Session 1: The role of the supervisor

Purpose:

1. Analyze past experience as a subordinate and as a supervisor .

2. Define the functions of supervision in nutrition improvement programs.

3. Discuss the characteristics of community workers and volunteers that affect supervision.

Time: 3 hours

Materials

- Handout - "Supervisors I Have Known"

- Handout - "Supervising Volunteers"

- Flipchart and marking pens

Preparation:

Review handouts and prepare questions for discussion.

Steps:

1. Introduce the topic of supervision by brainstorming the functions of program supervisors. Add the following points, if they are not mentioned:

- Direct and control program activities

- Provide support and encouragement to workers - Provide on-the-job training

- Monitor program activities

- Contact and share information with village leaders and other administrative officials

- Motivate staff and volunteers

- Set an example

- Reinforce work of subordinates

- Identify outside technical and financial assistance, if necessary

2. Distribute the Handout - "Supervisors I Have Known" and ask participants to read and answer each question.

3. Divide into two work groups. The task of each group is to share its answers to the first and second questions on the handout, then to develop a group list of the characteristics of an effective supervisor.

4. When groups finish, ask them to write their descriptions on the flipchart and to present them to the group.

5. Comment on the similarities and differences in the groups' definitions and add the following points, if they are not mentioned. An effective supervisor:

- Has a good understanding of the job of the worker/volunteer

- Listens

- Cares about the worker/volunteer

- Helps the worker/volunteer improve

- Looks at performance, not personality

- Gets the facts before making a decision

- Gives feedback

- Is specific about tasks to be performed - Is open and communicative

- Motivates through words and actions

6. Return to work groups. Ask work groups to share their answers to questions 3 and 4 on the handout about their own strengths and problems as supervisors.

7. Assign each group the task of designing a short role play to illustrate one or two of the problems they have encountered as supervisors of people and activities. Groups should choose problems that several of them have in common. (Allow 20 minutes for preparation of role plays.)

8. Work groups present their role plays.

9. After each role play, ask participants to summarize the problems presented. List them on the flipchart.

10. Lead a discussion based on the problems presented in the role plays. Possible questions to stimulate discussion might be:

- What are the causes of each supervision problem?

- What are the skills supervisors must have to overcome and avoid these problems?

- What kinds of support and training do supervisors need to overcome these problems?

11. Discuss the characteristics of workers/volunteers that affect how supervisors approach and work with them. These include:

- Often unpaid

- Low level of basic education

- Short training in nutrition

- Different motivations for becoming workers/ volunteers

- Age

- Sex

- Etc.

12. Distribute the Handout - "Supervising Volunteers," and discuss the differences between supervising volunteers and paid workers. Emphasize ways to motivate volunteer workers:

- Giving positive feedback, praise

- Working with them

- Helping them improve and acquire new skills

- Etc.

13. Summary: In this session, participants reviewed the functions of supervisors of community nutrition and health activities. They listed the characteristics of effective supervisors, and they discussed common problems faced by supervisors. The sessions that follow will help supervisors develop problem-solving, planning and communication skills needed for effective supervision.

HANDOUT

SUPERVISORS I HAVE KNOWN

1. When a supervisor inspires you to perform a job well, what does the supervisor do?

The supervisor_______________________________________________________________________

2. How would you describe your ideal supervisor?

My ideal supervisor is a person who___________________________________________________

3. If you have been or are a supervisor of people or activities, what are the things you like about your style of supervision?

________________________________________________________________________________

4. What problems have you encountered as a supervisor?

________________________________________________________________________________

HANDOUT

SUPERVISING VOLUNTEERS

The following chart compares the characteristics of leaders in volunteer organizations and in organizations with paid staff. These characteristics often determine the role and the approach of a supervisor.

Characteristics of LeadersVolunteer Organizations	Organization With Paid Workers
1. Leader/supervisor salaried?	No	Yes, Paid a salary
2. Subordinate/worker salaried?	No	Yes, Paid to perform tasks
3. Consequences for the worker if work is not completed	Not severe Not financial	Worker could lose job and salary
4. Duration of job	Volunteers often want only short- term responsibility	Paid workers want long-term assurance of job
5. Goals	Usually agreed to & set by all	Usually set by top management
6. Leadership style	Manager must "consult" volunteers; works with them	"Tell"; "sell"; "direct"
7. Authority	Comes from the followers	Comes from above
8. Personality	Dynamic, charismatic personality often required	Dynamic personality helpful but not critical
9. Expertise of supervisors/ leaders	Generalists-wide range of people and technical skills	Specialists
10. Job orientation	Must be people oriented	Task and/or people oriented