Dear fellow Occupational Therapists, My question is about how other Therapists use supervision? What are other people's experiences of supervision and how did you use it in your clinical area? What made it 'work' for you and what has made it truly awful for you? How do others navigate having to relate to the same supervisor as both a clinical mentor and also as a line manager? Does this mixture work or is it inheritently flawed? I hope to hear from you soon. With thanks.
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I think there are two types of supervision - managerial supervision and clinical supervision, and the two should not be done by the same person. Management supervision is very much about the quality of work, operational issues, up to date with mandatory training etc. Clinical supervision should be about new learning, a place to offload, a place to reflect - which is why it is never a good idea for the one person to "supervise" both!! Your manager may have to challenge you on something operational and then switch to a confidante while you vent about that operational challenge! I used to have outside clinical supervision and it was fantastic for my confidence and reflections as it was with an old colleague who I trusted. Sadly this was stopped, and I now have clinical supervision from someone who is nice, but I wouldn't speak to in confidence. So I feel now I am missing out on some really good learning.
Supervision is about how the professional is getting on, their key learning since the last supervision and if there's any appraisal framework to meet criteria of. It's also an opportunity to discuss CPD and their personal learning requirements.
How to deliver effective supervision
The Social Work Reform Board is consulting on a new supervision framework for social workers in England....
by Kirsty McGregor on February 14, 2011 in Education and training, Social care leaders, Workforce
Training consultant Jane Wonnacott offers advice on how to bring your supervision up to the national standard.
The Social Work Reform Board is consulting on a new supervision framework for social workers in England. The board suggests that effective supervision should encompass:
1. Quality of decision making and interventions
2. Line management and organisational accountability
3. Caseload and workload management
4. Identification of further personal learning, career and development
Get it right from the start
A social worker’s initial experience of supervision has a profound impact on their confidence and professional development. And, since many supervisors draw on their own experiences of supervision when supervising others, early experiences are likely to influence the quality of supervision delivered to future generations. So, before the first session with a new supervisee, think about what you want them to get out of it.
Take time to establish the relationship
The most effective supervision takes place when the supervisor and supervisee have taken time to get to know and trust each other. This is crucial whenever there is a new supervisory relationship, not just with less experienced staff. Spend some time together before your first session devising clear expectations and include these in the supervision agreement.
Move beyond seeing supervision as only the formal meeting
Ad hoc discussions and case debriefing sessions are a valuable part of the supervision process and can make the reform board’s supervision framework feel more manageable. Build reflection into everyday case management discussions, so supervisees can explore how their emotions, personal biases and feelings affect their thinking and actions. Make sure the supervision agreement recognises informal discussions, and note any decisions made during these conversations on the relevant file.
Balance authority with understanding
Be clear about your expectations and demand high standards of practice, but make sure you are responsive to your supervisee’s needs, including their caseload. If they seem rigid or defensive, ask yourself if you are being too authoritarian.
Regularly review the supervision process
Discuss your team’s perception of the supervision process. Ask them if supervision is meeting their needs and how you can both work together to make it more effective. Do they feel it is covering all the components suggested by the reform board? How able are they to explore difficult practice dilemmas? Does supervision leave them feeling enthused about their work? How could you both make the best use of time in supervision? Is there anything either of you could do differently?
Make sure your own supervision is effective
Supervisors need the opportunity to reflect on their own supervisory skills, style and development needs. But they often report that their own supervision is not of the same standard that they are expected to deliver and that there is little opportunity to explore the emotional impact of their role. Take the initiative and use peer support groups, action learning sets and similar activities to supplement your own supervision.
Jane Wonnacott is the director of In-Trac Training and Consultancy
Ca Rol : I personally agree with the idea of getting to know each other is a great way to start. Establish the relationship with trust ....yes yes yes...but in these days of cuts where often the supervisor does not even get supervision so often the focus can be on through put at the expense of the individual clinician's well being.....so short sighted as if we dont invest in the clinician the patient will end up being short-changed -either because the clinician will be off sick with stress or disinterested and burned out. It doesnt take a lot to take an interest in your supervisee as a person....I am convinced that this will result in good way and high standards - ignore your supervisee as a person and low morale will follow
What do Members feel makes good or bad supervision?
Dear Carol,
Thanks for engaging in the Hub's Q&A Forum! A very interesting question - related to an activity that we think occupational therapists around the world will have very different experiences of.
We'll highlight your question on our social media, to get fellow Members involved in the conversation. With a little patience, we think you should get some great insights from this.
If you are submitting your question as part of your Hub CPD (www.theOThub.com/cpd), email us at hubteam@theOThub.com once you've completed both tasks :) If not, thanks for getting involved anyway!
All the best
The OT Hub Team