1. Reflective Supervision PRESENTER Bill McKenzie, Ounce of Prevention PTS Training Institute Manager

2. Reflective Supervision • Welcome • Housekeeping

3. Learning Objectives After completing this workshop, supervisors will be able to: • Define the reflective supervision model; • Examine their own supervisory style and its strengths and challenges; • Orient new staff to the reflective supervision process and develop an individualized support plan for each staff member; and • Apply the reflective supervision model in their supervisory sessions with staff, focusing on strengths.

4. Developmental Theory • Just like the children we serve, staff develop competency over time. • Supervisors need to keep worker’s “learning curve” in mind, as well as their own.

5. Reflective Supervision: What is it? • Establishing an environment where positive change can take place, and goals can be set and met through interpersonal development, rather than rigid accountability.

6. What is it? (Continued) . . . • Open Communication • A systematic process for creating forums for reflection, discussion & feedback • Commitment to process of developing mutual shared goals • Commitment to continuous learning, growth, improvement

7. Essential Elements • Commitment to supervision that includes three essential elements: • Regularity • Reflection • Collaboration

8. Task Orientation Reflective PracticeCase Management Strength-Based

9. Task Orientation Reflective PracticeCase Management Strength-Based

10. Bravery in the Face of Conflict • Supervisors will at times need to confront resistance in their supervisees. • Accepting conflict as an expected part of the supervisory relationship will help in facing it bravely and developing the necessary skills!

11. Effective Supervision StructureFramework • Preparation (Orientation) • Staff Time(Acceptance) • The Work(Shared Understanding) • Summary & Review(Agreement) • Planning(Next Steps)

12. Remember, our society does not put a premium on reflection. • It is speeding up rather than slowing down. • It is dispensing answers rather than valuing questions. • It is pushing in rather than stepping back. • It is expecting results rather than valuing processes.

13. What Can Reflection Do? Everyone wants to do their job well, with confidence and energy, but stress puts us in a block of ice and our “work energy” cannot come through. A supervisor’s job is notto teach a block of ice how to do his or her job better, but to bring a hair dryer to supervision.

14. Promoting the Parallel Process Planning Together * Follow Up * Exploring New Territories Community Partners Agency Executives Technical Assistance Families Staff

15. Summary & Evaluations