Develop habits most successful supervisors practice, daily
Take one day at a time, and set achievable goals for each day. If a project is large, divide it into manageable segments that you can accomplish daily. Effectively completing smaller tasks will lead to overall success.

Think small - break things down
Define a specific, realistic goal
Define a deadline
Identify what will be produced
Track your successes and failures
Make your goal and deadline known to others
Define a penalty if you fail
Do everything necessary to avoid distractions
Avoid (5) things that can derail supervisors.
You have a busy schedule and multiple priorities, and if you're not careful, you may get caught up in the details and forget the big picture.

Not having and understanding of your strengths and weaknesses
Failing to set specific goals for the team, self and individual employees
Forgetting the company mission statement
Don't stay in your office all the time, ignoring relationship building
Not providing a benefit to your company (lack of productivity)
Discover what employees need and expect from you
Vision
Trust
Inspiration
Compassion
Information
Empowerment
Integrity
Recognition
Employees want a leader who can share information and who trusts their competencies.
Someone who can get involved in production of work
Keeps the team from getting overloaded with outside priority work
Someone who sees the big picture but understands the fine details that move the team forward.
Learn to manage people and other valuable resources
Understand your company's business strategy
Conduct and analysis of the people your currently employ
Figure out where you critical people issues are
Come up with consequences and solutions to actions
Implement action plans and evaluate them
Delegate to Empower Employees
By delegating to others, you empower your employees with ownership of the task at hand. Delegation is a powerful tool that can be used to make your organization and employees work efficiently through any project or crisis.

Determine what to delegate
Carefully select the employee
Give clear instructions and ask for their understanding
Cement commitment
Establish milestones and check-in points
Don't micromanage or hover employees... but monitor activities by reporting
Follow up and evaluate the outcome
Give direction (not commands)
People will commit to goals if they can benefit or gain from achieving the objective. Learn what drives your employees and use it to motivate them toward your vision and goals. Let them know how your goals can benefit them and the organization.

To gain commitment:

Ask employees for their opinions and insights
Describe the benefits of following through on goals
Know your area of expertise thoroughly
Return favors
Employee ownership
How do you turn responsibility and authority over to employees? First, we have to realize there are only (3) areas supervisors can legally manage:

Performance - how the employee does the job?
Behavior - how the employee acts on the job?
Attendance - does the employee show up? On time?
To hold someone accountable you must retro clubs have a written standard to hold him to. Supervisors, can discuss and can turn over the responsibility and authority to employees in these (3) areas.
Getting employees on board with change

Explain the change in the big picture/benefits

Address fears of employees, potential loss of job, role changes, process changes, honestly

Help others through the change
Empower the leaders on your team
Monitor change
Make sure the change lasts
Get the necessary training or facilitators to get everyone on board with the change
Provide reassurance about the positive changes and impact