Approaches to Supervision

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Approaches to Supervision Quiz

Discover your management style and how it impacts your relationships with staff! This quiz is designed to help you reflect on your supervisory approaches and identify areas for growth.

Understand your management philosophy
Reflect on your approach to staff relations
Enhance your supervisory skills

13 Questions3 MinutesCreated by LeadingPathway527

For me the most important goal of management is to

Honor organizational authority

Respect Individual abilities

Establish Rapport with staff

Establish a shared commitment to goals

When faced with a decision that affects the whole staff, I:

Provide information that allows the staff to understand the reasons for my making the decision

Allow the staff autonomy of gathering the information they need and to make their own decision

Listen to each staff member's feelings and opinions and help staff arrive at a consensus decision

Collaborate with the staff in gathering information and generating a decision

My management most frequently emphasizes achieving goals of:

Upper level management

Individual professionals

Departmental cohesion or good staff relationships

The unit/organization

Most of my supervision occurs:

Irregularly, on an as needed basis

Infrequently, when requested

Frequently, as part of everyday interactions

Regularly and systematically on a planned schedule

I view supervision in the context of my work as interactions to:

Maintain clear work instructions

Encourage professional autonomy

Solidify relationships

Enhance productivity

I feel most successful as a manager when staff are fully knowledgeable about

The instructions I provided about work expectations

The work related concerns of the staff

The relationships among staff

The organization and its goals

My relationship with staff who I supervise is based primarily on:

Institutional definitions of responsibilities

My desire to allow maximum individual autonomy of action and style

Creating camaraderie and close personal relationships

Shared commitment to excellence

I handle poor staff performance by:

Instructing staff about how to handle the situation or solve the problem

Encouraging staff to find their own solutions to the problems

Showing personal support to continued effort at improved performance

Helping staff design better strategies for getting the work done

In my management, I hold to the belief that the single most important attribute of my relationship with staff is:

Maintaining respect for authority

Showing respect for independence of action

Creating harmony among people

Gaining commitment to mutually derived goals

When conflicts occur between a staff member whom I supervise and other units of the organization, I:

Intervene to assure compliance with institutional policies and procedures

Allow the staff member to deal with the matter in his or her own way

Support and/or defend my staff member

Mediate conflicts

Personal and professional development needs of staff are determined by:

Establishing discrepancies between institutional requirements and current staff attributes

Encouraging staff to pursue professional interests

Supporting staff members in doing what made them happy and productive

Supervisor and staff member collaborating

In my supervision of staff, individual fit with the institutional culture is viewed as:

Irrelevant, so long as the work is performed

A matter of staff member choice

Optional, so long as a sense of community is achieved

A significant determinant for success

When things go wrong for staff members, I tend to:

Offer direct advice for corrective action

Expect the staff member to find a solution or ask for help

Champion the staff member to bolster confidence

Look for an explanation jointly between the organization and the staff member

Approaches to Supervision

Approaches to Supervision Quiz

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