Building trust as a supervisor or with a supervisor


Posted by Brian Gallagher on 02 Jul 2012 / 7 Comments


I’ve been attending a training lately about helping students and colleagues in crisis. The sessions have been really interesting. At one point we were talking about how to build trust with individuals who are in crisis mode. One of the tactics the facilitator was explaining was all about how we need to be honest and admit mistakes when/if we made them with such individuals. We talked about this in contrast to the opposite – which would be telling lies, deflecting answers, avoiding topics…etc. The basic premise was all about building trust which would help to diffuse the situation.

I jotted this note down:

Being honest + admitting mistakes = builds trust >>> SUPERVISION!
Obviously triggering in my mind that this also applies to supervision.

For readers who have read my blog a lot in the past, you will know that I love talking about and thinking about how I supervise & how I can supervise better. While I am not going to go out and say that I purposefully deflect or lie to those that I supervise, I do admit that I have been known to occasionally sugar coat things.

As I reflect about this concept, I think about the difference between being honest and admitting mistakes vs deflecting or avoiding topics and how this impacts those that I supervise.

I know when my supervisor (or past supervisors) say “I can’t answer that,” I respect them more. While I still really want to know the answer, I realize that they have heard my question and are being honest with me. I then respect and trust them more.

For those who know me at all, you know that I am quick to admit mistakes. I have no problem telling those that I work with and for that I have messed up. Just the other day I sent an email asking for a piece of information I had already received. Once I figured it out, I was quick to send an apology email – even pointed out that I felt foolish! For me, this is all about being honest with those that you work with.

What do you think about how this concept? Do you feel that being honest and admitting mistakes builds trust, which helps make you a stronger supervisor? How? Why?

Written by Brian Gallagher


  • http://twitter.com/SaraHazel42 Sara Hazel Harrison

    Thanks for sharing! We’ve just been discussing how to incorporate building trust into our professional staff training here in a couple of weeks, so this is great. I think these are important concepts to remember, especially as I reflect on why I trust those who I trust and why I don’t trust others. I think admitting those mistakes to your colleagues and those you supervise allows you to be more transparent which in turn builds that trust. It humanizes you rather than being perceived as an omniscient presence that’s sometimes associated with being a supervisor or figure of authority. I think being clear about expectations and being an effective communicator also enhances this trust. When the ball is dropped in either of those courts, admitting rather than avoiding can salvage what could potentially be lost. If you (or anyone) have any trust building activities that are good for a group of approximately 25-36 professional staff members, I’d love to see/hear about them! 

    • http://twitter.com/brianPgallagher brian gallagher

      I agree! The humanization of a supervisor is crucial!

      Trust activity for 25-36 pro staff? 
      I’ve got some ideas- DM me & I can send you some stuff.
      Also- post some things on twitter, I’m sure you can find some great ideas!

  • Ashley Nicole Robinson

    This concept is incredibly important because we all know when a supervisor is purposely covering something up or stretching the truth to mask a mistake. Students know it too. Situations like that inherently breed mistrust and send many negative messages when the opposite effect of working together through a difficulty or challenge can be the result of owning up to issues or mistakes. I have always felt that if I give my supervisees an inch (in terms of sharing the information I can and being transparent and my real self with them), they will go a mile, and that mile is in the form of trust, accountability, respect, and loyalty to me as a person who respects them.

    • http://twitter.com/brianPgallagher brian gallagher

      Agreed 100% 

      When I wrote it- I was thinking about supervising student staff (RAs), graduate staff (AHD/GHD), and also full time staff (HD).
      Thanks Ashley!

  • http://twitter.com/coolsosa Sam Sosa-Rodriguez

    When I was first transitioning to the next section of the totem pole (complete with four interns), I asked my old coordinator for advice.  She said, “be the type of supervisor that you would want to have.”  It’s the easiest advice I’ve ever been given, and it encompasses a lot of what you’ve mentioned.

    • http://twitter.com/brianPgallagher brian gallagher

      Thanks Sam-
      I agree- that advise you received is exactly what I am talking about!Thanks for reading!

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