SEAHO Report - Spring 2019 - 22

SEAHO Feature Articles
in creating professional development plans that pinpoint how to best achieve their personal and professional
goals. Once a strong relational foundation is laid, creating an individualized plan becomes less complicated as
the staff member feels heard, accepted, and welcomed in their setting.
Though important to start with a strong relational foundation, it is also important to know that what works for
one staff member will not always work for the rest of them. More likely than not, it will take time to build trust
and to form a strong connection. Supervisors should understand that relationships are fluid and can change
as situations arise. This fluctuation, though, can ultimately affect the dynamics of the staff. John C. Maxwell
discusses this concept extensively in his 2013 book How Successful People Lead, where he outlines his 5 levels
of leadership model:
1. Position level - people follow because they have to
2. Permission level - people follow because they want to
3. Production level - people follow because of what you have done for the organization
4. People Development level - people follow because of what you have done for them
5. Pinnacle level - people follow because of who you are and what you represent
Understanding this model can be beneficial to supervisors because it highlights how fluid leadership can be. It
also provides a lens for supervisors to utilize while navigating the ongoing relationship building process with
staff. As Maxwell highlights, leaders are often at different levels with various individuals and at any point,
a leader can either rise or fall through the various levels. To maximize this concept, it is necessary to remain
constant as an advocate for your staff. It is also vital to be aware of how you supervise staff at the various staff
position levels. Though there are similarities in the manner in which we supervise, professionals, graduate
assistants, and undergraduates each have a different focus and different needs that need to be identified and
cultivated.
The staff members that tend to feel the most undervalued are our student staff workers. Often, undergraduate
student staff does not understand the impact that their role has on the department and that they are contributing
to the mission of the organization as a whole. Helping them to truly see and understand their importance is
the first step, but then supervisors must work to ensure that they keep these staff members motivated. Housing
student staff, in particular, run a high risk for burnout or job fatigue due to hold a very complexed job where
they are often required to manage crisis incidents while also serving as a resource/mentor to students within
their communities. Supervisors must work to empower these staff members and remind them that the work they
do is invaluable and will benefit them both while in college and beyond in their post-graduate careers.
With graduate students, supervisors must be intentional in supporting their development from the very first
day. This is a high-pressure time when GAs, in addition to functioning within their roles and serving as fulltime students, are also actively working to identify and market themselves for their future professional careers.
Although more experienced than undergraduates, graduate students are still in the growing stages of their
career. As a result, graduate students are still trying "to figure it out". At times, GAs may find themselves
struggling holding individuals accountable because they are not used to their newfound "power" and because
they are often within the same age range of the undergraduate students they supervise and live alongside.
Supporting, validating, and coaching GAs through these stumbling blocks is important for supervisors. Focus
on developmental and relatable skills and avoid the pitfall of "dumping" unwanted work on a graduate assistant
if you want them to feel valued. Additionally, remember that graduate students who are not in higher educationrelated programs are often struggling to find a high passion level when stressful situations arise knowing that
this is not their chosen field of study. It is necessary to not only guide GAs in the direction of their goals but also
SEAHO Report Spring 2019

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SEAHO Report - Spring 2019

Table of Contents for the Digital Edition of SEAHO Report - Spring 2019

Contents
SEAHO Report - Spring 2019 - Cover1
SEAHO Report - Spring 2019 - Contents
SEAHO Report - Spring 2019 - 3
SEAHO Report - Spring 2019 - 4
SEAHO Report - Spring 2019 - 5
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https://www.nxtbook.com/nxtbooks/seaho/2024winter
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https://www.nxtbook.com/nxtbooks/seaho/2023winter
https://www.nxtbook.com/nxtbooks/seaho/2022winter
https://www.nxtbook.com/nxtbooks/seaho/2021fall
https://www.nxtbook.com/nxtbooks/seaho/2021summer
https://www.nxtbook.com/nxtbooks/seaho/2021spring
https://www.nxtbook.com/nxtbooks/seaho/2021winter
https://www.nxtbook.com/nxtbooks/seaho/2020holiday
https://www.nxtbook.com/nxtbooks/seaho/2020fall
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https://www.nxtbook.com/nxtbooks/seaho/2020winter
https://www.nxtbook.com/nxtbooks/seaho/2019fall
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https://www.nxtbook.com/nxtbooks/seaho/2019spring
https://www.nxtbook.com/nxtbooks/seaho/2019winter
https://www.nxtbook.com/nxtbooks/seaho/2018fall
https://www.nxtbook.com/nxtbooks/seaho/2018summer
https://www.nxtbook.com/nxtbooks/seaho/2018spring
https://www.nxtbook.com/nxtbooks/seaho/2018winter
https://www.nxtbook.com/nxtbooks/seaho/2017summer
https://www.nxtbook.com/nxtbooks/seaho/2017spring
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https://www.nxtbook.com/nxtbooks/seaho/2016fall
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https://www.nxtbook.com/nxtbooks/seaho/2015fall
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https://www.nxtbook.com/nxtbooks/seaho/2014fall
https://www.nxtbook.com/nxtbooks/seaho/2014spring
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https://www.nxtbook.com/nxtbooks/seaho/50thanniversary
https://www.nxtbook.com/nxtbooks/seaho/2013fall
https://www.nxtbook.com/nxtbooks/seaho/2013summer
https://www.nxtbook.com/nxtbooks/seaho/2013spring
https://www.nxtbook.com/nxtbooks/seaho/2013winter
https://www.nxtbook.com/nxtbooks/seaho/2012fall
https://www.nxtbook.com/nxtbooks/seaho/2012summer
https://www.nxtbook.com/nxtbooks/seaho/2012winter
https://www.nxtbook.com/nxtbooks/seaho/spring2011
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