform at your best?
*Where do you see your future?
*How can I and this role help you to get there?
3. How will we work together?
Mindset
–We will get the best from each other if we can agree on a mutually beneficial working relationship
Skill-set
–Ask the following questions:
*What would you like to know about me? (eg, professionally, personally, working style etc)
*What do you want me to know about you?
*What are your core values?
*What is your social style, and how does that influence the way you need me to supervise you?
*How do you need me to be, to get your best performance?
–Explain:
*Your personal core values
*Your social style and how this influences the way you like the team to communicate with you, make decisions, get work done etc
*That you expect them to hold you accountable for being a great supervisor to them
–Revisit every 3 months and discuss what’s changed in terms of what you need from each other
What do you think? Comments in the box please.
