Phase One
Low Ability / High Enthusiasm |
Phase Two
Some Ability / Disillusionment |
Phase Three
Moderate Ability / Cautious, but Strong Belief
|
Phase Four
High Ability / High Commitment |
Characteristics of Volunteers
• Honeymoon phase - everything is "quaint"
or "interesting"
• High energy
• High enthusiasm and excitement
• Low knowledge and low ability to minister
in the culture.
Supervisory
Behaviors
• Acknowledge the volunteers' enthusiasm and
the skills they bring to the ministry.
• Clearly define goals and expectations for
ministry. Give a lot of basic and logistical information
in small doses.
• Give freedom to ask questions and respect
the needs voiced to help volunteers' become equipped
to minister in the culture.
• Closely monitor the work and make suggestions
for changes when needed. |
Characteristics of Volunteers
• Culture Shock has set
in and some volunteers may have lost their enthusiasm
entirely.
• Frustrated, may be ready to quit.
• Knowledge is growing, but competence is still
low.
Supervisory
Behaviors
• Listen to volunteers' concerns and needs and
reassure the volunteers of the importance of their
ministry. Encourage and motivate them to keep pressing
on.
• Positive fellowship with Americans (not a
"grouse session")
• Information continuing to be given in small
doses. |
Characteristics
of Volunteers
• Better able to adapt to
the culture without personalizing the negative aspects
as much as before.
• Has strategies for overcoming culture shock,
but is not always confident.
• Has a lot of knowledge about the people and
culture and is able to work/minister independently
(with an interpreter) in many situations.
• Enthusiasm is cautious, but strong belief
in the ministry has returned.
Supervisory Behaviors
• Affirm the volunteers' ability and contribution
to the ministry.
• Reflect on successes in ministry to build
the volunteers' confidence..
• Encourage problem solving, providing guidance,
but not the answers. |
Characteristics of Volunteers:
• Trustworthy and competent
• Able to work/minister mostly independently
• Cultural adaptation is strong and information
is needed only about cultural nuances
Supervisory needs:
• Share expectation of the volunteers' setting
ministry goals and taking charge.
• Give freedom and power to work independently
and to make ministry decision regarding the work.
• Provide encouragement and additional resources
on occasion.
• Fellowship of peers |
