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At last supervision?

 “If you do what you’ve always done, you’ll get what you always got.” Mark Twain

It was refreshing to see that the revised EYFS, Safeguarding and Welfare Requirements has a legal requirement that all settings should have adequate systems relating to how they supervise staff.

A number of my clients (some, currently have robust supervision measures) state that they already have supervision arrangements in place. However, when I ask for clarification this is not quite the case. Generally, what they do have is an adequate appraisal system. (This, indeed, should be in place.)

But it is important that we differentiate between supervision and appraisal; after all from September 2012 settings will need to have clear evidence, especially to show Ofsted how they supervise staff.

To help settings with this, I have attempted to define what these two terms mean:

Supervision: Focused professional and personal dialogue-empowering staff

Appraisal: Formal management evaluation of job performance

From a historical viewpoint we need to analyse the […]


Spot The Leader!

‘The  only real training for leadership is leadership.’ Antony Jay

Owners frequently ask me “Laura, do you know any decent managers, I have a vacancy to fill?” They also ask ”Why aren’t there enough decent managers?”  I have to agree with these owners and think that, as a sector, we need to reflect on this and find solutions.

An effective manager is one who can truly lead a setting into a zone of quality. Over the years I have had many difficult conversations with managers where I have had to inform them that actually their setting is being managed and not led. There are many tell tale signs, for example the quality of the setting is ineffective and the manager does not have clarity around their visions and values in order to lead the setting. I come away scratching my head, thinking this person has been in post for x amount of years and has attended […]