On psychoanalytic supervision

The author provides both a theoretical context for, and clinical illustrations of, the way in which he thinks and works as a psychoanalytic supervisor. The analytic supervisory experience is conceived of as a form of 'guided dreaming'. In the supervisory relationship, the supervisor helps the analyst to dream (to do conscious and unconscious psychological work with) aspects of the analytic relationship that the analyst is unable to dream or is only partially able to dream. It is the task of the supervisory pair to 'dream up' the patient, that is, to create a 'fi ction' that is true to the supervisee's emotional experience with the analysand. To carry out this work, the supervisor must provide a frame that ensures the supervisee's freedom to think and dream and be alive to what is occurring in the analytic and the supervisory relationship, as well as in the interplay between the two. In one of the clinical illustrations presented, the author illustrates his conception of the importance of the feeling on the part of supervisor and supervisee that (at least occasionally) they have 'time to waste'. Such a state of mind may provide an opportunity for a type of freely associative thinking that enhances the range and depth of what can be learned from the supervisory experience. In another clinical example, the author describes his own experience in supervision with Harold Searles, which contributed to his conception of the supervisory process.     

What is “Good” Technique? How to Teach it? Personal Reflections on Psychoanalytic Training

There is an intense interest in the interactional process across the varying psychoanalytic schools of thought. The analytic relationship itself, in all of its complexity, is the vehicle for our work. These advances raise the question of what we mean by technique these days, a question that has implications for analytic training and supervision. In this paper, the author reflects back on his analytic training experience, specifically at how two of his supervisors regarded technique, how it was taught, and the various ways in which it was communicated. In looking back at these supervisory experiences, the author examines how these teaching analysts embodied some of what they had to teach. The author shows what was mutative across these training experiences in terms of what was needed in order to grow—what facilitated his own development as an analyst and contributed towards the cultivation of his own style.     

Divergent Views in Psychodynamic Supervision

This paper surveys the supervisory process with emphasis on the diverging views that have emerged. Countertransference, parallel process, and the role of the supervisor in supervision are highlighted. Other factors affecting the supervisory experience including the selection of which patients to present and the choice of supervisor are also discussed. The paper raises and attempts to answer a number of questions that elicit divergent viewpoints, and these divergent issues are then summarized.     

The peer supervisory group for psychoanalytic therapists

The recent interest in peer supervisory groups for psychoanalytic therapists raises important questions regarding both psychoanalytic training and group process. The present paper explores these issues and suggests that there exists a continuum from case-centered peer supervisory groups to process-centered peer supervisory groups. Transference and countertransference and the recognition of parallel processes in psychotherapy supervision are examined in their relation to the supervisory group experience. The authors suggest that the model a therapist employs regarding the role of countertransference will most likely influence the kind of peer supervisory group that s/he will choose. Further, there are specific techniques, as well as experiences, which may foster alteration of the group's psychic organization. Illustrative case examples are provided throughout.     

Group Supervision of Novice Clinical Supervisors: Eight Recurring Issues

The authors describe one approach to the supervision of novice clinical supervisors. A central feature of this group approach to supervising supervisors is the eight recurring supervisory issues: supervisor anxiety, intervention choices, group cohesion, responsibility, parallel process, power struggles, individual differences, and sexual attraction. Our experience suggests that assessing and successfully confronting these supervisory issues seem to be an integral part of supervisor supervision. Suggestions for addressing these issues are offered.     

Benign and disruptive disturbances of the supervisory field1

Inspired by Baranger, Baranger and Mom’s notion of psychoanalytic bastion, we describe an unconscious collusion between analytic supervisors and supervisees. This collusion’s purpose is to avoid the anxiety inherent in the psychoanalytic field and that enters unprocessed into the supervisory field. The supervisor/supervisee dyad’s emotional experience can be fleeting, with moderate intensity, but can slow down the process. This can happen sometimes in any supervisory situation. Or it can become permanent and with greater intensity and bring the entire process to a standstill and to a disruption of the supervisory field. We call the first situation a ‘benign disturbance of the supervisory field’, the second a ‘disruptive disturbance of the supervisory field’. We illustrate both disturbances using supervisory material. Our purpose is to show how to detect these disturbances, understand them, and manage them.     

Transforming despair to hope in the treatment of extreme trauma: a view from the supervisor’s chair

The author considers how, when working with severely traumatised patients, times of despair can be transformed into moments of hope within the therapeutic process. She considers these moments from the perspective of ‘the supervisor’s chair’ and what emerges within the supervisory relationship when difficult and distressing sessions are openly and honestly bought to supervision. Drawing on Thomas Ogden’s ideas about ‘dreaming up the patient’ in supervision, and Michael Parsons’ thoughts about the supervisory relationship, she gives two examples of this process in action, the first about the transformation of despair to hope in the consulting room, and the second about the transformation of despair to hope in the professional network. She argues that these transformational moments of hope correspond to what Daniel Stern and his colleagues have described as ‘moments-of-meeting’ and are indicative of a potential turning point in the therapy. These fleeting moments need to be attended to and nurtured so that their potential for change and emotional growth and recovery can be harnessed.     

Transitional Dynamics of Three Supervisory Styles Using Markov Chain Analysis

Counseling supervision is a critically important process that depends on the establishment of a supportive, collaborative, and developmentally enhancing working relationship. However, the actual verbal exchanges within the supervisory dyads are infrequently examined in the literature. In this study, we used Markov chain analysis to explore supervision dynamics of 34 supervisory dyads and how these dynamics varied within three supervisory styles (i.e., attractive, interpersonally sensitive, and task oriented). Among the three styles, the interpersonally sensitive supervisory style was the only discriminant variable based on which supervisory dyads exhibited statistically different state-transitional patterns (i.e., movement patterns across six supervision events). The results of this study provide implications for clinical supervisors, counselor educators, counselors-in-training, and researchers who are interested in studying process features at the microlevel.     

Supervision zwischen Differenz und Triangulierung

The author outlines some aspects helpful for a better understanding of supervision processes, which focus on difference, e.g. between perspectives of the analyst and the supervisor and take place in a triadic setting. Based on his experience he assumes that this triangulation allows for a differentiation high enough to effectively work on the treatment deliverer’s countertransference. In order to shed some light on this assumption the term “difference” as well as the history of the terms “difference” and “differentiation” are discussed. Furthermore, the concept of early triangulation as understood in developmental psychology is introduced and applied to the process of supervision. An exemplary report of a supervision session with a psychoanalyst in training follows which is intended to underline how supervisory work on countertransference processes within the framework of difference and triangulation can benefit the patient.     

Disruption and Working Through in the Supervisory Process: A Vignette From Supervision of a Psychoanalytic Candidate

This paper describes the author’s supervision of a psychoanalytic candidate, including the development and resolution of impasse in both the supervised analysis and the supervisory relationship. When the author became aware of the degree to which her own anxieties and defenses were implicated, she sought consultation, after which both supervision and analysis moved forward. As supervision continued, work on supervisee’s and supervisor’s interlocking anxieties and defenses, and understanding of their impact on the supervised analysis, deepened. The author concludes that exploring supervisory disruptions allows both members of the supervisory dyad to come to grips with conflicts that subtly distort their work and facilitates a deepening of the supervised analysis.     

The Impact of Supervision Training on Genetic Counselor Supervisory Identity Development

Supervision is critical to the training of genetic counselors. Limited research exists on the influence of supervision training and experience on the development of genetic counseling supervisors. The purpose of this study was to investigate the impact of supervision training in addition to supervisory and clinical experience on supervisory identity development, and the perceived confidence and competence supervisors have in their own supervisory skills. In addition, we explored genetic counselors’ (N?=?291) interest in and barriers to training as well as perspectives on requirements for supervisors. Results indicated clinical experience, supervision experience, and formal supervision training are positively associated with genetic counselors’ supervisory identity development as measured by the Psychotherapy Supervisory Development Scale (PSDS) (p?ρ?=?0.42, p?p?相似文献   

SUPERVISION: A CONTAINERÆCONTAINED APPROACH

The authors illustrate an approach to the supervisory process as a learning experience for both supervisee and supervisor built on the containment of unconscious anxieties. It is argued that a core function of psychoanalytic supervision is to help contain the emotional turbulence and the unconscious anxieties arising and evolving in the two interacting domains of the analytic and the supervisory sessions. From this perspective, the analyst-patient interaction and that of the supervisee and supervisor can be understood as twin, tiered transformational arenas, the supervisory one being at the service of holding and grasping the roles the supervisee/analyst goes through as part of the analytic process. On the basis of detailed clinical material from a disturbed 7-year-old girl, the authors explore the interrelated issues and difficulties in containing anxieties and turbulence in both the analytic and the supervisory situation. When emotional containment is adequately handled, the supervision helps the understanding and development of the supervisee's use of his/her own personality as a treatment instrument, as advocated by Fleming and Benedek decades ago. The supervisory session thus furthers the resolution of clinical issues through symbol-formation, clinical sessions and supervision being twin domains for recording and understanding emotional evolution.     

Systems-centered supervision

The systems-centered (SCT) approach to supervision frames the dynamics of both groups and individuals as isomorphic systems. In this chapter, the SCT supervisory experience, its goals, and its approach to transference and countertransference are addressed; the orientation of the seven questions that structure the SCT supervisory process are identified; and the thinking that is required to answer them is discussed. SCT supervisees locate their supervision issues in the context of the phases of system development; consider interventions as hypotheses that can be tested in the therapeutic context; and provide feedback to all parties about the validity of the theory of living human systems, the reliability of its systems-centered practice, and the accuracy of the therapist's hypotheses about the isomorphic dynamics of the systems of member, subgroup and group as a whole. Illustrations are taken from tape recordings of supervisory sessions.     

Supervisory reactions: an important aspect of supervision

Anne Alonso was passionate about the practice of supervision. An excellent supervisor herself, she sought to identify and teach the ingredients of effective supervision throughout her career. Her first book, The Quiet Profession (1985), was about the supervisory relationship and the various influences on it from within and without the relationship, and she insisted that the Center for Psychoanalytic Studies training program that she directed for many years include a required course on supervision. While the usual focus in supervision is on the supervisee and the clinical material presented, supervisors often experience powerful emotional reactions. Sometimes this is parallel process, in which the dynamics of the psychotherapy are replayed in the supervisory relationship. However, many other sources can contribute to supervisory affect, including the personality, background, and developmental stage of the supervisor, the impact of the clinical material, and the setting in which the supervision takes place. Supervisory reactions can be informative about the psychotherapy being supervised, about the supervisory relationship, or about the supervisor. Supervisors need self-awareness in order to identify their own contribution to their affective responses in supervision. The use of a supervisor decision tree of 1) awareness of reaction, 2) identification of its source, 3) relevance to current supervision, and 4) appropriate use of the reaction in the current supervision is recommended.     

Attack on the Self: Charismatic Leadership and Authoritarian Group Supervision

Charismatic group leadership carries the potential for indoctrination and abuse when countertransference issues remain unexamined. This paper is a personal account of participation by the author in an authoritarian and confrontational supervisory experience with self-serving charismatic leadership. Group casualties are portrayed and discussed. This report applies self-psychological principles to understand the powerful merger of the compliant self and idealized object. Further, the dynamics of group identification with the aggressor are described through the Ferenczian lens of confusion of tongues.     

ATTRIBUTIONS FOR THE POORLY PERFORMING BLACKJACK DEALER: IN THE CARDS OR INABILITY?

This study examined the effects of task and supervisory experience on causal attributions and recommendations for corrective action following poor performance. One hundred twenty subjects employed in a casino reviewed an evaluation form describing the poor performance of a blackjack dealer in the casino. Subjects included first-and second-level supervisors with task and supervisory experience, dealers with task experience only, and employees with neither task nor supervisory experience. Subjects were told that the dealer being evaluated had 2, 6, or 12 months of task experience. Results indicate that task and supervisory experience did affect attributions to specific causal factors; however, the effects were not consistently in the predicted direction. Specifically, supervisors viewed lack of effort and poor supervision as more important and task difficulty as less important causes of poor performance than did dealers. Subjects without task experience viewed poor work conditions and task difficulty as stronger causes of poor performance than did dealers. Task experience of the ratee interacted with rater task experience such that dealers and controls differed in their attributions for employees with 12 months' experience but did not differ if the ratee had 2 or 6 months' experience. Causal attributions for an employee's poor performance were related to subsequent corrective recommendations.     

A study of the test of supervisory skills

In supervisory selection and development it is important to assess individuals' supervisory competencies. In a field study, the Test of Supervisory Skills was validated against a surrogate criterion of supervisory performance, based upon position classification and supervisory experience. Subjects (N=2406), workers and applicants of both sexes, were recruited from multiple sources, tested, and the data analyzed to evaluate the usefulness of the test in human resource management applications. Both the current and prior results show significant relationships between scores on this test and various criteria of supervisory performance.     

Through the looking glass: women and ministry supervision

Issues pertaining to women and clinical pastoral supervision are identified and examined in this essay. An in-depth literature review regarding the relationship between gender and supervised pastoral training provides the basis for the identification of the following themes: the relative lack of female supervisors; how and why we ought to talk about gender and ministry supervision; the contextual relevance of systemic marginalization to ministry supervision; the relationship between pastoral care and the "feminine"; the relevance of a panentheistic God to gender and ministry supervision; and, lastly, the relevance of gender to the supervisory relationship. Although the focus is on the ways in which gender dynamics can affect the female supervisee's experience, the author also takes a brief look at how female supervisors might experience the relevance of their gender to the art of supervision.     

Within-person relationships between mood and creativity

State mood has been proposed as a facilitator of creative behavior. Whereas positive mood compared to neutral mood generally facilitates creative performance, mood effects are weaker and less consistent when positive mood is compared to negative mood. These inconsistent results may be due to focusing only on mood valence, while neglecting or confounding mood activation. The current study is based on the dual-pathway model, which describes separate roles for mood valence and mood activation in facilitating creativity. We used experience sampling methodology to investigate the concurrent and lagged effects of mood valence and activation on creative process engagement (CPE) within-person over time among individuals working on a long-term project requiring creativity. We also investigated the moderating effects of individual differences in goal orientation and supervisory support on within-person mood-creativity relationships. As expected, we found that activating positive and activating negative moods were positively associated with concurrent CPE, whereas deactivating moods of both valences were negatively related to CPE. Activating negative mood had a significant lagged effect on CPE, whereas activating positive mood did not. We also found that activating positive mood was more strongly related to concurrent CPE among individuals with high rather than low learning goal orientation. Further, activating positive mood interacted with prove goal orientation and supervisory support for creativity, such that activating positive mood had the strongest association with CPE when both prove goal orientation and supervisory support were high.     

Focus and process in supervision

Key dimensions of the supervisory process are not fully articulated in the literature or in the practice of supervision. Three particular areas are identified: the purpose of supervision, the importance of the supervisory relationship, and the development of competence. In relation to purpose, it is suggested that a superordinate focus should be on the 'quality of service' to the client. The supervisory relationship is discussed in terms of a process which unfolds over time through a series of stages. The challenge of defining competence is reviewed within a framework of developing 'reflective practitioners'.