Small Nonprofit: Fundraising Tips, Leadership Strategies, and Community-Centric Solutions how-to guide for staff supervision with Rita Sever
Supervision is one of those things in our sector that we kind of fall into. It is often overlooked in our sector but the quality of supervision is important because it affects productivity, morale, work quality, team interaction, conflict, and the overall culture of the organization.
In today’s episode, Rita Sever, an expert in human resources, organizational psychology, and nonprofit systems, talks about how to lead, manage people, and create a culture that is aligned with our organization’s anti-oppression work and values.
Myths that Rita wants us to walk away from:
- Nonprofit workers don’t need supervision. Nonprofit organizations are full of kind, caring, and committed people, but that doesn't mean they don't need to be supervised. Even when people are extremely high functioning, they need a supervisor's tender touch and a culture that will encourage them along the way and help them succeed.
- Power and privilege don’t exist in nonprofit supervision. Power and privilege have an impact on supervisory relationships. To work from an anti-oppression perspective, supervisors must be prepared for self-awareness – knowing their own background, norms, and hidden rules, and bringing that awareness to real conversations about how it affects their supervision, relationships, and treatment of others.
Rita’s JOIN framework on giving feedback as a supervisor
- J - Join your supervisees before you give them feedback. You want to make sure you remember you're on the same side.
- O - Observation and objective statement of what actually happened.
- I - Impact. What was the impact of that objective observation? How did it impact the person, the team, the work?
- N - What needs to be different. And that can be simply, let's talk more about how you could have handled that interaction.
Favorite Quotes from Today’s Episode
Post your favorite quote on social media to share with us!
“I think the pitfall is that we are doing so much or so committed to our missions that we sort of take it for granted that everything will work out in terms of people because people are there to support the mission. So we just trust that it's all going to work, but even when people are extremely high functioning, they need that tender touch of a supervisor and a culture that is going to encourage them along the way and help them be successful.”
Resources from this Episode
Supervisionmatters.com
Leading for Justice: Supervision, HR and Culture
The Good Partnership