Making the most of a supervision session
Do you want to make the most of your supervision session? Or do you feel you don’t gain much benefit from attending your supervision session, thinking your supervisor isn’t skilled or good enough? Before criticising your supervisor, let’s take a moment to think about how well you actually prepare yourself. Let’s explore how a clear agenda and focused dialogue can transform your professional development journey.
Why a Focused Agenda Elevates Your Supervision Experience?
I’ve seen how well-prepared supervision session can support supervisee’s growth in their practice. Coming in with a clear agenda, knowing what you want to achieve, shifts the dynamic entirely. It makes the time you spend with your supervisor incredibly productive. Let me share five reasons why this approach is so powerful for us, as social workers.
“Therefore, having a sound plan and setting goals for your supervision is the responsibility of the supervisee but in some instances, it becomes a shared responsibility to develop this plan as we have mentioned earlier it can be a collaborative effort.” (Nickson et al., 2020, p. 241)
1. Maximising Every Precious Minute
Supervision time is a finite and valuable resource. Without a clear agenda, sessions can easily wander. We might end up discussing less critical issues or perhaps veer into areas not directly related to our professional growth. I recall times when I didn’t prepare, and the session felt unfocused. A defined agenda helps us zero in on what truly matters. It ensures every minute contributes to learning.
2. Building Accountability and Personal Ownership
When you actively shape your agenda, you’re taking ownership. It’s a proactive step in your professional development. This preparation encourages deep reflection on your practice before the session even begins. It shows commitment. This approach helps you and your supervisor work collaboratively towards tangible outcomes, fostering a stronger sense of accountability. You drive your own learning.
3. Fostering Deeper Reflection and Insights
A planned agenda allows for structured, meaningful reflection. You can pinpoint specific ethical dilemmas or professional challenges to explore. This pre-work means you arrive with thoughts organised. It enables you to engage in much deeper analysis. It’s about presenting a problem and being open to new perspectives. I’ve found that the more I prepare, the richer the insights become.
‘Supervisory space’ is where movement and insight can occur as a result of the exploratory work undertaken by the supervisor and supervisee. It is also a place where ‘not knowing’ and confusion are accepted and tolerated in the belief that time and attention given to relational or organisational issues and to the supervisee is beneficial, even when a comfortable resolution of issues may not be achieved (Inskipp et al., 2014).
4. Ensuring Comprehensive Practice Coverage
Social work is incredibly complex, encompassing many different facets. A well-prepared agenda helps ensure all critical areas of your practice are addressed over time. This includes client work, your personal resilience (resourcing), and maintaining ethical standards. We can systematically cover everything. It ensures we’re not overlooking important aspects of our professional functioning.
5. Strengthening the Supervisory Partnership
Bringing a clear agenda to supervision signals respect. It shows you value your supervisor’s time and expertise. This action helps build a strong, trusting working alliance. Both supervisor and supervisee operate as true partners in your development. A shared understanding of the session’s goals fosters deeper trust. When both of us are invested, the outcomes are always more impactful.
Understanding the CLEAR Model for Effective Supervision
The CLEAR model, conceptualised by Peter Hawkins, provides an excellent framework. It guides both of us through distinct stages. This structure helps ensure a thorough and productive discussion. Let’s explore each stage using a practical scenario, demonstrating its real-world application.
Case Study: Navigating ‘Aroha’s’ Child Protection Dilemma
Imagine ‘Aroha’, a new social worker, feeling overwhelmed. She’s dealing with a complex whānau situation. There are escalating child protection concerns, but the parents are very resistant to engagement. Aroha feels torn. She wants to respect parental autonomy yet also ensure the children’s safety. She’s feeling quite anxious about her next steps.
1. Contract (C)
This initial stage is about establishing mutual agreement. We define the session’s purpose. It sets the scope and expectations for our discussion.
Supervisor (Me): “Kia ora Aroha, good to see you. What do you hope we achieve today? What’s the main thing you want to focus on?”
Aroha: “Hi. I’m really stuck with the ‘Smith whānau’ case. I feel so anxious. I need to balance child safety with respecting the parents, and frankly, I just need some clear actions to take next.”
Here, Aroha clearly states her desired outcome. We’ve established our shared purpose, defining how to master your supervision session together.
2. Listen (L)
Now, it’s my turn to listen deeply. I encourage Aroha to fully articulate the situation. It’s about understanding her perspective, facts, and emotions.
Supervisor: “Thanks, Aroha. Tell me more about the Smith whānau. What are the key details? How are you feeling as you work with them?”
Aroha: “Well, the tamariki, aged five and seven, are often unsupervised. Neighbours have reported serious concerns. I’ve tried engaging the parents, but they quickly shut down. I feel a real knot in my stomach thinking about it. I worry I’m not doing enough, but I also don’t want to make things worse.”
I’m listening for both the factual narrative and Aroha’s emotional experience.
3. Explore (E)
This is where we delve deeper, exploring insights. We might challenge assumptions. We consider various options, fostering new perspectives.
Supervisor: “It sounds incredibly challenging. What assumptions might you be making about their resistance? Are there other ways to approach their defensiveness?”
Aroha: “Hmm, I’ve assumed their resistance is hostility, but maybe it’s fear? Or a lack of understanding about the process? Perhaps I could try focusing more on their strengths, or what they truly care about for their children. What if I involved a kaimahi Māori?”
We’re moving beyond the surface, opening up new possibilities for action.
4. Action (A)
Now, we commit to a clear path forward. Aroha chooses the next steps, based on our discussion. It’s about practical planning, committing to specific, achievable actions.
Supervisor: “Excellent ideas, Aroha. Given our discussion, what’s your very first step with the Smith whānau?”
Aroha: “I’ll arrange another home visit. This time, I’ll bring a kaimahi from their iwi, as you suggested. I’ll focus on building rapport first, asking about their hopes for their tamariki before discussing concerns. I’ll also clarify boundaries on confidentiality.”
Aroha now has a concrete, actionable plan to take forward.
5. Review (R)
Finally, we review the agreed actions. We also reflect on the supervision process itself. This stage helps reinforce learning. It sets the groundwork for our next session.
Supervisor: “That sounds like a solid plan. How does that feel as a next step? And looking back at our session today, what was most helpful for you?”
Aroha: “I feel much clearer and less anxious, truly. Having the space to explore my assumptions, and brainstorming concrete steps, was incredibly helpful. Your questions really pushed my thinking. I’ll come back next time to debrief on how the visit goes.”
This feedback loop is crucial. It ensures continuous improvement in both Aroha’s practice and our supervisory relationship.
Conclusion: Your Path to Empowered Practice
Preparing for each supervision session is a profound commitment.
But by embracing the simple, powerful act of preparing an agenda and clarifying your focus, you empower yourself. Help your supervisor help you grow—professionally and personally.
This will enhance your supervisory relationship and help you take ownership of your professional development. Please do not rely on your supervisor to come up with supervision topics. Instead, be prepared—sharpen your focus before coming to your supervision session.
Supervisors and supervisees work collaboratively on debriefing issues and exploring potential blind spots or practices that may display practice prejudice. Supervisees are responsible for seeking support when they need and ask questions about processes, practices and principles as often as possible (Nickson et al., 2020).
Check if your supervisor is familiar with the CLEAR model or is happy to use it, or something similar, for your supervision. The CLEAR model offers a robust, practical framework. It ensures each session is purposeful, deeply reflective, and ultimately, truly transformative.
I strongly encourage you to actively engage with your supervision. Shape it into an invaluable, dynamic part of your professional life here in Aotearoa.
Carroll, M. (2014). Effective Supervision for the Helping Professionshttps://www.amazon.com.au/Effective-Supervision-Helping-Professions-Michael/dp/1446269949. SAGE Publications, Limited.
Hawkins, P., & Shohet, R. (2012). Supervision in the Helping Professions. McGraw-Hill Education.
Inskipp, F. M., Proctor, M. B., Henderson, P., Millar, A., & Holloway, J. (2014). Practical Supervision: How to Become a Supervisor for the Helping Professions. Jessica Kingsley Publishers.
Nickson, A. M., Anne Carter, M.-, & Francis, A. P. (2020). Supervision and Professional Development in Social Work Practice. SAGE Publications India Pvt, Ltd.
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