Aim of supervision
Aim of supervision
It can be hard to define supervision, as it can mean different things to different professionals, at different stages in their careers. I see the aim of supervision as developing competence and confidence in the supervisees professional functioning, maintaining their wellbeing, whilst ensuring high quality client care. All of these occur on a solid foundation maintaining high professional and ethical standards.
My approach to supervision
My approach to supervision
I believe the most important parts of supervision are a trusting relationship and a collaborative approach. Both of these are essential for effective supervision and enable the supervisee to develop professionally within a reflective and restorative space. I believe the cornerstone of
effective supervision is reflection.
I have built these beliefs from my own experience, as well as listening to what research tells us. A strong supervisory working alliance predicts higher working satisfaction, decreased work-related stress, lower levels of burnout, improved self-awareness and wellbeing. These are all outcomes I aim to achieve within supervision, whilst also developing an environment that will foster reflection and lead to learning and development.
Prior to starting supervision, I meet with potential supervisees to discuss their needs and expectations of supervision. This ensures that what I offer matches what the supervisee needs, as well as ensuring the way we work is compatible. At the start of supervision, we draw up a supervision agreement so we’re both clear about boundaries and our approach to working together.
I supervise within my area of competence, so if I am supervising a clinician who is not a psychologist, I would expect them to access profession specific supervision as required.
The model I use in supervision
The model I use in supervision
I believe self-reflection is the cornerstone of supervision, as it promotes critical thinking, ethical decision making and problem solving. Principles which underlie reflective supervision are setting up a safe environment, trusting the exploratory process and not jumping to problem solving, spending time to notice and name, adopting a curious approach, and embracing (not judging) whatever comes up.
Therefore, even though I use various supervision models to best meet the needs of the supervisee, my favourite is The Reflective Learning Model (Davys & Beddoe) which is a development of Kolb’s structured reflection cycle. Other models I draw on include the Seven-Eyed Model (Hawkins & Shohet) developmental models, and the concept of supervision spaces or rooms (Hewson).
Within the models I operate on strengths based approach and promote putting learning into practise and consolidating new learning and skills, to ensure it's a transformation process.
The difference between supervision and coaching psychology
The difference between supervision and coaching psychology
Supervision and coaching psychology both involve a level of reflection and development and sometimes it can be difficult to tease the two apart. A way I look at the difference is that while supervision involves a person reflecting on themselves and making changes which may lead to a level of personal development in their lives as a whole, the focus is on their working selves and is underpinned by providing high quality services to clients. While personal development may occur through supervision, this is not the main focus. In coaching psychology, the main focus is personal development.
If you're unsure whether you're looking for supervision or coaching psychology, feel free to get in touch, I'm happy to talk about this with you.
Are you looking for a supervisor?
Are you looking for a supervisor?
I provide supervision to professionals who have oversight from a professional body or from the organisation within which they work.
I provide supervision online, so I'm able to work with clinicians in any part of Aotearoa New Zealand.
If you would like to approach me about providing supervision, click here for my contact details.
Supervision metaphor
Supervision metaphor
Street lamp metaphor – paraphrased from training with Daf Hewson:
A women out walking in the evening sees someone crouching down on the ground. The woman asks the person what they’re doing, they say “I’m looking for my keys”. The woman helps to look for the keys but neither of them can find them. The women asks, “Are you sure you dropped them here?”, the other person says “no I dropped them over there in the darkness, but I don’t have a torch”.
For me this metaphor beautifully shows why looking at things that are obvious, or that are already known won’t help us grow or develop. With support, reflecting in the hidden areas can shine lights into new areas of growth.
Street lamp metaphor – paraphrased from training with Daf Hewson:
A women out walking in the evening sees someone crouching down on the ground. The woman asks the person what they’re doing, they say “I’m looking for my keys”. The woman helps to look for the keys but neither of them can find them. The women asks, “Are you sure you dropped them here?”, the other person says “no I dropped them over there in the darkness, but I don’t have a torch”.
For me this metaphor beautifully shows why looking at things that are obvious, or that are already known won’t help us grow or develop. With support, reflecting in the hidden areas can shine lights into new areas of growth.
