Is your team productive, or burned out? Do they feel empowered or left to flounder? Effective team management isn't about relying on one approach; it's about making adjustments as needed. Effective supervisors successfully navigate productivity vs. wellbeing, autonomy vs. guidance, and stability vs. flexibility. The key is recognizing when things are out of balance and adjusting accordingly.
In a world of constant change, balancing leadership responsibilities with personal well-being can be challenging. Our latest article shares actionable insights from university leaders who have successfully integrated self-care into their work.
Managing emotions at work is a crucial skill for leaders. University supervisors provide feedback, lead teams, and resolve conflicts, making how you show up emotionally each day critically important.
The ability to effectively delegate is a crucial skill for supervisors, potentially enhancing productivity and fostering team growth experiences. It goes beyond task assignment, involving a deliberate process of empowering individuals with specific responsibilities. Effective delegation requires time, commitment, and a well-thought-out approach. This month’s issue explores why you might be hesitant to delegate and delegation best practices.
The new year comes with resolutions to change habits to meet personal goals. With a new semester on the horizon, your team might want or need to implement some changes too.
Whether you had a chance to take time off this summer or are planning a fall getaway, this issue is all about taking a break. We highlight the many benefits of vacation, how to prepare for it, and how to ease your way back into work.
Team gatherings, sometimes referred to as team retreats, extend beyond the day-to-day work tasks and team check-ins often utilized by supervisors. Now is an especially important time for leaders to emphasize the human aspects of work and offer options for team members to connect with each other.
When discussing bias in performance management, it’s common to talk about bias as it relates to performance evaluations – what ratings people are receiving and feedback objectivity. Yet there are practices we can apply to mitigate bias at every stage of effective performance management.
