A fascinating thing about creating new structures for our region is that most of the key issues are exactly the same as the issues our congregational leaders ask us about every day. Here's an example. I was in a great conversation yesterday with Rob Molla, UUA Director of Human Resources (pictured at left). His ten bits of advice about good supervision seem worth sharing:
- Create job descriptions.
- Develop goals with specific behavioral objectives. Goals should be SMART (Specific, Measurable, Attainable, Realistic, and Timely) and SMART-ER (that is, also Ethical and Reevaluated periodically).
- Ask powerful questions "what is it I don't know that I need to know?" Also powerful is for a supervisor to think of this question in communicating to those supervised: “what don’t they know that they need to know?”
- Focus on coaching.
- Talk with those who work with the person you evaluate, especially when supervising those who supervise others. Even if you do not do full 360 evaluation, this is important.
- Orient new employees well.
- Support continuing education. Build a culture of continuing learning.
- Give feedback, positive and negative, and document it. This should be at least 1-2 times per year.
- Foster team building and make yourself available.
- Foster a creative, innovative, risk-taking, entrepreneurial, and respectful environment.
There are many good reasons for not following this advice. But none good enough.