FREQUENTLY ASKED QUESTIONS ABOUT EXTERNAL SUPERVISION – Who Should I work with?

This is the third blog in a series of blogs exploring external supervision FAQ.  The purpose of these blogs is to clarify how you use external supervision, to open up the conversations between supervisors and supervisees about how supervision is being used, and maybe to be passed onto others seeking answers to similar questions.   The first two blogs looked at what to take to external supervision and considered what external supervision is and the value of it.  This particular blog will be focussed more on finding the right supervisor.  Again rather than just subjecting you to my view of how to find an external supervisor, this blog will explore supervisee’s opinions on:

1. What would you say are the essential characteristics/skills of an external supervisor?
2. What tips would you give to someone else about how to choose an external supervision?

Essential characteristics and skills of an external supervisor:

• Rapport building (e.g., Be able to build a connection and intentional relationship with a diverse range of people and make an impact in that first meeting)
• Personable; accepting of people from all sectors of society
• Empathy, open, honest, patient, and relatable
• Cultural awareness and knowledge of Tikanga practice
• Creative thinking, a sense of humour and impartial
• Curiosity, kindness, non-judgmental, and positive (e.g. wanting to know their supervisee and how they tick, so being good at tuning into someone, ability to tune into different layers of what may be happening for supervisee)
• Good listener and great communicator (e.g., Listen, interpret, and probe, and be able to paraphrase this back so that supervisees feel heard and validated)
• Able to allow you space to talk and check that you have covered what you needed
• Forward thinking with unbiased views (or enough self-awareness to know their own bias)
• Professional (e.g., able to keep confidences, trustworthy and with integrity, good at their own boundaries)
• Knowledge of supervision models and interventions and knowledge of systems, and theories
• Able to be focused on the bigger picture such as the application of models and approaches
• Connect to external opportunities such as literature – keeping current with what’s happening in the field of supervision
• Not likely have to know everything but a general gist. (e.g.: “It feels good when the supervisors know a lot because it makes me feel like they know what they are talking about so I can trust their advice”)
• Provide space for challenge, where needed, reflection and growth
• Challenging but in a gentle, non-threatening way, to challenge and expand supervisee with their practice with critical reflection
• Ability to work across disciplines/professions
• An experienced [social work] practitioner with a breadth of knowledge about [social] work, able to draw on their own practice experience to support supervisee
• Able to support with professional development, someone who understands ANZASW and SWRB requirements, [or other professional requirements] and can guide your CPD process
• Ethical in their practice and able to hold supervisee accountable of own practice
• Flexible (zoom, face to face etc. in this covid environment)
• Supportive, someone who can also bring a ‘light touch’ when needed
• Someone who holds what the [Social] Worker’s aspirations are and supports them to stay on the path rather than going off it due to busyness or compromising in their values
• Focused on the discussion and not distracted with phone calls etc., and can provide a private space to share professional concerns either party have, a person who ensures the supervision time is not interrupted
• Trained in supervision
• Asks questions that encourage refection or consideration
• Skills at feeding back what is said and identifying key concepts
• Skills at addressing risk and concerns to clarify safety of a person or situation
• Naming the unsaid where appropriate

This is by no means an exhaustive list and many authors and researchers have also completed theses or chapters of books on what ideal characteristics, skills and knowledge are essential for an external supervisor.  Your responses will be coloured by your developmental stage, experience in your role and the profession/discipline or role that you are in.  Maybe there are additional skills and characteristics you would like in your supervisor.  In any event it may well be worthwhile compiling a list of what you see as the essentials; the ‘must haves’ and the ‘nice to haves’ for your supervisor. 

And then the next question is where to find them?  Well again, we have a range of suggestions and ideas from other supervisees below.

Tips for choosing an external supervision

• Consider what you want to get out of the professional supervision relationship/what is your purpose?
• I’d make a list of what type of personality you’d like, and what you need out of supervision.
• Determine what delivery mode works for you – this will determine how you can choose. Do you need your supervisor to reflect how you identify, or not; (e.g.: race, age, gender, etc.). Are you happy with word of mouth from colleagues or to have one no one else you know is using?. Be open minded – you can change at any time.
• Take the time to look into a range of different external supervisors, read about them, their experience and from there which you feel may gel for you. Make a list of top 2 or 3 and contact these to see if they have availability that will suit you/your location. Meet them for a meet and greet. You want to feel comfortable with them as it is important to have a good relationship -remember this is for you. (And to enhance your work in the community and with whanau)
• Find someone who you can relate to and who you trust. Supervision ought to be a time where you can talk about ANYTHING. If you have the right supervisor, there are no barriers to what you think you can bring to supervision. And this can only mean that you will grow in your own honesty. When I was given the opportunity to again have external supervision, I did not hesitate to return to the supervisor who I could relate to and had met my list of characteristics and skills.
• Check with colleagues who they use (or have used) and what style the supervisor has, meet first to decide if this person and you are ‘a good fit,’ don’t be shy about changing if you need, but ensure it is someone who you are comfortable with and have a good rapport with.
• If they’ve been highly or often recommended by other [Social] Workers, ask why, see if you get a good mauri or vibe with them. You’ll know it’s a good match and when it’s not. If it’s important to the [social] worker also enquire what the Kaupapa will be for indifference or conflict.
• I found someone through a recommendation of a person I trusted highly. I am not sure you can do it by “letting your fingers do the walking.” You really need a good rapport with the person and be able to trust them fully, a bit warts and all. I am pretty sure my supervisor has seen me at my worst (doubting, fearful, lacking in confidence) but also at times of great celebration when I think I have made real gains. Being able to share both the highs and the lows with someone who knows you are trying really hard is really important. Find someone you trust (although this may take time, so go with word of mouth) and be prepared to work hard.
• Meet them and have a chat to see if you are a ‘good fit.’  Ask them what they think makes a good supervisor, how they work, what experience they have had, how they would address any risks or concerns. You might even want to ask if they have any current or previous clients that would be willing to provide a reference. The key things are that you think you can work well with them, and you feel safe with them. (Check values, beliefs, mission, view of life, communication skills et al.,)
• Discuss a contract – expectations on both sides, how you can be best supported, what works best for you, and consider if the supervisor is a ‘right fit.’  All supervisors have different personalities and use different approaches, find one that works best for you.
• Ensure that they have any required registrations you need; possibly have worked in same areas of speciality or have knowledge of their practice area
• My tip would be to find someone you feel comfortable with; whose energy allows you to be challenged, vulnerable and empowered.
• Don’t choose someone that talks about themselves all the time

It seems the key is to do some research first, meet with each other and be clear about what you want and are looking for, and how comfortable you feel (and whether you feel safe enough to feel uncomfortable and be asked challenging and reflective questions about your work by this person).  It also seems the ability to grow trust and have a good relationship is essential from these supervisee’s perspectives.  It is okay to meet a few people before you commit and it is okay to have a trial period with a supervisor before agreeing to continue to work with each other.  Again the focus of this work is to make your practice in our community the best it can be.  Do the work you need to do to find the external supervisor, so you can do the work in supervision which steps you up into your best practice.

Ngā mihi

Karen