Issues in training effective supervisors

While increased attention has been focused on the topic of clinical supervision, most of the theoretical writing and empirical research to date has emphasized issues pertaining to the supervisee. As a result, the role of the supervisor in the supervisory dyad has received relatively little attention in spite of its critical function in the supervisory process. This article examines the literature on supervisor training and development. Specifically, four topic areas are reviewed: (a) characteristics of the “ideal” supervisor, (b) theories of supervisor development, (c) ethical and professional issues, and (d) recommendations for supervisor training.     

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.     

Structural factors affecting the supervisor's devotion

The system of supervision in psychoanalytically-oriented psychotherapy consists of a young, relatively inexperienced trainee and a senior, experienced and knowledgeable supervisor. The issues generally discussed during the course of supervision are related to the dynamics of the patient, therapeutic values, difficulties encountered by the trainee and feelings aroused in him or her in connection with the patient and the therapy. The trainee goes through a process of growth and development in both the personal and the professional sense. This process may thus be studied by analogy with the process of human growth and development as it appears in the theoretical literature in the context of the mother-child or the therapist-patient relationship. The theoretical questions at the focus of the present paper are concerned mainly with a number of structural factors in the relationship between the supervisor and the trainee. These factors go beyond the differences in the participants' personalities. These factors are built into every supervisory system and serve to increase the supervisor's devotion to the trainee. The paper examines the components of the supervisor-trainee interaction that may help the supervisor ignore his or her own needs, wishes and self, and concentrate on the needs and wishes of the trainee. This enables the supervisor to create an accepting environment that permits the trainee to grow and develop as a professional and as a person.     

Challenges and Promises of Training Women as Family Systems Therapists

The structural/strategic family therapy model has drawn increasing numbers of women practitioners attracted not only by its effectiveness but by the opportunity to function in an active, orchestrative, flexible role. Traditional sex-role training, family and supervisor expectations, and patriarchal institutional structures pose particular challenges to the female family therapist and trainee. This paper explores several critical problem areas for women learning to function in this role, including the expression of authority, countertransference, sexual politics of supervision, and boundary issues. Particular content areas of focus for didactic training and common sex-role difficulties in the supervision process are delineated. The discussion underscores the need for assessment and intervention skills not only in small family systems but in larger institutional structures as well in order to enhance the professional development and effectiveness of women in the family therapy field at all levels.     

Childhood Adversity and the Continued Exposure to Trauma and Violence Among Adolescent Gang Members

This study investigates interfaith groups from across the United States to understand how these religious settings may serve as mediating structures to facilitate individual political action. Based on a multilevel modeling analysis with 169 individuals from 25 interfaith groups, we found that core activities of the group, such as group members sharing community information (e.g., announcing upcoming events, political meetings, community issues) or sharing religious information (e.g., educating members about their religion) positively and negatively predicted individual political action as a result of group participation, respectively. Moreover, a sense that the interfaith group served as a community to work for local change, but not trust within the group, predicted political action as a result of group participation. However, this effect for a sense the group served as a community to work for local change was stronger and more positive as the degree of community information sharing in the group increased. These results show that a core activity of sharing community information may enhance the ability of a group to mediate political action. Overall, these findings demonstrate the potential role of interfaith groups to mediate political action, and show the importance of considering both individual and group characteristics when understanding these religious settings. Limitations and directions for future research are also discussed.     

How honest do counsellors dare to be in the supervisory relationship?: An exploratory study

A study was conducted to investigate the extent to which psychodynamic counsellors feel able to disclose sensitive issues in supervision. Ninety-six counsellors in supervision responded to a questionnaire that asked about supervision arrangements, the supervisory working alliance, and the likelihood of disclosing issues such as erotic feelings towards clients and discomfort with the supervisor. Results showed that supervisees were likely to disclose more in individual rather than in collective supervision, when their supervisor was someone whom they themselves had chosen rather than had allocated to them, and when they were supervised independently of the setting in which they counselled rather than in-house. There was a positive correlation between the quality of the supervisory working alliance as experienced by the supervisee and the extent of his or her disclosure. Implications of counsellors feeling inhibited from disclosing particular issues in supervision, and the impact on the quality of their work with clients, are discussed.     

Family of origin as a supervisory consultative resource

This article describes the rationale and methodology of a supervisory approach that recruits family-of-origin members as resources to help resolve professional dilemmas. We have found that professional impasses resonate with family-of-origin themes. As supervisory consultants, family-of-origin members have access to family stories, rules, myths, and resources that can provide new messages for a more differentiated use of self in the clinical setting. The standard format of this family supervisory consultation is separated in three phases. First, the supervisor discusses and explores the nature of the supervisee's professional dilemma (i.e., difficulty with angry clients). Second, the supervisor explores the evolution of this same theme through the historical and personal stories of the family-of-origin members. Third, the supervisee anonymously presents a specific case that exemplifies this theme. The supervisor, along with consultation from the family, focuses on the development of a more flexible use of self in the therapeutic system. Thus, the session begins and ends with the professional development of the supervisee. However, there is personal sharing during the second phase, so there are sections that address developmental, supervisory, and ethical considerations. Even though the goal of this meeting is to promote professional growth, personal and family changes are common by-products. Four supervisory anecdotes illustrate this approach to supervision.     

Interfaith Groups as Mediating Structures for Political Action: A Multilevel Analysis

This study investigates interfaith groups from across the United States to understand how these religious settings may serve as mediating structures to facilitate individual political action. Based on a multilevel modeling analysis with 169 individuals from 25 interfaith groups, we found that core activities of the group, such as group members sharing community information (e.g., announcing upcoming events, political meetings, community issues) or sharing religious information (e.g., educating members about their religion) positively and negatively predicted individual political action as a result of group participation, respectively. Moreover, a sense that the interfaith group served as a community to work for local change, but not trust within the group, predicted political action as a result of group participation. However, this effect for a sense the group served as a community to work for local change was stronger and more positive as the degree of community information sharing in the group increased. These results show that a core activity of sharing community information may enhance the ability of a group to mediate political action. Overall, these findings demonstrate the potential role of interfaith groups to mediate political action, and show the importance of considering both individual and group characteristics when understanding these religious settings. Limitations and directions for future research are also discussed.     

The Columbia Supervision Project: data from the dyad

Anonymous questionnaires were sent to all candidates and supervisors at the Columbia University Center for Psychoanalytic Training and Research (hereafter "Columbia"). Questions focused on the four domains most emphasized in the literature on supervision: logistical issues; the "teach or treat" question; the evaluatory function of the supervisor; and the affective experience of supervision. By coding the questionnaires, anonymity of respondents was maintained while allowing for a matched pair of analyses of supervisors and supervisees. Return rate was over 85 percent. In general, rates of satisfaction with supervision were high, and candidates and supervisors agreed on such issues as the "teach or treat" question, as well as the technical and theoretical frame of reference of the supervisor. However, there were striking disagreements between candidates and supervisors as to the role of the supervisor, what candidates find useful in supervision, the evaluatory function, and the relation between supervision and progression to graduation. Although 50 percent of candidates reported anxiety about receiving credit for cases, this was not routinely discussed in supervision, and the supervisory relationship itself was not discussed in over 50 percent of dyads. Despite high overall satisfaction ratings, 25 percent of candidates said they wished they had a different supervisor for the case, and 75 percent believed that a candidate who asked to switch supervisors would be labeled problematic. In contrast, over 75 percent of supervisors reported that switching supervisors carries no stigma. In a follow-up study conducted one year later, many candidates reported that they feared reprisals for switching, and some reported that their training analysts advised against "rocking the boat." Candidates felt that participating in the study emboldened them to think more openly about supervision and in some cases to make changes.     

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.     

Abusive supervision and subordinate supervisor‐directed deviance: The moderating role of traditional values and the mediating role of revenge cognitions

This study examined the link between abusive supervision and subordinate supervisor‐directed deviance by focusing on the moderating role of traditionality and the mediating role of revenge cognitions directed towards supervisors. The results of analysing 283 supervisor–subordinate dyads in six private electronic companies and 222 supervisor–subordinate dyads in two state‐owned oil and gas companies in the People's Republic of China showed that abusive supervision was positively related to revenge cognitions directed towards supervisors and to supervisor‐directed deviance. In addition, traditionality moderated the above relationships such that they were stronger among low traditionalists than among high ones, while revenge cognitions mediated the main effect of abusive supervision and the interactive effect of abusive supervision and traditionality on supervisor‐directed deviance.     

Competency‐based Models of Supervision: Principles and Applications,Promises and Challenges

Major changes initiated by the Psychology Board of Australia (the Board) and by professional bodies both nationally and internationally have placed professional supervision in the spotlight for the practising psychologist and supervisor. Further, within the context of a growing impetus towards competency‐based pedagogies for professional training across disciplines, a recent Board document has indicated that supervisor training must adhere to a competency‐based model within a best‐practice supervision framework (Psychology Board of Australia). For the practising psychologist, the recent recommendation closely follows other initiatives including the introduction of mandatory peer consultation and supervisor accreditation. The current article seeks to clarify for the Australian psychologist the characteristics of competency‐based supervision models for training and supervision, and to unpack the many implications for professional practice. The article outlines the features that distinguish competency models from other supervision models, explains the rationale for and the merits that competency‐driven pedagogies promise, and discusses the challenges these changes will bring to supervision theory and practice.     

Boundary Issues and Multiple Relationships in Genetic Counseling Supervision: Supervisor,Non-supervisor,and Student Perspectives

Boundary issues and multiple relationships potentially affect all supervision interactions. Boundary crossings are departures from the strictest professional role and may or may not benefit supervisees. Boundary violations are outside common practice and may place supervisees at significant risk. Multiple relationships occur when supervisors concurrently or consecutively hold two or more roles with supervisees. Studies in other fields indicate supervisors and supervisees may be uncertain about professional conduct regarding these issues. In this study, genetic counselor supervisors (n?=?126), non-supervisors (n?=?72), and genetic counseling students (n?=?129) completed an anonymous survey investigating four major questions: 1) Are various boundary issues and multiple relationships perceived as differentially appropriate? 2) Do supervisor, non-supervisor, and student perceptions differ? 3) What challenging situations have respondents experienced? and 4) What management strategies did they use? There was general agreement among groups in their appropriateness ratings of 56 hypothetical supervisor behaviors, although supervisor ratings tended to reflect stricter boundaries regarding the appropriateness of interactions than student ratings. A majority rated unavoidable boundary crossings and supervisor multiple relationships involving an academic relationship as most appropriate, and romantic/sexual multiple relationships and/or boundary violations as least appropriate. Analysis of respondents’ actual challenging situations revealed many involved boundary violations, placed students at risk of harm, and often resulted in student compliance.     

Supervision for Counselors Working With Eating Disorders Groups: Countertransference Issues Related to Body Image,Food, and Weight

Because of similarities in age, education, and background, group counselors and members of eating disorders groups may easily identify and connect with each other. Although it can be positive, such overidentification may also create countertransference issues and demand attention in supervision. A model of supervision based on parallel process is presented to address these issues. The article describes (a) societal values related to eating disorders and countertransference; (b) specific themes in eating disorder groups and their impact on group process; (c) examples of countertransference related to body image, food, and weight; and (d) guidelines for supervision of female counselors working with eating disorders groups.     

Cotherapy in psychodynamic group psychotherapy: An approach to training

Cotherapy in a training relationship with a senior therapist/supervisor and a trainee/junior leader is presented. A structured training year with planned sessions for the junior leader to lead the group alone, as well as intensive supervision, is described. The training relationship is seen as evolving into an egalitarian, collegial working relationship. An incidental benefit of this cotherapy approach is that additional opportunities are provided for group members to work through attitudes, feelings, and behaviors associated with attachment, interpersonal relationship (autonomy and affiliation), separation, and loss. Potential drawbacks and applications are also noted.The authors express their appreciation to the many group members and cotherapists whose experiences provided the stimulation and clinical material for the present formulation.     

Issues in the supervision of group psychotherapy: Countertransference and the group supervisor's agenda

Countertransference issues are of particular importance to the beginning group therapist. This paper describes the role of supervision in helping the beginning group therapist deal with counter-transference issues as they effect the formation of a group and the role that the group leader plays in facilitating therapeutic activity within the group. Particular problem areas and the countertransference they evoke and the role of supervision in working through are described.The author wishes to acknowledge the suggestions and support of Aaron Stein, M.D., and other members of the Division of Group Psychotherapy of the Department of Psychiatry of the Mt. Sinai School of Medicine.     

Abusive Supervision from an Integrated Self‐Control Perspective

We investigate the relationship between supervisors’ irritation and follower perceptions of abusive supervision. Based on the integrated self‐control framework, we propose a positive relationship between supervisor irritation and abusive supervision. Moreover, we propose this relationship to be buffered by supervisors’ self‐control capacities and by external monitoring of the supervisor by upper management. We tested our hypotheses in a two‐source survey study with 96 supervisor‐follower dyads. Our results show a positive relationship between supervisor irritation and abusive supervision and an interaction between supervisor irritation and supervisor self‐control. The interaction pattern revealed a positive relationship between supervisor irritation and abusive supervision if supervisor self‐control is low. We also found an interaction between supervisor irritation and external monitoring in predicting active but not passive forms of abusive supervision. Our findings underline the role of self‐control processes in explaining abusive supervision.     

Parallel process in supervision

This paper addresses the concept of parallel process and its application in clinical supervision. Parallels between therapy and supervision are examined as well as some of the key issues surrounding the use of parallel process as a supervisory intervention. Although there is a need for more investigation to explain and support this concept further, the authors would argue that parallel process interventions in supervision can enhance the supervisory process and the task of teaching and learning for both the supervisee and supervisor. A case example is provided to demonstrate the parallel process in supervision and its potential as a facilitative intervention.     

Problematic Self-Efficacy Inferences in Beginning Psychotherapy Supervisees: Identification and Management

We contend that a particular form of self-efficacy beliefs — specifically referred to as relation-inferred self-efficacy beliefs — often gets activated in beginning supervisees, can potentially pose supervision problems from the outset and, consequently, is best addressed by supervisors early on. Relation-inferred self-efficacy beliefs refer to what supervisees think or infer that their supervisor is thinking about their therapeutic efficacy; because beginning supervisees often have doubts about their own therapeutic efficacy, they can make incorrect inferences about what their supervisor is thinking of them, and supervision can be accordingly affected. In this brief report, relation-inferred self-efficacy beliefs are elaborated upon, their significance for the trajectory of beginning supervisee development is considered, and some supervisor actions that can aid in alleviating the impact of those beliefs on beginning supervisees are identified. We view it as important that supervisors (a) hold supervisee problematic relation-inferred self-efficacy beliefs in mind as a likely supervision reality, (b) strive to proactively address their possible emergence through supervisee education at supervision’s onset and through including the topic in the body of the supervision agreement, (c) be sensitive to cues that may indicate the emergence of such problematic inferred beliefs during the course of supervision, (d) sensitively inquire about those cues and, if confirmed, be open to discussing their implications with beginning supervisees, (e) fully carry out discussion about those beliefs so as to allay supervisees’ inference concerns, and (f) because addressing those problematic beliefs is not a one-and-done affair, be ready to re-address them as need arises.