Powerpoint presentation created by Nick Lessa on Clinical Supervision in Alcohol and Drug Abuse Treatment. Nick is the CEO of Inter-Care and Chat 2 Recovery. Intercare is an outpatient addiction treatment program in New York City and Chat 2 Recovery is an innovative online addiction treatment program. For more information, visit www.chat2recovery.com
2. Based
on the highly acclaimed book by David
J. Powell
Originally printed in 1993 and revised in 2004
Makes the case for substance abuse
counseling as a unique discipline with its own
model of supervision
Disputes the notion that a good counselor
automatically makes a good supervisor
3. Confusing
clinical supervision with case
management, focusing on the client’s rather
than the counselor’s needs
Counseling the counselors giving rise to role
confusion
Taking a laissez-faire attitude
Becoming judgmental, authoritarian, and
overly demanding
4. Most
counselors need a mentoring and
support system, which translates into a
coach, cheerleader, handholder, and wise
advisor
According to studies, better clinical
supervision led to greater job satisfaction
and better retention rates
Good clinical supervision improves client
outcomes
5. A good supervisory relationship is one of the
most satisfying aspects of the counselor’s work
6. Openness
to feedback (supv. & counselor)
Supv.’s helping the counselor feel relaxed &
open to criticism
Supv’s ability to listen to the counselor &
respect the counselor’s therapeutic style
Consistency of therapeutic orientations
Emotional support provided by supervisor
Sharing clinical responsibilities
7. Managers
of tx facilities need to be trained
in the value of good clinical supervision
Clinical supervisors need more thorough
training in how to supervise
More sophisticated mechanisms are needed
for supervising counselors
9. Firstly,
understanding the difference
between administrative and clinical
supervision.
The administrative supervisor helps the
supervisee function more effectively within
the organization, with the overall intent of
helping the organization run smoothly
Addresses areas such as case records,
referral procedures, continuity of care,
accountability, hiring/firing, and
performance evaluations.
10. Clinical
supervision focuses on the
development of the supervisee specifically as
an interpersonally effective clinician (Hart,
1982)
Clinical supervision attends to the
supervisee’s professional and personal needs
as they directly affect the welfare of the
client.
11. Supervision
as a Therapeutic Process –
becoming aware of one’s personal issues and
its impact on clients
Supervision
as Education – learning skills
and developing professional competence
12. “Clinical supervision is a disciplined, tutorial
process wherein principles are transformed
into practical skills, with four overlapping foci:
administrative, evaluative, clinical, and
supportive.”
13. Disciplined
– regularly scheduled, time
limited, specific agenda & expectations
Tutorial – instruction and guidance with an
individualized training plan
A Process – supervisor as coach, cheerleader,
mentor, friend, handholder, educator, and
colleague
Principles into practice – help counselor
identify what they did and why they did it
15. Clinical – the clinical, educational, and
training functions of supervision include:
Developing counseling knowledge & skills,
Identifying learning issues & problems,
Determining counselor strengths &
weaknesses,
Promoting self-awareness & professional &
personal growth and,
Transmitting knowledge for practical use.
16. The
best supervisor teaches by example – not
just instructing but modeling clinical
competencies
The
most effective way to teach: to let the
student watch you work
17. Supportive
– the supportive functions of
clinical supervision include handholding,
cheerleading, coaching, morale building,
burnout prevention, and encouragement of
personal growth
When a counselor reveals a personal issue
that is impeding the clinical process, the
supervisor must see that he/she gets the
support needed to resolve the impasse
18. Leadership
is not the same as management,
and management is not the same as
supervision
Leadership
transforms people by raising their
sights & aspirations to a higher level, thereby
engendering a greater sense of purpose
19. To
establish trust with co-workers &
subordinates
To serve as a team leader
To define & set dept. & organizational goals
& communicate these goals companywide
To inspire staff by encouragement &
motivation
To communicate enthusiasm & capability
To keep up staff morale, including one’s own
To take appropriate risks & be decisive in
action
20. To
possess the ability to change in response
to needs
To have vision, drive, clear judgment,
initiative, poise, and maturity of character
To command enthusiasm, loyalty, sincerity,
courtesy, and confidence
To exercise control through inspiration rather
than command
21. get
work done through staff
make effective use of dept. resources
get results in achieving goals & objectives
control through command
identify, analyze, and solve problems
adapt to change & growing needs of org.
organize work as needed to get the job done
Intervene to bring about positive results
See all aspects of operations
22. Know
the responsibilities of staff
Clearly communicate these responsibilities
Effectively utilize the performance appraisal
system to get max. productivity of staff
Write clear job descriptions & quarterly &
annual goal & work statements for all staff
Delegate responsibilities to all staff
Promote staff’s professional development
23. Take
full responsibility for decisions you
make
Always put the well-being of those reporting
to you above your personal well-being
Give subordinates full credit for successes
Don’t be afraid to take risks when they’re in
the best interest of the company or client
Protect your supervisees to superiors when
they’re being unfairly attacked or punished
24. 6. Take a personal interest in the welfare of
your staff
7. Make decisions promptly even if, at times,
you don’t have full information
8. Be a teacher
9. Do not play favorites
10. Don’t give orders just to prove you’re the
boss
25. Good
supervision is largely a matter of caring
for staff
Supervision is not about structures, but
about people: their needs, concerns &
growth
The ultimate goal of leadership is to create a
sense of community at work
26. The
leader is a servant first. That’s the key
to the leader’s influence
The power to lead comes from giving up
personal need for power in order to serve the
group
“Leaders bear pain. They do not inflict it.”
The servant leader cares for people
The goal is to motivate people; tap into it
27. Owners
Employees
Customers
– most critical element of agency
Vendors
Competitors
The
Community at Large
28. “When organizations empower employees to
be part of the decision-making process,
establish a bottom-up management structure,
practice servant leadership, and balance the
needs of all stake-holders, they become great
places to work.”
29. Camaraderie
De-emphasis
on Politics (through trust,
openness, & fairness throughout company)
Growth Values (employee empowerment)
Family and Community (give a sense of
being part of a family)
30. The Four A’s of supervision
1. Available: open, receptive, trusting, non
threatening
2. Accessible: easy to approach and speak
freely with
3. Able: having real knowledge & skills to give
4. Affable: pleasant, friendly, reassuring
31. Two Essential Qualities
1. Sound Clinical Experience – must be a
good clinician
2.
A Passion for Counseling – the source
being a desire to help others