Those of us working with troubled kids know all about supervision. It’s a frequent discussion point.

Photo courtesy of ©123rf/nyul (adapted)

Photo courtesy of ©123rf/nyul (adapted)


As both a supervisor and a supervisee, I know the challenges of getting it right. So,

What does good supervision look like?…


It happens everywhere is social care – things are busy, the pressure is on and now I have supervision.
For some this will be a relief – a safe harbour in the storm. For others it’ll be a right royal pain in the derriere!
So how do we know whether or not we’re getting the kind of supervision we need?
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Myths about supervision…

When things aren’t great we fantasise about what it might be like if things were perfect. This can lead to unreal expectations. We need to knock these on the head.
3 unhelpful myths about supervision:

  • I should enjoy it – supervision is not about making us feel good. Primarily. It should be positive, of course. But having a tooth out can be positive – it hurts, but we know we’re better off for having it removed! Good outcomes don’t always feel great.
  • It should be easy – getting on with our supervisor is important, but shouldn’t cloud the reasons for being there. Accountability and correction are part of the deal. Even with the greatest of attitudes, on both sides, this is never easy. But it can be very fruitful.
  • There should be a natural ebb and flow – because we’re civil to each other and make the effort to work cooperatively, we should communicate well. But this is not a chat with a friend over coffee. It’s about getting it right for the kids we serve. It takes work.

Consequences of poor supervision…

Supervision is a keystone of good childcare practice – there’s no doubt about that. This is why it’s so important to get it right.
In his brilliant book – Staff Supervision in Social Care: Making a real difference for staff and service users (2005:24) – Tony Morrison lists the following consequences for staff of supervision that isn’t working well:

  • Reduced staff confidence
  • Unclear expectations
    Photo courtesy of ©iStockphoto/Sandocir

    Photo courtesy of ©iStockphoto/Sandocir

  • Lack of accountability
  • Reduced competence
  • Defensive practice
  • Difference perceived as threat
  • Impaired professional development
  • Judgments unchallenged
  • Feelings unprocessed
  • Isolation
  • Increased sickness & staff turnover
  • Dysfunctional team dynamics
  • Inappropriate worker autonomy

Sounds familiar? Mmm…
If these things are evident in your work place, then you’ll be feeling the pinch. In these situations supervision becomes just another problem. Another thing in my diary I could do without.
I know it’s tough, but it might be time to raise this with your supervisor. Or maybe even go to the next level up…
Yes, I know, it won’t exactly be fun to do this. But you deserve better. And the organisation has a duty to do better.
More importantly still, the kids you deal with need you on top form!
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When it works well:

The flipside is that supervision can be great, if it’s working properly. Again, Tony summarises this brilliantly (2005:22):

  • Role & accountability are clear
  • Work is scrutinised
    Photo courtesy of ©123rf/devas (adapted)

    Photo courtesy of ©123rf/devas (adapted)

  • Boundaries are clarified
  • Pressures are shared
  • Confidence is enhanced
  • Judgments are reflected on
  • Focus is on the user (child or young person in our case!)
  • Creative practice is supported
  • Diversity is valued
  • Use/abuse of authority is explored
  • Poor practice is challenged
  • Learning needs are identified
  • Feelings are addressed
  • Worker is valued, not isolated
  • Team-working is enhanced

Now that’s more like it!
[callout]’…good supervision is one of the defining ingredients for good practice and for sustaining staff in a changing world.’ Tony Morrison (2005:vii)[/callout]
No supervision, no supervisor, is perfect. I certainly wasn’t!
But these criteria give some idea where things are at on the spectrum of possibility.
Look out for the upcoming posts on clinical supervision – what it is and why we need it!
[shareable cite=”Tony Morrison”]’…good supervision is one of the defining ingredients for good practice and for sustaining staff…’ [/shareable]

Question…

  • What are your experiences of management supervision? What worked? What didn’t work?
  • If you’re a supervisor – where can you improve the focus of supervision for your staff?

Please let me know – join the conversation by leaving a comment below or by clicking here.
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The next step…

Even when supervision is working well, we all need to take good care of ourselves. To help you with this I’ve written a short e-Book: Looking After No.1 – Self-Care for People Working with Troubled Children

Photo courtesy of © 123rf/Ion Chiosea (adapted)

Photo courtesy of © 123rf/Ion Chiosea (adapted)


Learn more about Looking After No.1 – click here…
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Book…

If you’re going to buy a book on supervision, buy this one. It’s pricey, but better to buy one book that does the business than 3 that don’t, right? This is the best in my view:
Morrison T (2001) Staff Supervision in Social Care: Making a real difference for staff and service users. Pavilion Publishing Ltd: Southampton
Prior to his passing in 2010 Tony, and Jane Wonnacott of In-Trac, had been working to develop a training programme around supervision for supervisors of newly qualified social workers.  The following book acts as both a reader for those presenting such training and as a stand alone summary of the core elements of Tony’s approach to supervision. Here’s the link:
Wonnacott, J. (2014) Developing & Supporting Effective Staff Supervision

Related previous posts…

Pass it on…

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© Jonny Matthew 2015

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