Helen Beinart
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Transcript Helen Beinart
Increased demand and uncertainty
Changes to job/employment security
Service impacts
Personal impacts
Trust boards urged to act on staff
wellbeing (HSJ, 28 – 11 -12)
Professional role shift to broader roles:
Supervision, leadership, consultancy
Clinical task is to support/restore wellbeing in others (individual, groups,
families, teams)
Restorative role in supervision (Inskipp &
Proctor, 1993)
Focus on well-being of supervisee in
order to support and care for others
Supervisor’s well-being and support is
also important
Complexity of workload
Size of caseloads
Understaffing
Job insecurity
Lack of supportive manager
Poor role clarity
Lack of social support
(Burrows & McGrath 2000, Gardner &
O’Driscoll, 2007)
Social support
Autonomy
Feedback
Good supervisory relationship (SR)
(Bakker, et al 2005)
Self-awareness/monitoring
Preserving a balance between
personal/professional life (Coster et al 97)
Supportive functions of supervision
Managing workload, balance
Space to reflect, self-monitor
Regular, balanced feedback integral
Shown to buffer stress (Bakker, et al 2005)
High-quality SR (poor SRs have
detrimental effect)
The
SR is crucial to effective
supervision
Not all SRs are effective
Poor SRs can be damaging (Ladany,
2011)
Limited research into what contributes
to effective SRs
6 pieces of major research on the quality of
the SR
Beinart (2002) – mixed methodology
supervisees
Palomo (2004) – quantitative study - Supervisory
Relationship Questionnaire (SRQ)- supervisees
Frost (2004) – Longitudinal IPA study – supervisors
and supervisees
Clohessy (2008) – Grounded Theory study –
supervisors
Pearce (2010) – quantitative study – Supervisory
Relationship Measure (SRM) – supervisors
Borsay (2012) – qualitative study –supervisees
8
attempts to manage problems in the SR
Core qualities of effective SRs:
› boundaried & safe
› supportive
› respectful
› invested/committed
› open & trusting
› collaborative
› sensitive to supervisee needs
› educative/evaluative
› Influenced by context
9
Importance of establishing a safe base
Influence of context
› Individual characteristics of
supervisee/supervisor (personal stressors,
cultural characteristics)
› Team/service (contributions
to/demands/constraints)
10
Supervisor investment in supervision & in the
supervisee
Supervisee openness to learning &
development
Flow of supervision (virtuous cycle)
11
To build resilience (capacity to withstand
stresses and demands) in self and others
Linked to job satisfaction, performance,
motivation, social competence
A good SR supports development of skills
to meet challenges of changing
environments (Rothman 2004)
Essential to protect clinical supervision
and promote its value in enhancing staff
well-being