Reflective Supervision

1
Reflective Supervision

• PRESENTER
• Bill McKenzie, Ounce of Prevention
• PTS Training Institute Manager

2
Reflective Supervision

• Welcome
• Housekeeping

3
Learning Objectives

• After completing this workshop,
• supervisors
  will be able to
• Define the reflective supervision model
• Examine their own supervisory style and its
  strengths and challenges
• Orient new staff to the reflective supervision
  process and develop an individualized support
  plan for each staff member and
• Apply the reflective supervision model in their
  supervisory sessions with staff, focusing on
  strengths.

4
Developmental Theory

• Just like the children we serve, staff develop
  competency over time.
• Supervisors need to keep workers learning
  curve in mind, as well as their own.

5
Reflective Supervision What is it?

• Establishing an environment where positive
  change can take place, and goals can be set and
  met through interpersonal development, rather
  than rigid accountability.

6
What is it? (Continued) . . .

• Open Communication
• A systematic process for creating forums for
  reflection, discussion feedback
• Commitment to process of developing mutual shared
  goals
• Commitment to continuous learning, growth,
  improvement

7
Essential Elements

• Commitment to supervision that includes three
  essential elements
• Regularity
• Reflection
• Collaboration

8
Task Orientation Reflective Practice
Case Management
Strength-Based
9
Task Orientation Reflective Practice
Case Management
Strength-Based
10
Bravery in the Face of Conflict

• Supervisors will at times need to confront
  resistance in their supervisees.
• Accepting conflict as an expected part of the
  supervisory relationship will help in facing it
  bravely and developing the necessary skills!

11
Effective Supervision Structure Framework

• Preparation (Orientation)
• Staff Time (Acceptance)
• The Work (Shared Understanding)
• Summary Review (Agreement)
• Planning (Next Steps)

12
Remember, our society does not put a premium on
reflection.

• It is speeding up rather than slowing down.
• It is dispensing answers rather than valuing
  questions.
• It is pushing in rather than stepping back.
• It is expecting results rather than valuing
  processes.

13
What Can Reflection Do?
Everyone wants to do their job well, with
confidence and energy, but stress puts us in a
block of ice and our work energy cannot come
through.
A supervisors job is not to teach a block of ice
how to do his or her job better, but to bring a
hair dryer to supervision.
14
Promoting the Parallel Process
Planning Together Follow Up Exploring New
Territories
Community Partners
Technical Assistance
Agency Executives
Families
Staff
15
Summary Evaluations