A clinicians work is to supervise psychologists in training. It may seem like a simple task but this actually is not the case with the supervisors for psychology. The supervision requires a set of special skills in order to be effective. The method also works for interns and trainees as they develop into practitioners. Learning from the psychological supervision method helps in dealing with issues such as difficult feedback. The article elaborates on psychology supervisor training Australia.
The trainees will be nervous enough while reporting. The supervisor should take it upon themselves to make the trainees feel comfortable. They should warm up to the learners and become friendly. This will actually go a long way in making things easier during the training period. If there is always tension between them the relationship is sure not to work.
If not given the required attention, the trainees may actually feel left out and unappreciated. They tend to have the mentality that they are tossed aside because they are not as experienced as the rest of the people. Ensure you avail yourself to the learner always in case they are facing a challenge. They should be comfortable enough to consult with you.
Trainers tech theoretical knowledge and expect it to be applied practically by their trainees. You should not only focus on feeding knowledge to the trainees; you should try to see life from their side too. At the end of each session, you may try and find out what they thought of the lesson, if they agree with it and if they are looking forward to the next.
As you progress, you should know that a trainee has three major stages of development. The first, is the when they interact with a client for the first time and are very anxious. They need guidance on what to say and how to act. The second stage is when the trainee has gained a bit of confidence and is able to see the world from the clients perspective. The third is when the learner can actually empathize with the client and find a solution.
After every session or interaction with clients, a supervisor should give feedback to the trainees. The feedback is not always based on how they work and how they relate to other people. Sometimes the feedback is based on professionalism and personality. This may be a bit difficult for the supervisor to deliver delicately depending on their relationship with the trainee.
This feedback should be given one on one. Sending it via email or video calls or text messages may not be effective and at that do not seem very caring. As you are giving feedback to the learner you should have some sort of audio or video of the session you are giving feedback on. This way you are able to point out and correct the mistakes effectively.
No two people can always agree on anything. This means no matter how close a trainee and the supervisor are, there will always be a difference of opinion. This means that a supervisor is one to put things bluntly, they should improve to avoid complicating their relationship with their client.
The trainees will be nervous enough while reporting. The supervisor should take it upon themselves to make the trainees feel comfortable. They should warm up to the learners and become friendly. This will actually go a long way in making things easier during the training period. If there is always tension between them the relationship is sure not to work.
If not given the required attention, the trainees may actually feel left out and unappreciated. They tend to have the mentality that they are tossed aside because they are not as experienced as the rest of the people. Ensure you avail yourself to the learner always in case they are facing a challenge. They should be comfortable enough to consult with you.
Trainers tech theoretical knowledge and expect it to be applied practically by their trainees. You should not only focus on feeding knowledge to the trainees; you should try to see life from their side too. At the end of each session, you may try and find out what they thought of the lesson, if they agree with it and if they are looking forward to the next.
As you progress, you should know that a trainee has three major stages of development. The first, is the when they interact with a client for the first time and are very anxious. They need guidance on what to say and how to act. The second stage is when the trainee has gained a bit of confidence and is able to see the world from the clients perspective. The third is when the learner can actually empathize with the client and find a solution.
After every session or interaction with clients, a supervisor should give feedback to the trainees. The feedback is not always based on how they work and how they relate to other people. Sometimes the feedback is based on professionalism and personality. This may be a bit difficult for the supervisor to deliver delicately depending on their relationship with the trainee.
This feedback should be given one on one. Sending it via email or video calls or text messages may not be effective and at that do not seem very caring. As you are giving feedback to the learner you should have some sort of audio or video of the session you are giving feedback on. This way you are able to point out and correct the mistakes effectively.
No two people can always agree on anything. This means no matter how close a trainee and the supervisor are, there will always be a difference of opinion. This means that a supervisor is one to put things bluntly, they should improve to avoid complicating their relationship with their client.
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