The successful development of new managers and deputies will depend largely on your support and direction.
Talent alone will not be enough for them to succeed. Your future managers will need to be nurtured, supported and developed. They will need both the commitment of the organisation and the dedicated time of existing managers.
Supporting a member of your team in their career progression can help you to retain talented staff and create a pipeline of future managers and leaders.
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Download our checklist to help you to support new managers and deputies
How supervision supports development
Supervision is a process that involves a manager meeting regularly and interacting with staff to review their work and provide support.
Good supervision helps workers to:
- build effective professional relationships
- develop good practice in the performance of their work
- exercise judgement and make good decisions
- improve the quality of work and daily success in treating and caring for others.
If you’re responsible for supporting the development journey of a new manager or deputy then you can use also supervision to:
- talk about what they’re learning or the ideas they have for the service, based on something that they’ve done
- discuss opportunities they need to help them to try new things or develop particular skills
- ask what additional support, advice or guidance they need from you.
We recommend regular monthly supervisions as a minimum for the development of your new managers and deputies.
- You should have supervisions in a confidential space where you cannot be overheard.
- Make sure you have enough time to talk about everything. Keep a written record of what you discussed or any actions that come out of the supervision.
- If the new manager / deputy uses a learning log (recommended), then refer to this as part of the supervision.
Further information is available in our Effective Supervision guide.
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