By using a collegial, "power-with" supervisory model that balances both institutional and individual needs, a manager can realize greater success in selecting, motivating, and retaining clerical staffers. Candor, accessibility, recognition, and two-way communication are the hallmarks of this participatory management model, with the goal of releasing human potential and building on the strength of the group, not the leader. Five tools should be in place before the newest staff member is selected: office philosophy, office policies, position descriptions, procedures, and supervisor's guidelines. The supervisors should secure their immediate supervisor's support of the approach to clerical supervision and establish a relationship with the personnel office. Interviewing procedures should be in keeping with the supervisory principles. When the new clerical staffer starts work, the supervisor should set the tone and have private weekly meetings. Throughout the probationary period, the emphasis is on confidence and morale building, along with training. To motivate and retain staffers, the same attitudes and practices should continue--positivism, frequent individual meetings, recognition, and communication. Ways of practicing "power-with" include welcoming suggestions, involving people in decision making, not shirking responsibilities but sharing some, and creating optimum working conditions. (YLB)