Training in Supervision

This study examined the current state of affairs of training in the practice of supervision in doctoral programs and predoctoral internship sites accredited by the American Psychological Association. Results indicated that although a majority of programs and sites offered some type of opportunity for training in supervision, there were differences in the methods and extent of the training. In particular, statistically significant differences were found between the training offered in counseling psychology programs when compared to clinical psychology programs, and in university counseling center internship programs when compared to other types of internship sites. The more extensive training in supervision offered among counseling psychology programs and counseling center internship sites is discussed in terms of the identity of counseling psychology and the future of professional psychology in general. Recommendations for enhancing training in the conduct of supervision and directions for further research are also offered.

Clinical Supervision in Four Mental Health Professions: A Review of the Evidence

This paper examines a range of theoretical issues and the empirical evidence relating to clinical supervision in four mental health professions, namely clinical psychology, occupational therapy, social work, and speech pathology. Despite the widespread acceptance of the value of supervision among practitioners and the large quantity of literature on the topic, there is very little empirical evidence in this area. It is not clear whether supervision actually produces a change in clinician behaviour, nor whether it produces benefits in terms of client outcomes. To date, there is insufficient evidence to demonstrate which styles of supervision are most beneficial for particular types of staff, in terms of their level of experience or learning style. The data suggest that directive forms of supervision, rather than unstructured approaches, are preferred by relatively inexperienced practitioners, and that experienced clinicians also value direct supervision methods when learning new skills or dealing with complex or crisis situations. The available evidence suggests that supervisors typically receive little training in supervision methods. However, to date, we have little information to guide us as to the most effective ways of training supervisors. While acknowledging the urgent need for research, the paper concludes that supervision is likely to form a valuable component of professional development for mental health professionals.

Achieving effective supervision

Supervision probably does have benefits both for the maintenance and improvement of clinical skills and for job satisfaction, but the data are very thin and almost non-existent in the area of alcohol and other drugs services. Because of the potential complexity of objectives and roles in supervision, a structured agreement appears to be an important part of the effective supervision relationship. Because sessions can degenerate easily into unstructured socialization, agendas and session objectives may also be important. While a working alliance based on mutual respect and trust is an essential base for the supervision relationship, procedures for direct observation of clinical skills, demonstration of new procedures and skills practice with detailed feedback appear critical to supervision's impact on practice. To ensure effective supervision, there needs not only to be a minimum of personnel and resources, but also a compatibility with the values and procedures of management and staff, access to supervision training and consultation and sufficient incentives to ensure it continues.

Reflections on the preparation of psychotherapy supervisors

The preparation of psychotherapy supervisors to provide supervision services is examined briefly in this paper. The persistent paradox of psychotherapy supervision training--that the supervisor role is considered highly important in graduate and internship programs, but graduate and post-graduate training in how to be a supervisor is very limited--is discussed. The need to resolve this paradox in psychology training is considered.