You have a newly open position for a Supervisor in a department, how are you going to fill the position? If you are like most organizations, you do not already have someone groomed to take over and you have the great tenure vs. talent debate.

There is a time to promote employees, and there are times when it should be avoided. So, what are you promoting? For many businesses, promotions aren’t planned in advance, but they should be. Some employees get a promotion because there’s a sudden vacancy a step above them on the ladder. Others get one because they’ve stagnated in their current position for so long, leadership is concerned they’ll jump ship. Neither is a best-case scenario for promotion: both can lead to more challenges than they intended to resolve.  A sudden promotion — another supervisor left unexpectedly — can also create problems. The most senior staff member in the department may seem like the logical choice, but are they supervisor material or a stop-gap solution? If you’re hoping they succeed, rather than feeling confident they will, step back and look for more options.

This program is designed to assist you in being intentional with your preparations for the organization and the individuals prior to becoming supervisors. Too many say yes to more money and authority without understanding all the responsibilities that go along with the new role.  Supervisors are the backbone of our organizations. If they are engaged, motivated, positive, supportive, and willing to develop their people, then a department and ultimately the organization will prosper – and isn’t that the goal?