Inservice training for clinical supervisors.

Clinical supervisors have had to rely heavily on their training as psychotherapists to meet their responsibilities as supervisors. A 2-day training program in supervision skills designed to broaden the repertoire and enhance the professional development of practicing supervisors is described. The training laboratory is divided into 3 parts: (a) examination of baseline supervisor behaviors, with particular attention given to focus and role; (b) presentation of 4 distinct models of supervision (Discrimination, Interpersonal Process Recall, Microtraining, and Live Supervision); and (c) training in ethical/legal issues, which includes evaluation, emergency situations, and ethical and/or legal dilemmas. The in-service training program is designed to give participants an opportunity to practice the skills presented. Furthermore, an attempt is made to integrate the laboratory materials so that the supervisor is trained to use different behaviors discriminately. (30 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Experiences of Spanish/English bilingual supervisees.

Supervising mental health services conducted in a language that the supervisor does not speak can present a conundrum for both supervisors and supervisees, especially when the supervisee is the only person in the clinic who speaks the language of the client. This qualitative study explored Spanish-language services supervision experiences of bilingual graduate students and professionals during their graduate training. The participants reported feeling burdened and stressed by additional responsibilities. They had little training or supervision to help them develop the language skills necessary to provide competent services in Spanish, so they relied on peer support and networking to cope with the many challenges they faced. The participants appreciated having supervisors who were culturally competent and open to the clients’ cultural values. Training programs and supervisors need to be aware of the factors contributing to this stress and examine procedures and practices that may exacerbate or minimize the burdens. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychologist as clinical supervisor: Promoting ethical practice.

Focuses on the responsibilities of supervisors in training supervisees to practice ethically. Those responsibilities are described as promoting ethical knowledge and behavior, primarily through J. R. Rest's (1984) 4 psychological processes and K. S. Kitchener's (1984) 5 ethical principles; promoting competency of the trainee; and assessing and promoting personal functioning of the supervisee. In addition, the ethics of the supervisor as they relate to the process of supervision are addressed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ethical issues in the supervision of psychotherapy.

Supervision is the accepted training model for the teaching and learning of psychotherapeutic skills. Although standards of ethical behavior between a psychotherapist and client have been established, specific guidelines for ethical behavior between a supervisor and trainee have not been delineated. Given the importance of the supervisory relationship in the development of competent psychotherapists, the relatively powerless and dependent position of the trainee, and the potential occurrence of therapylike experiences in supervision, the development of guidelines outlining the rights of trainees and responsibilities of supervisors is indicated. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The supervision genogram: A tool for preparing supervisors-in-training.

The purpose of this article is to introduce the supervision genogram as a training tool that can be implemented in supervisor training. The supervision genogram is a unique training tool that may be used to enhance supervisors'-in-training self-awareness and understanding of the supervisory process. Psychological trainers who are responsible for training supervisors may also find that the supervision genogram can aid them in assessing the needs of supervisors-in-training and in creating corresponding supervisory environments and experiences. A detailed account of how to develop and process the supervision genogram is given. An overview of supervision genogram symbols and a completed supervision genogram are also provided. Implications for training, such as flexibility of application, ethical and professional issues, and developmental considerations for using this tool are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Doctoral students' comparative evaluations of best and worst psychotherapy supervision.

68 male and 74 female advanced clinical and counseling psychology graduate students from 37 programs completed questionnaires comparing their best and worst supervisory experiences in terms of context, personal attributes of the supervisor, and specific interactional aspects. Results indicate that quality of supervision was not related to self-reported intellectual or emotional resources of trainees; training site; population serviced; or the gender, experience, sociability, or primary career activity of the supervisor. The best discriminators of quality were perceived expertise and trustworthiness of the supervisor, duration of training, and an emphasis on personal growth issues over the teaching of technical skills. Highly regarded supervisors were psychodynamic as opposed to behavioral, established supportive relationships, and communicated expectations and feedback clearly. Sexist behavior and authoritarian treatment were particularly detrimental to quality of supervision. These differences were not mediated by prior experience, gender, or theoretical orientation of the respondents. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

No hay rosas sin espinas: Conceptualizing Latina-Latina supervision from a multicultural developmental supervisory model.

Latina mental health professionals encounter many opportunities and challenges in professional settings. As Latinas increasingly enter the profession, we are now having our first opportunity to supervise another Latina. This opportunity is often greeted with great excitement and anticipation; however, it also presents unique professional challenges. These challenges often include, but are not limited to, the potential to blur boundaries in an unhealthy manner, idealization and then unmet expectations, overidentification, and cultural misunderstandings based on ethnic differences. Little has been written about Latina?Latina supervisory dyad relationships. Few Latina psychologists have had formal training in providing supervision to other Latinas and yet the future promises to increase these types of experiences. The authors developed a Multicultural Developmental Supervisory Model (MDSM) that integrates specific Latina/o multicultural counseling competencies and Latina/o ethnic identity theory, with developmental theories of supervision. The MDSM is designed to identify the complex processes that influence the supervision dyad in an effort to provide guidance and support to the supervisor and the supervisee as well as the institutions in which supervision takes place. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effective supervision as perceived by beginning counselors-in-training.

16 supervisors of beginning practicum counselors rated the importance to good supervision of 42 supervisor behaviors. At the end of their 1st semester of training, 31 beginning practicum counselors rated the frequency with which their supervisors actually performed each of the 42 supervisor behaviors. The counselors also rated the effectiveness of supervision on 3 dimensions: satisfaction with supervision, supervisor competence, and contribution of supervision to improved counselor ability. In general, supervisors perceived supervision as primarily providing feedback to supervisees. Beginning counselors rated their supervision as good, however, if (a) a personal and pleasant supervisor–supervisee relationship existed; (b) supervisors provided relatively structured supervision sessions, especially during early sessions; and (c) supervisors directly taught beginning counselors how to counsel (i.e., by using literature, and by didactic instruction) and then encouraged the new counselors to try out their new skills. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Commentaries on the ethical and effective practice of clinical supervision.

Every psychologist participates in clinical supervision during various aspects of his or her training. Many psychologists also provide supervision to less experienced colleagues and to those in training. But what makes for an effective and competent supervisor? Psychologists need to know because substandard or ineffective clinical supervision may have far-reaching consequences for the developing professional and for those he or she treats. This contribution provides key information on clinical supervision and related competence issues. A number of questions are raised that must be addressed by individual psychologists and the profession alike. Then, 3 invited expert commentaries are offered to address these issues, further this important discussion, and attempt to answer the challenging questions raised. Attention to the issues raised and recommendations made will hopefully lead to enhanced clinical competence and effectiveness by clinical supervisors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The voices of registered play therapists as supervisors.

This study examined the background, perceived training needs, and issues of Registered Play Therapist Supervisors (n = 305) and their supervisees. Supervisors completed a four-part survey regarding demographics, supervisor and supervisee issues, and perceptions of training needs for supervisors of play therapists. Important findings are the lack of training in and possible understanding of clinical supervision, the lack of perceived need for supervision of supervision, and the absence of countertransference as an important issue for supervisors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Supervisor countertransference: A qualitative investigation into its identification and description.

Interviews were conducted with 11 psychotherapy supervisors about an experience of supervisor countertransference with a predoctoral intern. On the basis of a qualitative analysis, results revealed that supervisor countertransference manifestations consisted of affective (e.g., emotional distress), cognitive (e.g., questioning one's own competence), and behavioral (e.g., disengagement) components. Sources of supervisor countertransference always included both the intern's interpersonal style and the supervisor's unresolved personal issues and at times pertained to intern–supervision environment interactions, problematic client–intern interactions, intern–supervisor interactions, and supervisor–supervision environment interactions. Supervisors typically believed their supervisor countertransference initially weakened but eventually strengthened the supervisory relationship. Most supervisors managed their supervisor countertransference reaction by talking with colleagues, and most acknowledged they had received little or no training in addressing supervisor countertransference issues with trainees. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attachment processes in the supervisory relationship: An exploratory investigation.

How do relational characteristics of clinical trainees and supervisors influence the supervisory relationship? Following suggestions that attachment theory might shed light on this question, the authors asked doctoral-level psychology interns (N = 87) to complete an online survey about attachment processes and supervision experiences. Findings indicated that perceived supervisor attachment style was significantly associated with supervision task and bond. Regardless of their own attachment style, participants reporting secure supervisors rated the supervisory bond higher than participants reporting insecure supervisors. Results of path analyses suggested that parental indifference, compulsive self-reliance, and perceived supervisor attachment style may be particularly important in shaping the supervisory alliance. Implications for training and supervision are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The process of becoming a supervisor for students in a doctoral supervision training course.

This qualitative, longitudinal study explored the experiences of 6 counseling psychology doctoral students engaged in an 8-month supervision training course. In-depth, tape-recorded face-to-face interviews were conducted at the beginning, middle, and end of the course to assess how these supervisors-in-training experienced the process of becoming clinical supervisors. Themes that were common to participants were identified through phenomenological data analysis and described for each of the 3 interview sets. The perceived importance of participants’ relationships with the supervisees and their senior supervisor throughout the course, as well as the common themes, are discussed in terms of implications for supervisor training. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Intersectionality, power, and relational safety in context: Key concepts in clinical supervision.

In this paper, we articulate foundational concepts for a supervision framework from a critical postcolonial perspective: intersectionality, power, and relational safety in context. We identify opportunities, challenges, and dilemmas encountered when engaging with students and colleagues in examining dimensions of privilege and oppression in supervision-of-supervision and supervision of clinical work conducted by clinicians in training. We highlight experiences of supervisees and supervisors of color throughout the paper, bringing together our own voices as a supervisor of color and White supervisor via our shared postcolonial lens to advance dialogue among scholars of all ethnicities. We also differentiate our experiences, purposefully centering the voices of supervisors of color to further a critical postcolonial agenda. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sharing wisdom: Ethnic minority supervisor perspectives.

We offer this special issue in an effort to fill the gap in the literature regarding ethnic minority supervisor processes. We dedicate this issue to the ethnic minority psychologist pioneers who have brought tremendous life experience to their work as supervisors, who can reflect on their strategies, lessons learned, You will find three types of articles in this issue. The narratives speak to the personal journeys of psychologists and how their stories inform the practice of supervision. The theoretical offerings highlight the need to think creatively and with an integrative mind when applying extant literature to supervision involving supervisors of color. Finally, one qualitative research article demonstrates that although there are more people of color supervisors in the field, there is still a need to educate them on cultural competency in supervision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychotherapy supervision practices of academic faculty: A national survey.

A national sample of 300 American Psychological Association (APA) Division 12 members who hold academic appointments was surveyed about psychotherapy supervision practices. Of the 50.7% who returned questionnaires, results are reported for the 38.3% who described themselves as full-time faculty who regularly provide psychotherapy supervision. While there were substantial individual differences, the average academic supervisor devoted nearly seven hours per week to providing individual and group supervision and was responsible for an average of four graduate trainees, each of whom carried four cases. Despite the professional time commitment and attendant responsibilities and liabilities, 50% of faculty supervisors reported no additional compensation beyond their regular salaries. Also discussed are proportion of time allocated to various supervision modalities (e.g., live supervision) and gender differences in supervision. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychology and Social Work.

The comments concerning social work and psychology which have appeared in the American Psychologist in recent years (Andriola, December 1951; Singer, December 1952; Joyce, January 1957; Andriola, January 1957) have been both heartening and disturbing: heartening in that they reflect an increasing awareness of the need for greater mutual understanding and disturbing in that the implication is conveyed that the other profession should assume primary responsibility for interpreting itself. The present concern with understanding the role of the other profession, and the desire to be understood ourselves, reflects in part, I think, the current struggle each profession is going through in defining its own role, responsibilities, and limitations. The goal, it would seem, is to develop an understanding and awareness of the related profession which enables one to work harmoniously and effectively with members of that profession and utilize their special services to the benefit of the client. How can this best be accomplished? I would suggest by each profession taking an increasing responsibility for providing adequate opportunities for their aspirants to come into interactive relationship with members of the related profession, and at a graduate training level. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Variation in supervision process across trainee experience levels.

Explored whether (a) practicing supervisors perceived themselves as varying their supervision process across 4 trainee experience levels and (b) whether several supervisor demographic variables were related to the degree to which some supervisors might vary the supervision process more than others. Four experience levels were identified: 1st practicum, 2nd practicum, advanced practicum, and predoctoral intern. 37 experienced supervisors rated the degree to which the supervision they gave varied across trainee levels. Results show that Ss significantly varied supervision between 2nd-practicum and advanced-practicum supervisees, but they did not vary the other levels. Also, psychodynamically oriented Ss in contrast to humanistic and other orientations (e.g., cognitive-behavioral) were most likely to make this discrimination across trainee levels. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Nature, extent, and importance of what psychotherapy trainees do not disclose to their supervisors.

Nondisclosures in supervision were studied for 108 supervisees. Supervisees reported an average of 8.06 nondisclosures ranging in importance level. Negative reactions to the supervisor were the most frequent type of nondisclosure. The most frequent reasons for nondisclosures were perceived unimportance, that the nondisclosure was too personal, negative feelings, and a poor alliance. The manner of nondisclosure was usually passive. Most nondisclosures were discussed with someone else, typically a peer. Supervisor style was related to content of and reasons for nondisclosure. Supervisees were less satisfied when they reported more negative reactions to supervisors and when they did not disclose because of poor alliances, supervisor incompetence, and fear of political suicide. Thus, nondisclosure affects the process of supervision. Further research is needed on how nondisclosures in supervision affect supervision and therapy processes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)