1. Synergistic Supervision
Both give intros
Synergistic Supervision

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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. Resources Synergistic Supervision Scale Human Resources
Professional Development Plans
NASPA ecourse: Synergistic Supervision of Entry Level SA Professionals DB

10. 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), Tull, A. (2006). Synergistic supervision, job satisfaction, and intention to turnover of new professionals in student affairs. Journal of College Student Development, 47 (4), 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 ).