Leaders are not responsible for the job. Leaders are responsible for the people that are responsible for the job.” – Simon Sinek

I believe Sinek’s premise. When you become a supervisor, you inherit not power and perks rather a deep sense of obligation to those under your wing. This sense of responsibility surprises some new supervisors and causes them to realize they could benefit from some help to grow into this new role.

Leaders must learn the content required for their position and the art of supervision itself as well as upping their own personal game to serve as a leader and role model to others. This can take many forms: becoming more conscious of their language, their attire, their social circles or work ethic. Leaders may wish to broaden their knowledge of the field and cultivate a more external focus. They need to develop new networks or acquire a coach to help them navigate tricky situations and politics – all in the name of improving their skills in order to enhance the work of others.

Just like the advice in airplanes where adults need to put on their oxygen mask first before helping others, so a supervisor must work to first strengthen their skill set before they can help others to flourish. What have you done lately to help yourself grow?

About the Author leadership dots by dr. beth triplett

Dr. beth triplett is the owner of leadership dots, offering coaching, training and consulting for new supervisors. She also shares daily lessons on her leadershipdots blog. Her work is based on the leadership dots philosophy that change happens through the intentional connecting of small steps in the short term to the big picture in the long term.

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