What Makes a Good Supervisor?

When I started supervising the instructional technology lab a year ago, I was eager for a new kind of challenge. As a reference librarian, I'd been working professionally for 3 years. Experience in several different jobs told me that 3 years working is about when the learning curve starts to level off and the urge for new responsibilities starts. I'd been looking for a chance to develop some supervisory skills. At that same time, Arcadia University finished its newest academic building, Easton Hall, and the instructional technologist with whom the librarians had developed some overlapping skills moved over to that building. This left her office in the library next to the 8 computer lab vacant and the then sole student without supervision. Since she'd heard me express a desire to do some supervising, she endorsed me to the library director as her surrogate.

This was not my first time supervising, but the previous experience was 20 years ago when I was fresh out of college supervising 13 reserve desk students as a library technician at the University of Illinois at Chicago's Main Library. I was a lot greener in those days--i.e., inexperienced, instead of more environmentally conscious. I did okay, but one does think quite differently as a new college grad from the way one does as an adult professional.

That one work/study student is now 4 students. Once Fall starts and those students fall under federal work/study guidelines which limit them to about 7 hours/week, the number will likely increase to 10.

The one student I hired to supplement the efforts of that summer student is the only one that's ever left me. It wasn't my fault. She'd stepped on her glasses and ended up straining her eyes doing the computer work I had for her. The 5 or so students I've had since then seem to enjoy working in the lab.

What should a supervisor offer to attract subordinates to stay? I have some ideas.

(1) Open-mindedness: When I interview students, I ask questions that help me identify personal styles but don't accept disclosures as any more than facts to help me figure out the best way to use that person. I make it clear that I'm not trying to judge, just gather information. It does help that a request for students who know something about computer technology seems to draw candidates who fall on the compulsive side.

(2) Communicativeness: I tell students that there is a bilateral evaluation period then I make clear what they do well and what I wish for them to change. I don't hold secret my sense of what's working and not.

(3) Light-heartedness: I like to rib students once I get to know them a little. But I only do this with unambiguous affectation so they can't misunderstand efforts to be good-natured. I'm not afraid to tease myself and accept counter-ribbings equanimously. I call my students padawans which always makes new workers laugh knowingly. (See my previous post about how Star Wars has replaced Mother Goose in this generation's literacy.) I quote Princess Bride in Chinese.

(4) Empathy: Not all students are equal when it comes to technological aptitude, but I remember what it was like to feel insecure about myself. When students are happy, I celebrate their accomplishments. When they're frustrated, I feel with them then coax them forward.

(5) Flexibility: While I train students to be budding professionals, I remember that they are not professionals yet. Social plans take place. People oversleep. I'm not hard-nosed, but I let them know where they need to improve.

We have a lot of work to do to make the lab the technology tutoring space and project lab that it needs to be, but if I can succeed as a supervisor, the goal is an eventuality, not simply a possibility.