Professional Supervision: A Reflective Conversation

 

Our supervision time together can be seen as a conversation about your work, and  development in your professional role. As participants in this conversation we will both contribute our reflections and thoughts, giving fresh perspectives to the issues you bring to supervision.

 
Supervision as a Conversation
In the supervision conversation we connect in a safe environment around sometimes cloudy or troubling ideas, issues and themes and spiral inwards through a process of sharing, support and challenge to the heart of the matter and outwards again with new knowledge and clarity of ourselves and our practice. We will also celebrate your achievements and learn from your successes so that these can be incorporated more fully into practice.
 
Topics of conversation-
what will we talk about?
You may arrive with some issues in mind, or you may find that as we connect and our conversation progresses, themes emerge which you wish to follow and explore.
The focus of supervision conversations varies with different individuals, may change with time and circumstance, and may reflect our stage of development both professionally and personally,
Like any conversation, our supervision may take us in unplanned directions that are stimulating and creative, allowing you to develop new insights
It is possible that at times we may wish to invite others to join our conversation,. For sure, your clients will often be present in our conversations, either in our imaginations, or possibly even in reality; as may managers, colleagues, and other mentors.
The supervision conversation is designed to help us to gain new insights and to develop in several areas.
Competence- how we practice, how we do our work effectively and ethically
Professional role-strengthening our sense of professional identity, highlighting ethical dilemmas and how we manage these, integrating knowledge and practice; awareness of the impact of self on practice, and of work and work environment on self and whanau.
Personal growth- understanding and managing the interface between who we are, and our work role and identity; managing workplace relationships, identifying and strengthening our personal attributes.
Accountability-through conversational reflection on the highs and lows of our practice, we are more able to explain how we do it, why we do it, and the way we do it, which all increases our ability to meet the  goals and requirements of our clients, our profession, our organisations, and our communities.
The Supervision Package.
Our various Supervision needs are seldom met by one type of supervision alone.
Our needs relate to our field of practice, professional role, our own cultural needs and those of our clients, and our other personal characteristics such as personality and cognitive style, gender, age, philosophy etc.
Supervision may be formal as with external or internal supervisors, groups or teams, and informal as with colleagues, whanau, cultural or spiritual advisors. Our Supervision packages usually reflect a combination of these.
We mostly all need someone to consult with on challenging case work & organizational requirements, someone with whom to discuss themes emerging from our work, to bounce ideas with, someone to help us gain insight into the personal –professional interface, someone who reinforces and strengthens our professional values and standards, someone with whom we can explore cultural identity, practice and roles, someone with whom to identify our growing edges and professional development goals, and someone to celebrate with.
Sometimes one supervisor holds all these roles, more often they are met through a mixture of formal and informal conversations.
 
Our Professional Supervision
 
1:1, Group, or Distance Supervision
Getting Started
Whakawhanaungatanga-Getting to know each other.
You can learn About Me through this website, and through an initial, preferably face to face, meeting with me. I can learn about you through this meeting too, and you may wish to provide me with some written information about yourself. Your job description and information about your organization and or programme are helpful to me.
 
Deciding to Contract in to Supervision.
At this point we will want to decide whether we are a good match and if the answer is yes, then we would need to complete an agreement. This contract will also involve your employer unless you are self employed or seeking supervision independently. It is helpful if I can meet with you and your Line Manager at this point if possible.
Once the details of our agreement have been finalized the Contract needs to be signed by all involved, and we each need to have a copy. Reading this Contract will give you a lot more information about our supervision. I can also provide a form for recording sessions if required, and a template of a report format you may wish to use.
Engaging in Supervision
Now we should be ready to begin our supervision conversations together at the time and place we have agreed. This will normally be at my Papakura (South Auckland) office. However Distance Supervision with occasional opportunities to meet up is another option.  If we are engaging in Distance Supervision using SKYPE or email we will need to be confident about our use of the technology, and about ensuring privacy for our supervision conversation.
Review
Our contract will specify whether a report to your agency is required, but in any case we will want to review how supervision is working from time to time and we will identify a session to do that. In the case of Distance Supervision, we will identify an opportunity for an occasional face to face meeting to connect in person and review the arrangement.
Fees
From January 2018, 1:1 supervision sessions will be charged at $120.00 per 1 hour session and will normally take place at my premises in Papakura, South Auckland.
Pair or Group supervision by negotiation.
 
I look forward to our conversations.