Candid Supervision

How to Set Expectations of Direct Reports For Powerful Working Relationships

Your role as a manager is capacity building in social work by getting your team where they want to go, whether that is within your organization or another organization. As a result, it is important to provide candid feedback to allow the individuals on your team the opportunity to get to their ultimate goal. 

​

Most feedback is not feedback at all. It's sugar coated fluff!

​

The purpose of feedback is to help the individual repeat good behavior and change bad behavior- would you agree?

​

When providing feedback, you should always:

- Be Specific

-Give Examples

​

If you are not providing examples of the behavior, you are not providing feedback. 

The more specific you are, the less defensive the person receiving the feedback will be. 

​

Best Practices for Feedback

​

• DO NOT WAIT....have a conversation shortly after something has taken place but do not address the person upset. 

• Be Specific. Provide Examples

• Praise in Public. Provide feedback in private (do not criticize in public).

• Good Feedback is usually a dialogue. The person receiving the feedback should have some questions pertaining to what is being presented to them.

• TALK with the person. Feedback should not be delivered in an email or voicemail. 

• As a manager, prepare yourself for the discussion. Make a draft of what you plan to say. 

• Offer or suggest other ways to approach the challenges.

• Give both positive and constructive (not negative) feedback. Both are necessary to help the individual reach their goal.

​

If you are interested in learning the formula for candid supervision, please contact us at onboardingstaff@gmail.com.

​