We develop leadership in Espoo on a long-term basis
The City of Espoo’s supervisors and management have together created the cornerstones of leadership in Espoo. The main themes are a customer-oriented approach, responsible pioneering, network-based partnerships, well-functioning daily life and growing as a supervisor. Continuous development as a supervisor is an important value and goal for all supervisors.
“We support this goal through various types of training. All new supervisors attend our induction training. It focuses on the cornerstones of leadership in Espoo, in other words our values, goal-oriented management of activities and personnel, and the resources and development of supervisors’ own work,” says HR Development Manager Hanna Saaristo.
During their careers, supervisors can participate in training events related to relevant themes, such as diversity management. They can also obtain various qualifications, such as a Specialist Vocational Qualification in Leadership and Business Management (JYET), Further Vocational Qualification in First-Level Management (LAT) or Executive MBA (EMBA). Supervisors also receive training in employment-related matters, such as annual holidays, sickness absences and employment contracts, recruitment interviews and financial matters.
A good start for a new supervisor
Jutta Vänskä, Manager of HR Information Services, has seized the training opportunities offered by the city.
“When I started as a supervisor in Espoo, I got off to a good start. In addition to leadership training for new supervisors, I obtained a Specialist Vocational Qualification in Leadership and Business Management in the early years,” Jutta says.
“Training is useful, even if you have previous experience as a supervisor and have studied management. At work, theory is put into practice and you gain new insights into leadership as your understanding increases. At training events, you build your networks and meet supervisors from other units. You also get a comprehensive picture of what else is going on in the city organisation. It has been eye-opening to hear what kind of challenges supervisors face in early childhood education or technical services,” Jutta says.
Coaching supports supervisors’ work
In addition to training, we also offer coaching to our supervisors.
“The work of a supervisor is often quite lonely, and we want to offer tailored support through coaching. It gives supervisors an opportunity to slow down for a while and focus on the development of their role. During coaching sessions, supervisors typically reflect on the dynamics of their work community, performance management, their own role and coping strategies,” says Senior Planning Officer and Coach Susanna Lähteenoja from the HR Department of the Mayor’s Office.
Jutta Vänskä has also received support for leadership through coaching.
“Coaches do not offer ready-made solutions or answers. Instead, the discussions help you clarify your thoughts, and the process moves forward through your insights. Coaching helped me get ready for the preparation and management of a major change. The discussions with the coach also supported my own wellbeing. After five sessions, I was more prepared to carry out the change and support my unit. It helped me stay on top of the situation as a supervisor,” Jutta says.
“Espoo offers a wide range of training and development opportunities for supervisors,” Jutta says.