Addressing Supervisee Resistance

As supervisors, we feel both honored and excited to work with other clinicians in order to help them discover their full potential as mental health professionals. There’s enthusiasm, an interview for fit, and a formal contract to get things started. But what happens when challenges arise upon entering the relationship? Challenges like supervisee resistance that make us feel concerned not only for the supervisory relationship, but for our license?

Examples of challenges:

·      Not scheduling supervision when requested

·      Not notifying supervisor of critical incidences

·      Not following through on supervisor directives

·      Not completing notes in a timely fashion

The hope is always that these issues can be resolved. Let’s take a look at some possible responses to each concern as an empowered supervisor.

1. Not scheduling supervision when requested

Simplifying outreach to get supervisees on your schedule provides you peace of mind as a busy professional. Is it easy for them to see your availability and schedule? Sometimes a supervisee can admit to getting distracted, feeling overwhelmed, or provides some other explanation for the delay when asked outright. Check out our video on supervisee cancellations of supervision as one example of how to start the conversation.

2. Not notifying supervisor of critical incidences

Are we confident that a new supervisee knows all the things that could count as critical incidences under your leadership? Things like possible abuse, child neglect, suicidal ideation, psychosis, substance use, and domestic violence. Check out our latest Desired Download of a client face-sheet where supervisees can document possible concerns from intake onward to help you track priority cases in supervision together.

3. Not following through on supervisor directives

This one can feel the most difficult as a supervisor. We are human too. If a supervisee isn’t meeting expectations or is at risk of violating your formal supervision contract, placing them on a Performance Improvement Plan (PIP) can help both of you identify the concerns and measurable actions steps needed to address those concerns. Having a deadline outlined in your PIP will provide the accountability and paper trail necessary for follow through.

4. Not completing notes in a timely fashion

We’ve said it before. None of us got into this professional to excel at paperwork. Yet it’s a necessary element for justifying services and working with private insurance. Exploring the barriers to supervisee notes is a great first step. Are they taking too much time? Could it be streamlined as a template with your EHR? Explore the possibilities with this on-demand webinar on notes and treatment plan writing and empower them to get their feet under them. Worst case? They can’t grow their caseload further until they get their notes done. Reflecting timelines for note completion in a PIP can be a helpful catalyst to getting caught up.

Supervisee resistance can show up for a variety of reasons. Similar to our work with clients, sometimes it takes creativity and persistence to uncover the cause. Embracing the supervisory process as an opportunity to lead, teach, and further shape their development can make the relationship that much more rewarding. By seeking support, consultation, and implementing some of the strategies above, the hope is that you too will feel more confident in the process, resolving resistance and providing opportunities for growth in the quality supervision that you offer.

Written by Khara Croswaite Brindle, MA, LPC, ACS