VPAF supervisors and employees have an excellent command of their work responsibilities. Each of you was hired because you are a content expert. You’ve worked in your field and completed training specific to your work that is the reason we hired you to be part of the University of Maryland.

When employees move into the role of supervisor, they activate a very different set of skills, yet often the training and skill development that made you an expert in your field is missing when it comes to making you an expert at supervision. We want to change that.

Over the course of two years, the division has been assessing the needs of employees and their supervisors by looking at:

  • Our Gallup survey scores (2016 and 2017)
  • Interviews with supervisors
  • Focus groups with front line staff
  • Workshops with senior leadership
  • Online polling
  • Research into best practices

27% of the division (319 people) contributed to the development of ThriveU: it is a “by Maryland” and “for Maryland” program.  Your feedback and experiences provided the foundation for ThriveU curriculum and included:

  • Sharing positive experiences with supervisors
  • Listing qualities of a great supervisor
  • Describing support you receive from best-in-class supervisor
  • Identifying ways you’d like to improve as supervisors

The field of management is ever evolving and we have new expectations as leaders. Our supervisors work hard to manage the most diverse workforce in history. ThriveU is a skill building and coaching program because supervisors today are asked to coach more and boss less, support more and direct less, ask more and tell less.

You told us that you want a supervisor who:

  • Supports and encourages your development
  • Has regular and ongoing communication with you
  • Recognizes and rewards your good work
  • Sees you as a whole person and not just the skills you bring to your job

As a result, ThriveU is based on the following principles:

  1. Leading with Strengths: we lead from our strengths and develop the strengths of those we manage. We value an environment of trust and openness.
  2. Communicating with Clarity: We engage in ongoing, regular, two-way feedback conversations, and appreciation and recognition are embedded in our work.
  3. Building Thriving Environments: Our actions model inclusion and our people know they matter. Mentoring and coaching empowers our teams to succeed.