Provide Your Supervisors in Distribution and Production a Roadmap for Leadership Support
Before we explore the topic of what is missing in your leadership support, we have two questions for you:
- What leadership support is needed by distribution and production supervisors?
- How you can make sure that your leaders are equipped with the skills that they need for success?
Many companies assume that their people have all the skills they need once they have been promoted.
That is simply not true.
On any given day, your supervisors are experiencing many valuable and high-value interactions with their teams.
They often do not know how to do that, especially when they are making that transition from being an individual contributor to being a leader who manages others.
We typically will promote people based on their technical skills and work history, only to realize that they lack the skills it takes in order to become a leader who can produce results through others.
We typically will promote people based on their technical skills and work history, only to realize that they lack the skills it takes in order to become a leader who can produce results through others. Share on X
Provide Leadership Support
How do you provide leadership support to distribution and production supervisors?
Here are three ways you can help your new leaders as they grow into their role:
1. Clarify Expectations
This is something that we focus on from our book Employees Not Doing What You Expect. It states that one of the main reasons people do not meet our expectations is that they do not understand what those expectations are.
This means you need to be very clear with your leaders as to what you expect of them.
By informing your leaders of what those expectations are, they will at least attempt to meet them.
By informing your leaders of what those expectations are, they will at least attempt to meet them. Share on X
2. Map the High Priority Interactions
Look at the interactions that your leaders have with the people on their teams.
When you start to look at those interactions, whether it is at the beginning, the middle, or the end of the shift, you will begin to recognize where the opportunities lie to improve both the communication and the content of those interactions to get the results that you a e looking for.
3. Build their Capability and Confidence
As experts in front line leadership, we know the importance of helping our teams get better at their job. That is to improve their capability.
Once they put that capability into action, it helps increase their confidence.
Would you agree that you become the most proficient when both your capability and your confidence are maximized?
Start the Conversation
That is where we come in at Front Line Leadership and Unique Training & Development.
We are experts in training supervisors in operations environments, and it all begins with a conversation by going to our website uniquedevelopment.com
No matter what your organization needs to achieve culture and performance excellence, we want to be your partners.
