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C3 d3 becoming an effective supervisor


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C3 d3 becoming an effective supervisor

  1. 1. 2012 OCASIProfessional Development ConferenceBecoming an Effective SupervisorJUNE 14, 2012(C3 & D3)FACILITATED BY:DEBORAH G. HEADLEY Email: Telephone: 416-691-1411 Shoppers World Postal Outlet 3003 Danforth Ave. Box 93590 Toronto, Ontario M4C 5R4 Copyright © 2012 Deborah G. Headley, Network for Therapeutic Alliances. All rights reserved. No part of this work may be reproduced, used in any form, or distributed by any means without the written permission of Network for Therapeutic Alliances.
  2. 2. Effective Supervision PracticeGoalsIdentify the principles and policies that guide inclusive supervision practicesDefine the purpose and core functions of supervisionDescribe the roles and responsibilities of supervisors and employeesDescribe the qualities of an effective supervisory relationshipGuidelinesConfidentialityRespect & SensitivitySaying No/ParticipationMaking Mistakes/CompassionHaving FunAgendaWelcome and OverviewGoals/Guidelines/AgendaGuiding Supervision PracticePurpose and Core Functions of SupervisionRoles and Responsibilities in the Supervisory RelationshipClosing and Evaluation 2
  3. 3. Effective Supervision PracticeRationale‘Supervision is a process by which one worker is given responsibility by theorganization to work with another worker(s) in order to meet certainorganizational, professional and personal objectives which togetherpromote the best outcomes for service users’ (M.Harries, 1987, DiscussionPaper on Social Work Supervision).FactorsPrinciples, policies and practices of organizationSupervision model that is usedBeliefs and practices about staff developmentProfessional expectationsFunctionSupervision ensures that…. workers are clear about their roles, responsibilities and accountabilities workers are meeting the agency’s objectives and standards, and that clients’ best interests and user outcomes are being met workers are supported in managing the demands of the workload and that those demands are appropriate worker competencies are being developed, challenges identified and strengths recognized 3
  4. 4. Effective Supervision PracticeStructure & Process Relationship Building Engagement Expectations Boundaries Competency Development Workplace Challenges Evaluating Progress Strengths Clients Monitoring Gaps Feedback Colleagues Limitations Evaluation General IssuesSupervisory RelationshipSafety: share, reflect, problem solveStructure: as a shared responsibility that focuses on the workerDevelopment: professional goals, competencies, ethicsValidation: worker’s sociopolitical experiences in an egalitarian exchange 4
  5. 5. Effective Supervision PracticeSupervisor Roles Counsellor Teacher SUPERVISOR Mentor ManagerSupervisor ResponsibilitiesUphold and model the principles, policies and practicesDemonstrate competency in areas of practiceEngage worker in a positive, egalitarian relationshipGuide, assist, monitor and evaluate 5
  6. 6. Effective Supervision PracticeGeneral Supervisor CompetenciesConduct supervision in private and ensure that issues of confidentiality areclearly communicatedEnsure that the purpose, expectations and structure of supervision areclear to staffMaintain clear and accurate recordsEngage in own development workCross Cultural Supervisor CompetenciesAwareness: • identity, worldview and values • one’s power and privileges; experiences of oppression • attitudes about learning and growing in a work environmentKnowledge: • dimensions of diversity and their intersectionalities • worldview and socio-political experiences • cross cultural dynamicsSkills: • cross cultural interventions • identifying and intervening in institutional barriers • inclusive and equitable methods for and handling conflict 6
  7. 7. Effective Supervision PracticeEmployee ResponsibilitiesDemonstrate commitment to working towards growth and developmentActively engage in a positive and professional relationship with supervisorConduct work in a professional and ethical mannerSeek and use feedback to meet client needs and agency objectivesBe prepared to meet expectations…..for each sessionBe accountable for own growth and developmentMaintain knowledge and skills in areas of competenciesTake responsibility for own your mistakesAction PlanWhat is a next step I will take as a result of this workshop?What are the resources I can access to achieve my next step? 7
  8. 8. References & ResourcesCentre for Addiction and Mental Health (2009). Clinical supervision handbook: aguide for clinical supervisors for addiction and mental health. Toronto: Retrievedfrom, J. M. (2010). The role of supervision in social work: a critical analysis. CriticalSocial Thinking: Policy and Practice, Vol. 2. Retrieved from: Lanarkshire (2010). Professional/clinical supervision handbook for allied healthprofessionals. Retrieved from, K. L.(2009) A brief summary of supervision models. Retrieved from[1].pdfSheafor B. W. & Horejsi C. R. (2008) Techniques and guidelines for social workpractice. 8th ed. Toronto: Pearson Education, Inc.Social Care Association (2009). Supervision in social care. Retrieved from, D.W. and Sue, D. (2007) Counselling the culturally diverse: theory and practice5th ed. Toronto: John Wiley & Sons, Inc. 8
  9. 9. TRAINING & EDUCATIONNetwork for Therapeutic Alliances: For more information, call 416-691-1411 or Courses: Clinical Workshops: Clinical Cross Cultural Counselling for Understanding violence Against Women by Counsellors: Introduction; Intimate Partners Individuals & Family; Groups; Working with Abused Women: Overview Communities; Documentation; Working with Children Exposed to Violence Supervision The Impact of Violence on Child Development Feminist Group Development and Group Counselling Skills: Interviewing; Process Assessment, Community Services Values, Ethics & Professionalism and Referral; Theory, Methods & Working with Families and Children with Documentation Special Needs Workshops: Organizational Working with Youth/Transitional Understanding Identity and Workplace Aged/Newcomer Youth Dynamics Understanding Identity, Diversity and Inclusive Conflict Resolution Workplace Dynamics Principles, Policies and Practices in Welcoming Diversity in the Classroom Inclusive Organizational Change Cross Cultural Counselling: Competencies & Board Governance: Overview, ARAO Practice 101, Leading for Inclusive Documentation through a Cross Cultural Lens Organizational Change Inclusive Supervision Practices Staff Hiring and Recruitment Establishing Inclusive Group Norms Planning for Inclusive Organizational Development Leading Inclusive Organizational Development Strategies for setting up a Diversity Committee 9