Synergistic Supervision Both give intros Synergistic Supervision

How do you know When it is good? When it is bad? Why is it important? SGP

What is Supervision? An ongoing process providing guidance and direction while overseeing the performance or operation of a person or group with the intended outcome of both employee and institutional accomplishment (Shupp, 2008) A management function intended to promote the achievement of institutional goals and enhance the personal and professional capabilities of staff (Winston & Creamer, 1997) SGP

7 Leaders no one wants to follow Insecure Leader Visionless Leader Incompetent Leader Selfish Leader Chameleon Leader Political Leader Controlling Leader (Maxwell, 2011) This may be the place in which we talk about self-awareness and identifying some of the skills and competencies we’d need to have to avoid these leadership styles. DB

Barriers to Supervision Lack of education/preparation of how to supervise Lack of understanding of the field/area Lack of communication Lack of focus on supervisee/lack of time spent with supervisee Close mindedness/lack of trust Research shows that some of this is correlated to intersections of identity in relationship (Shupp & Arminio, 2012) DB

What is synergistic supervision? A cooperative effort between the supervisor and the supervisee with a focus on joint-effort, two-way communication, competency and goals for the betterment of the organization and the individual. (Winston & Creamer, 1998) The effect of their joint efforts is greater than the sum of their individual contributions. (Winston & Creamer, 1997) SGP

9 components of synergistic supervision Dual Focus Joint Effort Two-Way Communication Focus on competence Growth Orientation Proactivity Goal-based Systematic and ongoing Holism “Individuals who experience synergistic supervision report higher levels of job satisfaction, lower levels of burnout and overload, and minimal intention to leave the field” (Tull, 2006). I think here we can talk about the ethos of ongoing professional development within the growth orientation, goal based, etc. SGP

Valuable practices of synergistic supervision Supervisor Accessibility Regularly scheduled, uninterrupted 1on1s Meaningful Interaction with Supervisor Expectations, goals, styles are all discussed Utilization of Formal Evaluations University provided and others (360, strengths, etc) Providing Unique Supervision Approach each supervisee differently based on experiences, roles, strengths Providing Professional Development Opportunities Engage the use of a PD plan Promote Healthy Work/Life Integration This could be where we talk briefly about how this may differ across generations, tenure, demographics, etc. DB

Resources Synergistic Supervision Scale Human Resources https://www.ohio.edu/studentaffairs/upload/A-Worthwhile-Investment.pdf Professional Development Plans NASPA ecourse: Synergistic Supervision of Entry Level SA Professionals DB

References Shupp, M. & Arminio, J. (2012) Synergistic Supervision: A confirmed key to retaining entry-level student affairs professionals. Journal of Student Affairs Research & Practice, 49 (2), 157-174. Tull, A. (2006). Synergistic supervision, job satisfaction, and intention to turnover of new professionals in student affairs. Journal of College Student Development, 47 (4), 465-480. Winston, R. B., & Creamer, D. G. (1998). Staff supervision and professional development: An integrated approach. In W. A. Bryan & R. A. Schwartz (Eds.), Strategies for staff development: Personal and professional education in the 21st century (New Directions for Student Services No. 84, pp. 29-42).