One of the most useful ways of getting to know supervisees is to ask about their previous experience of supervision. Often our ideas about supervision are influenced by our own experience of being supervised and of supervising others.
Finding out what the supervisee found useful and less useful in their previous supervision provides valuable insights about their needs, learning style, and how best to support them.
It demonstrates a willingness and desire to hear from and to get to know them. It also speaks to trusting that they know best what they need and mirrors person centered practice.
Discussing supervision histories cannot be rushed. It involves the supervisor being genuinely curious, using open and reflective questions.
Are you comfortable to discuss your previous supervision experience? Yeah. I like to do this early, as I find it a good way to learn a little bit more about you, how you best learn, and how you like to engage in supervision.
Sounds great. Are you able to talk about, an experience where supervision went well and it was helpful? Oh, yes. My last supervisor was great. They listened to me, and even though I was new to the role, they cared about my opinion.
They were informal in their approach and so approachable. And I liked that. Sounds like you felt heard and valued as a professional. That's important.
What else do they do that was helpful? She was great at adapting her supervisory style as I became more skilled and confident. We worked really well together.
Part of supervision involves clarifying individual learning styles and support needs, including preferences that affect learning. By talking through their history, supervisees will often raise important factors that influence their learning, such as: Their understanding of roles within the supervision relationship.
How they like to raise issues. How much autonomy they prefer. Their preferred methods for communicating. Issues affecting their personal wellbeing. And previous challenges and their responses to them. Exploring a supervisees’ responses to helpful and less helpful supervisory styles is also an effective way to gain and understanding of what is important to them for the future.
Have you had a supervisor where their supervisory style was less helpful? Yes. My first supervisor as a student. They were new to the role of providing supervision and they had no idea what they were doing.
They micromanaged everything I did. And I could sense their anxiety, and that just made me so anxious. That can happen. Sometimes we take for granted how much support new supervisors need, and in their desire to prove themselves, they can become controlling. I also get that emotions are contagious, and so I appreciate why you became more anxious as well.
What was your response at the time? I avoided supervision altogether and sought advice from my peers who were much more relaxed. I get that. Thanks for being so honest.
How did that affect your practice and wellbeing? It affected my confidence and it made me second guess everything I did. A supervisors role is to both support and challenge the supervisee.
Often superviseees need to experience a level of discomfort to be stretched. This is where the learning happens.
So how have other supervisors challenged you in the past? Do you mean challenged regarding my practice? Yes. Yes. My last supervisor was pretty blunt and would ask why I did certain things.
I never took offense because I knew they had my back and wanted me to be the best practitioner possible. But my first supervisor, her questions would make me feel judged and defensive. Like she assumed I was doing something wrong.
So in a way, it sounds like it's not so much about the questions or challenge, but the relationship you have with the supervisor that matters most? Yes. How about, whilst we are getting to know one another, I'll let you know when I'm about to get a bit more challenging and we go from there? Sounds great. And I promise to approach supervision with a sense of curiosity and not judgement. Good.
Finally, what advice do you have for me as your current supervisor in terms of meeting your needs? I dislike it when supervision gets sidelined because of other priorities. And I can also tell when a supervisor is not interested in my cases or me. So you'd like me to prioritise our supervision and be more in the moment listening to you? Yes. I can do that. Thank you.
In the next video, we will discuss the role of the supervision agreement in setting up supervisory relationships for success.
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