North Carolina Department of Public Instruction’s Post

Being a supervisor entails shouldering a significant amount of responsibility and staying attuned to all the requirements of the role. It's essential to be prepared for any questions that come your way, as saying "I don't know" is rarely an option. Supervisors, often positioned at the top of the hierarchy, must lead with confidence and a deep understanding of their field.

🔍 In Search of Essential Leadership Traits 🌟 When selecting individuals for leadership positions, what qualities do you prioritize? Lieutenant Eric McCants has a clear vision of the traits he seeks in team members: straightforwardness and honesty, even when delivering difficult messages. A "straight shooter" possesses the invaluable ability to convey the truth about the current state of affairs and their stance on important issues. This quality, while admirable, can be particularly challenging to uphold, especially in adverse circumstances. Lieutenant McCants recognizes the significance of having individuals who are willing to provide candid feedback. He understands that hearing the unvarnished truth is essential for effective leadership. At Guardian Alliance, we wholeheartedly endorse this perspective. We firmly believe that honesty is indeed the best policy, leaving no room for ambiguity or evasion. Our mission is to connect honest officers with outstanding law enforcement departments and teams. By facilitating these vital partnerships, we aim to cultivate an environment of integrity and transparency within the law enforcement community. We're curious to know, what is your favorite trait in a new officer? Share your thoughts with us! What do you think are the most important factors to attracting top talent for the law enforcement profession? Ashley Rabb, MPA Kevon O. Janet Parker-Williams Theodore J. W. Kevin Kesselman Avery Lumpkins #guardianalliance #lawenforcementtraining

"Leaders who don't listen will eventually be surrounded by people who have nothing to say" - Andy Stanley Us Health and Safety Professionals need to be able to communicate the importance of this to our management teams. We need to strive to build better relationships/trust with our employees and create an environment where they can be curious and feel comfortable asking questions and reporting incidents/problems. However, sometimes employees may feel that their comments are not being heard or that actions are not being taken. This information from our workers (the people closest to the work) is valuable. If they feel that their time/effort/input is not valued, they will stop doing it. This is why it is critical for management to make sure that they are "listening".

For most companies, when a top manager or director left the company, there is no one from the same company take the position, they recruit for the position an other person from external. Question of leadership, of career path ,of management issues , selfish reasons, who left the company was making sure that the handover for other middle management position or less is done and there is a back up ,just for him there is no process,no back up ,no n-1 is in touch or as a deputy to take this position. This management itself needs a maintenance plan( preventative).

Screaming at employees doesn't make you a tough boss. It makes you an asshole. Great leaders are demanding, not demeaning. They set high expectations and create accountability without abuse. Yelling is unprofessional. Treating people with dignity is not optional—it's required.

Servant Leadership is Hard Hmm Okay On this #socialsaturday I am talking briefly about a #servantleadership is challenging. There are times you will have to make tough decisions in a vacuum. See Ultimately the rise and or fall belongs to the leadership. Once you begin to understand and recognize this concept the easier it is calculate your steps. The Summer of 2004 in the trails of Quantico/Marine Officer Candidate school #OCS. The company was running through the endurance course and we running in single file line. We faced obstacles such as tree branches, hills, climbing through trees, mud muck and grime. While running I heard a candidate behind me twist his ankle. I turned around to offer aide and support and officer instructors said no do not help him. If the candidate wants make through he will pick himself up and keep going. I had to gather my wits and keep running and wonder why I left the candidate behind. Well fast forward to 20 years later and facing my small business and personal obstacles. Will I laid down until help comes or firgure away to pick the organization up and keep moving. The answer is B keep going because that’s what servant leaders do. They #inspire others KGES King Global Enterprise Solutions seeks to inspire candidates for #travelnurses roles, HVAC technicians, CDL drivers and insurance agents. We also look to inspire clients who need temporary staffing support for light industrial, administrative support and janitorial employees. What inspires you today?

ACTION OFFICER THOUGHT #3:  Practice “I Don’t Know” Here’s an easy one. Never…ever…b.s. a senior leader just because you don’t want to look ignorant.  Most of them didn’t get to where they are by being gullible and will smell your bull a mile away.  Practice, practice, practice saying, “I don’t know.” Look, I get it. We all want to be successful, appear smart, and be recognized for our work. But trying to b.s. your way out of a question you know zero about is not the way to win friends and influence people. Quite the opposite. I made that mistake as a young field grade officer on my first staff. The 2-star asked a great question in a staff meeting (expect this folks) that caught me off guard. Instead of admitting I had no clue, I tried to make up an answer on the spot. How’d that go over? How do you think. Ooof. Learned that lesson and have never repeated it. I can now say “I don’t know” with the best of ‘em. And it has served me well. Why? Because it builds the kind of trust you want from your senior leadership. They know that you will do your due diligence and provide them with the best information you can muster. They need that. They deserve that. This is another clear sign of a mature action officer. Happy taskers to all…

Screaming at employees doesn't make you a tough boss. It makes you an asshole. Great leaders are demanding, not demeaning. They set high expectations and create accountability without abuse. Yelling is unprofessional. Treating people with dignity is not optional—it's required.

"I've got 10 years experience." "Do you?" "Maybe you got one year repeated nine times?" 🤣 That was my response to one of the guys I worked with years ago. Let me explain: 60% of injuries are what we call "the new and young worker." They're either new to the job site or the industry within six months. Or they're under 25. And that's 60%. Often those guys are keen to do a good job. So they're not asking questions. And I wouldn't say they're rushing but definitely going in hard. Then the next high number group getting hurt is the experienced guys who are 15-20 years in. Eagerness and NOT knowing what you don't know, and then complacency on the other end... That's what causes me to crack jokes like the one I shared at the beginning of this post. 10 years of bad experience is more like 1 year of good experience. Do you agree or disagree? Tell me below. ↓ ____________ If you want to build frontline leadership on your job site, send me a DM... I specialize in exactly that. #safety #leadership #construction #careerdevelopment

Supervisors are catalysts to encourage safe practices within frontline working groups. They should be properly trained on the leadership and personal skills in order to effectively engage with employees to achieve desired outcomes in workplace health, safety and wellbeing. Watch below link #safetyleadership #engagement #motivation #learningtrainingdevelopment