11

Advanced Skills (Thinking) in Advanced Skills (Thinking) in ClinicalClinical Supervision.Supervision.

Developing Your Internal Developing Your Internal Strength-Based Voice:Strength-Based Voice:

From Effectiveness to From Effectiveness to Greatness in Supervision. Greatness in Supervision.

Dr. Jeffrey K. Edwards, LMFTDr. Jeffrey K. Edwards, LMFT2005©2005©

22

Dr. Jeffrey K. EdwardsDr. Jeffrey K. EdwardsProfessorProfessor

TheThe Family Counseling Family Counseling Program,Program,

Department of Counselor Department of Counselor Education,Education,

Northeastern Illinois UniversityNortheastern Illinois University773-442-5541773-442-5541

Presented forPresented for The First Annual Interdisciplinary Conference on The First Annual Interdisciplinary Conference on

Clinical Supervision; Clinical Supervision; Northeastern Illinois Northeastern Illinois UniversityUniversity, , Department of Counselor Department of Counselor

Education’s Annual Site Supervisors LuncheonEducation’s Annual Site Supervisors Luncheon,, and and The Illinois Counselor’s Association Annual The Illinois Counselor’s Association Annual

ConferenceConference byby

33

The full Power Point Presentation can be The full Power Point Presentation can be found at:found at:

http://www.neiu.edu/~jkedward/ppthttp://www.neiu.edu/~jkedward/ppt

Under advanced supervisionUnder advanced supervision © 2005 Dr. Jeffrey K. Edwards© 2005 Dr. Jeffrey K. Edwards

44

A reason to advance your A reason to advance your thinking about supervisionthinking about supervision

A study of 20,000 exit A study of 20,000 exit interviews found the number interviews found the number one reason people leave theone reason people leave their ir job is "poor supervisory job is "poor supervisory behavior" behavior" Enbysk, M. (2004).Enbysk, M. (2004).

55

Review of Typical Review of Typical Supervision Executive Skill Supervision Executive Skill

PrinciplesPrinciples

Domains of a supervisorDomains of a supervisor Principles of isomorphs Principles of isomorphs Boundary makingBoundary making Relationship skillsRelationship skills EthicsEthics Developmental stages Developmental stages Counselor Self-Efficacy (CSE) and Counselor Self-Efficacy (CSE) and

Personal Agency Personal Agency

66

A Supervisor is...A Supervisor is...

Trainer or Instructor Consultant Counselor

Supervisor Domains

Discrimination Model (Bernard, 1979).

77

Principles of IsomorphsPrinciples of Isomorphs

Client system

Counselor SystemSupervisory System

88

Boundary Making.Boundary Making.

Issues from Process of Clinical SupervisionIssues from Process of Clinical Supervision

Problems with boundaries usually comes Problems with boundaries usually comes from novice or unsure/unclear supervisors.from novice or unsure/unclear supervisors.

Clear expectations, using and encouraging Clear expectations, using and encouraging “voice” and good feedback will establish a “voice” and good feedback will establish a open collegial boundary with good open collegial boundary with good expectations of both participants and “soft expectations of both participants and “soft influence” (Wu-wei supervision- Edwards influence” (Wu-wei supervision- Edwards & Chen) thus avoiding pitfalls.& Chen) thus avoiding pitfalls.

99

Relationship skillsRelationship skills

Development of Trust.Development of Trust.– Model trustworthiness in all you do.Model trustworthiness in all you do.

Honest and open communication.Honest and open communication. Timely feedback both ways.Timely feedback both ways. Seeing your supervisees as equals in the Seeing your supervisees as equals in the

process – all are stakeholders.process – all are stakeholders.– again, modeling is most important.again, modeling is most important.

You have to walk the walk.You have to walk the walk.

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EthicsEthics

All of the typical ethical principles you are All of the typical ethical principles you are bound by as a clinician apply to you as a bound by as a clinician apply to you as a supervisor. supervisor.

Most important of these, to my mind, is the Most important of these, to my mind, is the need to explain and assure informed need to explain and assure informed consent and confidentiality. If you work for consent and confidentiality. If you work for an agency where these are not clear, you an agency where these are not clear, you need to make your supervisee and your need to make your supervisee and your administration aware of the issues.administration aware of the issues.

1111

Developmental Stages of Developmental Stages of CounselorsCounselors

Level One - The beginning Level One - The beginning of the Journeyof the Journey

Level Two -Trial and Level Two -Trial and TribulationsTribulations

Level Three - Challenges Level Three - Challenges and Growthand GrowthStoltenberg, C.D., & Delworth, U.D. (1987) Supervising Stoltenberg, C.D., & Delworth, U.D. (1987) Supervising Counselors and Therapists. San Francisco: Jossey Bass.Counselors and Therapists. San Francisco: Jossey Bass.

1212

Counseling Self-Efficacy (CSE) and Counseling Self-Efficacy (CSE) and Personal AgencyPersonal Agency

This is key to both basic and advanced This is key to both basic and advanced supervision principles.supervision principles.

an individuals’ beliefs about their ability an individuals’ beliefs about their ability to carry out behaviors, their beliefs about to carry out behaviors, their beliefs about the connections between their efforts the connections between their efforts and the results of those behaviors affect and the results of those behaviors affect motivation, behaviors, and the motivation, behaviors, and the persistence of effort is self-efficacy. persistence of effort is self-efficacy.

Bandura, A. (1977).Bandura, A. (1977).

1313

Thus ends the review of Thus ends the review of basic clinical supervision basic clinical supervision

skills and principles.skills and principles.For a more complete view of For a more complete view of

this review, go to:this review, go to:

http://www.neiu.edu/~jkedward/ppt/Supervision.04-05.PPThttp://www.neiu.edu/~jkedward/ppt/Supervision.04-05.PPT

1414

Advanced Supervision Advanced Supervision Advanced expertise in supervision should Advanced expertise in supervision should

move beyond (in addition to) the typical move beyond (in addition to) the typical executive skills of boundary making, executive skills of boundary making, relationship skills, consultation skills, relationship skills, consultation skills, ethics and the like, to forethought, ethics and the like, to forethought, empowerment and strength enhancing empowerment and strength enhancing work with supervisee – called voice. work with supervisee – called voice.

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Reasons for Expanding SupervisionReasons for Expanding Supervision Usually supervision is focused on Usually supervision is focused on

techniques and interface issues (counter-techniques and interface issues (counter-transference), not on character, maturity, and transference), not on character, maturity, and independent thinking.independent thinking.

Survey indicated a need for something more.Survey indicated a need for something more. My experience with managed care and My experience with managed care and

agencies involved with mismanagement.agencies involved with mismanagement.(consultation luncheon) (consultation luncheon)

Carrot /stick.Carrot /stick. Traditional supervision methods are not Traditional supervision methods are not

complete if all we do is model and teach how complete if all we do is model and teach how to be better clinicians (technical), but not to be better clinicians (technical), but not compel stakeholders to be better humans compel stakeholders to be better humans beings.beings.

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• If you want to make minor, incremental changes and improvements, work on practices, behaviors or attitude. But if you want to make significant, quantum improvement, work on paradigms. S.Covey, 2005

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My Early Experience in Strength My Early Experience in Strength Based Supervision styleBased Supervision style

These ideas began to evolve several years These ideas began to evolve several years ago when my colleague and friend Dr. Mei ago when my colleague and friend Dr. Mei Whei Chen and I wrote “Whei Chen and I wrote “Strength-Based Strength-Based Supervision: Frameworks, Current Supervision: Frameworks, Current Practice, and Future Directions. A Wu-Practice, and Future Directions. A Wu-wei Method” wei Method” The Family Journal, Oct 1999; The Family Journal, Oct 1999; 7: 349 - 357. 7: 349 - 357.

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But first let’s look at what most But first let’s look at what most agencies want from their therapists agencies want from their therapists and interns.and interns.

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What I learned from the survey.What I learned from the survey.Edwards, J.K., & Pyskoty, C. (2004). Edwards, J.K., & Pyskoty, C. (2004). Clinical Training Clinical Training Needs of Illinois Counselors: Survey of Internship SitesNeeds of Illinois Counselors: Survey of Internship Sites , ,

ICA JournalICA Journal.. Types of Tx.Types of Tx. What agencies want from interns andWhat agencies want from interns and

employees.employees.

Illinois Survey was sent to 584 sites with a return of 186 surveys, or 31.9%. National survey’s N =2244, n= 642 or 28.609%

Types of sites were a wide variety -- the three largest groupings being community mental health services, child welfare services, and substance abuse services -- and including very specialized programs, such as counseling clients with HIV. Site supervisor respondents included social workers, counselors, psychologists, family therapists and physicians.

2020

Usage of Counseling/Psychotherapy Models (raw scores)Usage of Counseling/Psychotherapy Models (raw scores) Types/ ModelsTypes/ ModelsOf Counseling/Of Counseling/PsychotherapyPsychotherapy

IllinoisIllinoisN=584N=584n=186n=18631.84%31.84%

NationalNationalN=1660N=1660n= 467n= 46727..5%27..5%

CounselCounselN=877N=877n=241n=24127.48%27.48%

PsychPsychN=437N=437n=94n=9421.51%21.51%

S.W.S.W.N=346N=346n=119n=11934.39%34.39%

AdlerianAdlerian 66 33 33 00 00

BehavioralBehavioral 65 65 58 58 3535 1111 99

Brief StrategicBrief Strategic 35 35 35 35 1616 66 99

Client CenteredClient Centered 38 38 39 39 3333 33 22

CognitiveCognitive 66 66 93 93 4949 3434 99

Family SystemsFamily Systems 54 54 65 65 3535 88 2121

JungianJungian 11 11 00 11 00

NarrativeNarrative 99 33 00 22 11

PsychodynamicPsychodynamic 3434 5858 1010 2525 2424

RealityReality 2323 2727 2424 00 33

Solution FocusedSolution Focused 82 82 82 82 5151 44 2525

StructuralStructural 55 33 11 00 22Usage frequency of various models of counseling/psychotherapy as reported by Internship Sites, from Illinois Counseling, and by discipline in the USA*. Data from COR Grant research from a State of Illinois Survey (1999-2000) and a National Survey (2000-01), by Dr. Jeffrey K. Edwards, Department of Counselor Education, Northeastern Illinois University, Chicago, IL 60625. * Most all sites also provide internship preparation for multi-disciplines.

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Beyond Clinical SkillsBeyond Clinical Skills Greater concern from site supervisors, Greater concern from site supervisors,

however, seems to be situated with a student’s however, seems to be situated with a student’s ability to work as aability to work as a teammateteammate. . Supervisors Supervisors want employees who are not only skilled as want employees who are not only skilled as clinicians, but are people who haveclinicians, but are people who have maturity maturity and good characterand good character. . Comments ranged fromComments ranged from ““self startersself starters,” “,” “patiencepatience,” “,” “positive job positive job attitudeattitude,” “,” “confidentconfident,” ,” andand “ “good work ethicgood work ethic,”,” to to ““ability to set boundariesability to set boundaries,” “,” “adaptableadaptable,” “,” “good good intentionsintentions,” “,” “creativecreative,” ,” andand “ “good self-caregood self-care.” .” Both the state-wide and the national results Both the state-wide and the national results stressed personal factors that indicated a stressed personal factors that indicated a mature, self-reliant and highly capable person.mature, self-reliant and highly capable person.

2222

Beyond Clinical SkillsBeyond Clinical Skills

Site supervisors indicated that they want Site supervisors indicated that they want more than just well-trained people; they more than just well-trained people; they want clinicians who are of good quality, want clinicians who are of good quality, substance, integrity, and hold a positive substance, integrity, and hold a positive attitude.attitude.

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And so…And so…

Rather than continue to look at the Rather than continue to look at the supervision literature, I found ample supervision literature, I found ample information and ideas in cutting edge information and ideas in cutting edge management, sage advise from expert management, sage advise from expert leaders from the past, as well as in the leaders from the past, as well as in the current wave of Strength Based, Resiliency current wave of Strength Based, Resiliency and Positive Psychology. and Positive Psychology.

2424

Peter Drucker Peter Drucker

The Industrial Age Worker vs. The Knowledge Worker – The Industrial Age Worker vs. The Knowledge Worker – two different views.two different views.

Stephen Covey – Stephen Covey –

Voice - to have a stake in what is being done with and Voice - to have a stake in what is being done with and too you. To be able to take part in shaping your own too you. To be able to take part in shaping your own care, to speak your mind, to do your best YOUR way. care, to speak your mind, to do your best YOUR way. To be held accountable by your own actions, to be To be held accountable by your own actions, to be trusted to do what is right, to have values, to be trusted to do what is right, to have values, to be treated with dignity and respect, and to pass this on to treated with dignity and respect, and to pass this on to those around you.those around you.

Cutting-edge Management Ideas Rather Than Supervision/Mental Health Ideas.

2525

Management and CreativityManagement and CreativityFlorida and Goodnight, (2005). Harvard Business Florida and Goodnight, (2005). Harvard Business

Review.Review. Creative people are motivated by intrinsic rewards Creative people are motivated by intrinsic rewards

rather than extrinsic ones.rather than extrinsic ones. Employees do their best when they are engaged Employees do their best when they are engaged

intellectually and by removing arbitrary distinctions intellectually and by removing arbitrary distinctions (suites and creatives), and by co-partnering with (suites and creatives), and by co-partnering with “customers.” “customers.”

Help Workers to be Great – need personal Help Workers to be Great – need personal challenges – cracking a riddle, etc.challenges – cracking a riddle, etc.

Creative people can be trusted to manage their Creative people can be trusted to manage their own workload.own workload.

Build collegiality, collaboration, trust and Build collegiality, collaboration, trust and teamwork. teamwork.

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Management and GreatnessManagement and GreatnessQuine,Quine, Robert. (2005). Harvard Business Review.Robert. (2005). Harvard Business Review.

Leaders don’t copy others, they draw on their own Leaders don’t copy others, they draw on their own fundamental values, and capabilities.fundamental values, and capabilities.– Move from comfort centered to results centered.Move from comfort centered to results centered.– Move from external direction to internal direction.Move from external direction to internal direction.

Clarify your core values, increase integrity, Clarify your core values, increase integrity, confidence and authenticity.confidence and authenticity.

– Less self-focused to more focused on others and the Less self-focused to more focused on others and the organization as a whole.organization as a whole.

– Open to outside signals including those that may make Open to outside signals including those that may make us uncomfortable.us uncomfortable.

2727

The Five Elements of Advanced The Five Elements of Advanced Clinical Supervision Clinical Supervision

Being able to see the glass as half full.Being able to see the glass as half full. Help your stakeholder (co-visees) Help your stakeholder (co-visees)

develop greater personal agency (self-develop greater personal agency (self-efficacy).efficacy).

Help your stakeholder begin the process Help your stakeholder begin the process of strength-based forethought. of strength-based forethought.

Help your stakeholder find and use their Help your stakeholder find and use their voice.voice.

Encourage your stakeholder to pass it on Encourage your stakeholder to pass it on to others.to others.

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Advanced Supervision TheoryAdvanced Supervision Theoryisis based on:based on:

Counselor Efficacy – Personal Agency – Counselor Efficacy – Personal Agency – Albert Bandura. Albert Bandura.

Forethought as an element of Agency – Forethought as an element of Agency – Albert Bandura. Albert Bandura.

Constructivist/ Strength-based work – Constructivist/ Strength-based work – (Goolishian; White, etc.), in clinical work, and (Goolishian; White, etc.), in clinical work, and (Edwards and Chen) in supervision.(Edwards and Chen) in supervision.

Management concepts i.e., Finding your Management concepts i.e., Finding your voice–Steven Covey; Leadership Greatness, voice–Steven Covey; Leadership Greatness, Robert Quinn; Creativity, Richard Florida & Robert Quinn; Creativity, Richard Florida & Jim Goodnight.Jim Goodnight.

2929

# 1 - Self-Efficacy# 1 - Self-Efficacy

What does it do?

It influences:

• The choices we make

• The effort we put forth

• How long we persist

When we confront obstacles

(and in the face of failure)

• And how we feel.

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Counseling Self-Efficacy (CSE) and Counseling Self-Efficacy (CSE) and Personal AgencyPersonal Agency

Counselors with higher CSE are more likely to view their own anxiety as challenging, set realistic, moderately challenging goals, and to have thoughts that are self-aiding.

In addition, high self-efficacy helps counselors put forth effort, and to persevere under failure.

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#2 - Personal Agency#2 - Personal Agency Personal agency is characterized by a Personal agency is characterized by a

number of core features, including: number of core features, including: intentionality, intentionality, forethought, forethought, self- regulation and self-reflectiveness self- regulation and self-reflectiveness

about one’s capabilities, about one’s capabilities, quality of functioning, quality of functioning, and the and the meaning and purposemeaning and purpose of one’s of one’s

life pursuits. life pursuits. Bandura, 2001Bandura, 2001

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#3 - Strength-Based Clinical Values#3 - Strength-Based Clinical Values

The following is a series of quotes The following is a series of quotes from some inspirational leaders that I from some inspirational leaders that I hope will inspire you to think in other hope will inspire you to think in other dimensions, and with an open mind.dimensions, and with an open mind.

3333

The language of mental health is deficit The language of mental health is deficit based, the number of diagnostic categories based, the number of diagnostic categories continues to grow in numbers and social continues to grow in numbers and social acceptance despite major criticisms. The acceptance despite major criticisms. The language that has become common in language that has become common in mental health draws attention to people’s mental health draws attention to people’s problems or inabilities, rather than their problems or inabilities, rather than their potential for growth and change. potential for growth and change.

Gergen, K.J. (1991). The Saturated Self Gergen, K.J. (1991). The Saturated Self New York, NY: Basic BooksNew York, NY: Basic Books

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Simply put -- at its most elemental Simply put -- at its most elemental and practical level -- leadership is and practical level -- leadership is communicating to people their worth communicating to people their worth and potential so clearly that they and potential so clearly that they come to see it in themselves.  Period!come to see it in themselves.  Period!

Stephen R. Covey, (2005).Stephen R. Covey, (2005).The 8th Habit: From The 8th Habit: From Effectiveness to GreatnessEffectiveness to Greatness..

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The western world’s emphasis is on the The western world’s emphasis is on the negative side of life, as demonstrated by negative side of life, as demonstrated by weather forecasts predicting a 30% chance weather forecasts predicting a 30% chance of rain rather than a 70% chance of good to of rain rather than a 70% chance of good to better weather. The field of mental health is better weather. The field of mental health is a prime example of this mentality.a prime example of this mentality.

Edwards, J.K.Edwards, J.K. (2006). (2006). Unveiling the Mysteries Unveiling the Mysteries and Secrets of Psychotherapy: A Consumer’s and Secrets of Psychotherapy: A Consumer’s Guide to Mental Health Services. Haworth Guide to Mental Health Services. Haworth Press, Inc.Press, Inc.

3636

Postmodern ideas change the Postmodern ideas change the concepts of a problem focusconcepts of a problem focus

Piaget – Glass half full or half emptyPiaget – Glass half full or half empty Cubs coach Cubs coach Jim FryJim Fry and the movie and the movie Solution focused rather than problem Solution focused rather than problem

focusedfocused Narrative – the person is not the Narrative – the person is not the

problem, the problem is the problem. problem, the problem is the problem.

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Discussion by Jeffrey K. Zeig, Ph.D. of a training/ Discussion by Jeffrey K. Zeig, Ph.D. of a training/ supervision session he had with Transactional Analysis and supervision session he had with Transactional Analysis and group therapy expert Mary Goulding. group therapy expert Mary Goulding.

After finishing 20 minutes of work with the group, I turned to After finishing 20 minutes of work with the group, I turned to Mary for feedback. She said, “Jeff, these are the things that Mary for feedback. She said, “Jeff, these are the things that you did right.” And she listed them. Then she told me, “Here you did right.” And she listed them. Then she told me, “Here are some options for things that you could do differently.” are some options for things that you could do differently.” She listed those. Then, she said, “All right, now you go back She listed those. Then, she said, “All right, now you go back into the group and some body else will be the therapist.”into the group and some body else will be the therapist.”

I was shocked. Something was missing. I said, “Mary, what I was shocked. Something was missing. I said, “Mary, what did I do wrong?” Mary looked at me quizzically and replied, did I do wrong?” Mary looked at me quizzically and replied, “What do you want to know that for?” I said, “That’s what my “What do you want to know that for?” I said, “That’s what my supervisors would normally have done. They tell me what I supervisors would normally have done. They tell me what I do wrong.” Mary said, “It’s not valuable in formation.” When I do wrong.” Mary said, “It’s not valuable in formation.” When I reflected on her observation, I realized she was right!reflected on her observation, I realized she was right!

. Zeig J.K., Ph.D. (1985) (Ed). . Zeig J.K., Ph.D. (1985) (Ed). The Evolution of The Evolution of Psychotherapy. Psychotherapy. Brunner Mazel, Inc. New York, NYBrunner Mazel, Inc. New York, NY

3838

There are two ways of exerting one's strength: There are two ways of exerting one's strength: one is pushing down, the other is pulling up.one is pushing down, the other is pulling up.

-- Booker T. Washington-- Booker T. Washington

The nobler sort of man emphasizes the good The nobler sort of man emphasizes the good qualities in others, and does not accentuate the qualities in others, and does not accentuate the bad. The inferior does the reverse.        bad. The inferior does the reverse.       

-- Confucius (551-479 BC) Chinese Philosopher-- Confucius (551-479 BC) Chinese Philosopher

3939

The best way to inspire people to The best way to inspire people to a superior performance is to a superior performance is to convince them by everything you convince them by everything you do and by your everyday attitude do and by your everyday attitude that you are wholeheartedly that you are wholeheartedly supporting them.supporting them.

Harold S. Greneen, Former Chairman of Harold S. Greneen, Former Chairman of ITTITT

4040

I have yet to find the man, however I have yet to find the man, however exalted his station, who did not do exalted his station, who did not do better work and put forth greater effort better work and put forth greater effort under a spirit of approval than under a under a spirit of approval than under a spirit of criticism.” spirit of criticism.”

--Charles M. Schwab--Charles M. Schwab

Treat people as if they were what they Treat people as if they were what they ought to be and you will help them ought to be and you will help them become what they are capable of become what they are capable of becoming.becoming.-- Johann Wolfgang Von Goethe-- Johann Wolfgang Von Goethe

4141

I praise loudly; I blame softly.I praise loudly; I blame softly.

-- Catherine the Second (1729-1796) Russian -- Catherine the Second (1729-1796) Russian EmpressEmpress

Never tell people how to do things.  Tell them what Never tell people how to do things.  Tell them what to do and they will surprise you with their ingenuity.to do and they will surprise you with their ingenuity.

-- General George S. Patton-- General George S. Patton

4242

I do not believe that you should devote I do not believe that you should devote overly much effort to correcting your overly much effort to correcting your weaknesses. Rather, I believe that the weaknesses. Rather, I believe that the highest success in living and the deepest highest success in living and the deepest emotional satisfaction comes from building emotional satisfaction comes from building and using your signature strengths. and using your signature strengths.

Martin Seligman, 2002. Martin Seligman, 2002.

4343

Strength Focused ForethoughtStrength Focused Forethought

Eliciting strengths is foremost.Eliciting strengths is foremost.– The new paradigm presents us with a The new paradigm presents us with a

change from problem focused to change from problem focused to strength based interactions.strength based interactions.

– Edwards and Chen,Edwards and Chen,

– Arlene -Arlene -

4444

Moving to advanced Moving to advanced Supervision Principles: Supervision Principles:

A Paradigm ShiftA Paradigm Shift

Finding and using Voice.Finding and using Voice.

– Confidence on the outside begins by living with integrity Confidence on the outside begins by living with integrity on the inside.on the inside.

-- Brian Tracy-- Brian Tracy

4545

And remember, you are helping your And remember, you are helping your stakeholders develop and improve stakeholders develop and improve in the following areas:in the following areas:

4646

Being a team player, Being a team player, More maturity and good characterMore maturity and good character, , Being a self starterBeing a self starter, , Having patienceHaving patience, , Having a positive job attitudeHaving a positive job attitude, , More self confidenceMore self confidence, , A good work ethicA good work ethic, , Being adaptableBeing adaptable, , Having good intentionsHaving good intentions, , Being creativeBeing creative, , andand havinghaving good self-caregood self-care. .

4747

Stephen Covey - VoiceStephen Covey - Voice

Being effective as individuals and Being effective as individuals and organizations is no longer optional. We organizations is no longer optional. We are called to reach beyond to are called to reach beyond to greatness.greatness.

FulfillmentFulfillment Passionate executionPassionate execution Significant contributionSignificant contribution

4848

VoiceVoiceCovey, 2005Covey, 2005

The 8The 8thth habit is to Find Your Own Voice and habit is to Find Your Own Voice and Inspire Inspire others to Find Theirs.others to Find Theirs.

Talent

Need

Conscience

Passion

4949

VoiceVoiceCovey, 2005Covey, 2005

At the center of all these converging At the center of all these converging parts is parts is VoiceVoice – –

Unique, Personal, Significance.Unique, Personal, Significance.

5050

Why Voice?Why Voice? We have moved from The Industrial Age We have moved from The Industrial Age

Worker vs. The Knowledge Worker – two Worker vs. The Knowledge Worker – two different views.different views.

Industrial age workers – people are Industrial age workers – people are replaceable, they can be controlled, (carrot-replaceable, they can be controlled, (carrot-stick) suppressed, potential and creativity stick) suppressed, potential and creativity decreased. (holdover from Industrial age – decreased. (holdover from Industrial age – managed care mentality – Story of managed care mentality – Story of consultation).consultation).

People as things – Objects (objective).People as things – Objects (objective).

5151

Why Voice?Why Voice? Knowledge worker age – Knowledge worker age –

– Human beings are not things needing to be controlled, Human beings are not things needing to be controlled, they are Whole Persons, having body, mind, heart, and they are Whole Persons, having body, mind, heart, and spirit.spirit.

Mind – Use me Creatively

Body – Pay me fairly

Spirit – work is meaningful and principles (ethics)

Heart – Treatment Kindly

5252

Why Voice?Why Voice?

People who succeed People who succeed have principles - values have principles - values that provide an internal that provide an internal compass that directs compass that directs their forethought and their forethought and evaluation of their work. evaluation of their work.

5353

Why?Why? Change the old paradigm to fit the new age.Change the old paradigm to fit the new age. We live in an age of the knowledge worker, where We live in an age of the knowledge worker, where

intellectual capital is supreme. intellectual capital is supreme. Quality knowledge is so valuable that unleashing Quality knowledge is so valuable that unleashing

its potential offers organizations an extraordinary its potential offers organizations an extraordinary opportunity for value creation.opportunity for value creation.

Our greatest financial investment is the knowledge Our greatest financial investment is the knowledge worker. Consider what has been invested in the worker. Consider what has been invested in the knowledge workers in your organization. knowledge workers in your organization.

S. Covey, 2005S. Covey, 2005

5454

The ChallengeThe Challenge

To change the paradigm we must first find To change the paradigm we must first find and acknowledge our own values that are and acknowledge our own values that are aligned with the new paradigm; help others aligned with the new paradigm; help others to find theirs, and be ato find theirs, and be a trim-tabtrim-tab for change.for change.

5555

Supervision EvaluationsSupervision Evaluations

It has been my experience that supervision It has been my experience that supervision works better when:works better when:– I see the people I work with as stakeholdersI see the people I work with as stakeholders– We together find our own voice We together find our own voice – The organization has their own line of sight The organization has their own line of sight

values that all “buy” into.values that all “buy” into.– Evaluation is multi modal – co-constructed and Evaluation is multi modal – co-constructed and

collaboratively developed.collaboratively developed.

5656

ReferencesReferences

Bandura, A. (2001). Social Cognitive Theory: And Agentic Perspective. Bandura, A. (2001). Social Cognitive Theory: And Agentic Perspective. Annual Annual Review Review of Psychologyof Psychology, 52:1-26. @ , 52:1-26. @ http://http://www.AnnualReviews.orgwww.AnnualReviews.org

Covey, S.R. (2004). Covey, S.R. (2004). The 8The 8thth Habit. From Effectiveness to Greatness. Habit. From Effectiveness to Greatness. New York, New York, NY: Free NY: Free Press.Press.

Edwards, J. K., & Chen, M.W. (1999). Strength-Based Supervision: Edwards, J. K., & Chen, M.W. (1999). Strength-Based Supervision: Frameworks, Current Frameworks, Current Practice, and Future Directions. A Wu-wei MethodPractice, and Future Directions. A Wu-wei Method. . The Family JournalThe Family Journal, 7: 349 - , 7: 349 - 357. 357.

Edwards, J.K., & Pyskoty, C. (2004). Clinical Training Needs of Illinois Edwards, J.K., & Pyskoty, C. (2004). Clinical Training Needs of Illinois Counselors: Counselors: Survey of Internship Sites, Survey of Internship Sites, ICA Journal of CounselingICA Journal of Counseling..

Florida and Goodnight, (2005). Managing for Creativity. Florida and Goodnight, (2005). Managing for Creativity. Harvard Business Harvard Business ReviewReview, July-August., July-August.

Larson, L. M. & Daniels, J.A. (1998). The Counseling Psychologist. 26, 179-Larson, L. M. & Daniels, J.A. (1998). The Counseling Psychologist. 26, 179-218. 218.

Seligman, M. (2004). Authentic HappinessSeligman, M. (2004). Authentic Happiness