In my experience, understanding the value of external supervision and how to use this space if you also engage in internal supervision or line management conversations is not always clear. I have met confusion with some supervisees about how external supervision can be of any additional assistance to them and their practice/work. This is the second blog in a series of blogs exploring some FAQ in relation to external supervision. The purpose being to clarify how to use external supervision, to open up the conversations between supervisors and supervisees about how supervision is being used, and maybe to pass the blogs onto others who may have similar questions. Rather than answer all the questions myself, I asked a range of supervisees to give me their view on these questions. The previous blog considered what discussions to have in external supervision and how to decide what to talk about. This particular blog will look more specifically at ‘what’ external supervision is and will explore:
- How is external supervision different from internal supervision or any internal meetings with managers/supervisors?
- What would you describe as the value of external supervision?
How is external supervision different from internal supervision or any internal meetings with managers/supervisors?
The label of ‘internal’ and ‘external’ may highlight some very obvious differences straight away between external and what has traditionally been seen as internal supervision. It seems to me important to differentiate between the accountability, workload management and organisational imperatives of any internal organisational meetings with supervisors and managers, from the process of engaging in professional reflective supervision on our practice and work. (which can but is not always done externally from the organisation). Of course there are many books and articles written which do already cover some of this and which considers the functions or purposes of supervision and where, how and with whom each function is achieved. This blog is not intended to replace, replicate, or attempt to cover all those literature discussions. Below are the views of a selection of those I work with in external supervision and how they see the difference between external and internal supervision.
- In external supervision, the supervisor is more supervisee centred and less directive (e.g. helps worker to explore, clarify, process and to come up with solutions while acknowledging, validating and being ‘curious’ to learn about and discuss client’s needs, work completed and any possible future support or work)
- In external supervision one is freer to discuss things you may not feel so open about discussing with a colleague or manager. Your ‘at work’ persona can be different and you may not want to share personal or more vulnerable aspects of your thoughts or behaviour with a work colleague/ manager especially if you are working through an aspect of how you are or they are, that is impacting you.
- External supervision is “no holds barred, but safe.” You probably aren’t going to put someone’s back up, and it doesn’t feel like you are being disloyal (or not as much) or undermining people.
- I think an external supervisor helps you to figure out your part in the relationship/problem, and what you can bring, and is clear on the boundaries knowing that you can’t control the other person’s reactions. I have brought a few really difficult issues to supervision – conversations I have to have with people that I am not looking forward to, and every time I have had the conversation I have had a good outcome, because the conversation doesn’t disintegrate into blaming. My experience of supervision in these cases has been that boundaries are set; a number of options are worked out of how you can best deliver a message, and a reminder that you don’t have to take on another person’s issues. You take responsibility for your part – that’s all you can do. (almost a preparation place for then having ‘difficult’ conversations within an organisation)
- In terms of client work I seek input from my manager when the service is managing any risk, crisis, or complex work, both for accountability and safe practice for the team. This same work may be discussed in external supervision to gain clarity, explore ethical implications and to assist progression and integration of theoretical and applied understanding. Both spaces may be used to explore the impact of complex work on myself as counsellor.
- I have always had external supervision from a social worker. My managers have often been from a different discipline, and internal supervision is more about my workload, team interactions or providing statistics. External Supervision has a very different flavour, with someone who has a social work lens.
- External supervision is different in the sense that it is not specific to case management, day-to-day inner workings or expectations/responsibilities that may be held from your agency but rather provides an overarching complimentary support system to help support you, and your growth as a practitioner.
- I think the difference between external and internal is that in external there is opportunity to discuss more around what the supervisee requires while not feeling judged on what you are saying. External supervision is Safe! Confidential, me-centred, where I am able to speak freely and able to discuss things with an objective outsider.
- People can feel vulnerable in raising some issues with manager/supervisor as they are too close to the situation and have responsibility and accountability roles and responsibilities. (External supervision does not feel this way).
- External supervisor [often] has no knowledge of your workplace, or personnel nor has role of manager or supervisor in relation to your work. It is a safe place where you can openly and honestly discuss issues or concerns about your mahi without fear that your management will penalise you.
- A key difference is that the supervisee is not responsible or accountable to professional supervisor in terms of an employment relationship. Of course responsibility and accountability exist in supervision relationship but is not related to employment. The external supervisor can take a neutral position. (although may have a more ethical professional body accountability rather than organisational)
- External supervision one can get 100 percent confidential advice and is a sounding board to figure out my ideas, thoughts etc. I most value it because I know the information is not going back to my boss if I ever have any questions about work stuff.
- External supervisor has a macro and birds eye view of where I’m trying to get to with our programme so she is able to keep me to make sure I’m heading in the right direction. Internally, the supervision could be more day to day operational stuff.
- External supervision is much different from any internal supervision or case management meetings I may have with my Manager in that I have an opportunity to talk more openly and not be pulled into internal [organisational] politics. I feel that I can talk about things that are at the heart of who I am as a [Social] Worker and a person, without bias.
- I feel that it is a ‘safer space’ where I can discuss issues more freely. That is despite the fact that I genuinely like and respect my manager and my colleagues. I think it is always good to be able to speak to someone independent from your organisation. I also think as an ‘outsider’ the external supervisor brings a different perspective which I always appreciate.
- Internally, practitioners are mindful of power differentials and line management expectations, so it can prevent open and honest expression. I have found that internally, sessions can quickly shift into a sharing of ideas and advice, rather than a reflective thinking process.
- Privacy is actually probably the main point of difference but also the external supervisor needs to know what they are talking about and familiar with many models of practices and what’s going on the [Social] Work space.
- In my case I have a very open and supportive relationship with my current manager and so would generally feel able to discuss almost all the same material in both internal meetings and external supervision. However, I understand that my manager has managerial responsibilities, and a different perspective on our organisation, long term organisational goals and expectations. This means that I am aware that he holds a different space than my external supervisor, and both perspectives are very important.
The value of external supervision
Hopefully we have already established that external supervision is an intentional and safe space to explore work (all aspects of this, from client facing work, to organisational systems, to how you are in the work, and how you are engaging with clients, colleagues, and managers). Some of this would, could and should also be considered within the organisational context with managers, supervisors, or team leaders, however there are actual and perceived safety and power dynamics and role responsibilities that can prevent the internal conversation being the same as perhaps an external supervision conversation can be. There are some indications that the two can enhance and support each other. Internal work conversations, line management and support are essential, and external supervision can add another layer of strength, support, and growth into the work. Here is what some learned supervisees say about the specific value of the external supervision space.
- There is great value for me in supervision being something that I engage in with another person, who brings ‘a second set of eyes,’ and who brings their own experience and professional insight into the reflective space.
- The value of external supervision for me is In the intentionally created safe space away from the work environment (usually physically away but at least organisationally ‘away’) where I can actively reflect on my thoughts, responses, questions, and issues related to my personal and professional life, with a particular gaze on how these impact on my work.
- At times the value of external supervision is in being able to process something very current ‘as it is happening’ but at other times the focus is more on gaining deeper insights and integration of ongoing themes or issues that already have some resolution but from which more benefit can be gained from different perspectives.
- A time and space to reflect on how I work, how I interact with my team at work, a place where I can bring gnarly problems (usually related to how I work with and get the best out of others in my team and myself) which I can’t either solve myself or which I can’t talk about with other people because I’m the boss. There are not many Māori women in my community that operate at the level I do, so the opportunity to nut out some issues in a safe place is very valuable to me.
- Having an experienced supervisor that has a depth of knowledge regarding the social work profession and its many challenges is invaluable. Being able to discuss difficult cases with an ‘outsider’ to gain another perspective. I often leave supervision feeling better equipped to deal with/move ahead with difficult cases that I have discussed. I also see the value for myself as a self-care activity as supervision feels important for my well-being work wise.
- It brings an “outside” perspective to my work, which helps me take a step back. This is essential in very busy case work, where peoples’ crises feel; “urgent.” Supervision allows me to unpack ethical and [social] work theory issues. I heard it described as not “what I am doing in my job” but “what the job is doing to me.” Social worker’s tools of the trade are part information, part communication, but a big part is relational. So good supervision looks at ethics, practice, social work theories and me.
- The value of external supervision is I can discuss situations/challenges within the agency with confidence e.g. sense of supervisor being detached from environment therefore impartial and confidential so there is the confidence to speak freely with no conflicts of interest related to management or colleagues.
- External supervision provides the ability for me to lead the session, or set the agenda with what I want to focus on for my professional development. It is an intentional relationship that develops my career, supports safe & best practice with professional accountability.
- In my experience external supervision provides one of the few opportunities for you as a practitioner to be, reflect, unpack, and utilise in whatever way is best needed for you at that time. A time where you can have your phone on silent and prioritise you. The opportunity to discuss with an external person who is not ‘caught in the thick of it’ is useful as they see things from a different perspective and often pick up on things that I often would not necessarily see or think of. This is such a gift.
- External supervision has been a life saver for me. The context of supervision with someone who has knowledge of me as a community, then as a Social Worker over the past thirty or so years cannot be under-estimated. After moving to a smaller community, away from my usual Social Work “haunt” I missed the opportunity to have a supervisor who understood some of the issues that impact on my specific type of work. This included the impact of moving away from a physical area where I was well known, to one where I was not known in a Social Work sense.
- The opportunity to meet and discuss with someone outside of the organisation is really beneficial. This is for many reasons, confidentiality assured, being able to be open and honest, use time as a sounding board, and being able to have open conversations where your supervisor is focused on what is happening for you without any concern for the impact it could have on an internal supervisor’s role or the organisation.
- A listening ear that does not know the detail of a situation so this makes you drill down to the core components to get to the nut of issue more effectively.
- Value is also that attendance encourages you to reflect and prepare so the time is well utilised.
- It is my special me time – inward rather than outward focused.
Hopefully through the words of this small selection of supervisees you have confirmed the difference between external and internal supervision for yourself and have extended the value seen in the opportunity for external supervision. Hopefully this blog has helped you understand how to use your supervision well, or even assisted you to consider sourcing external supervision even if it is not paid for by your organisation, to support your growth, development, and reflection practice. I’d love to hear your views or responses to this blog.
Ngā mihi
Karen