Supervision is an approach to reflection in a professional context. Methodologically, supervision is based on the domains of psychology and psychotherapy. In contrast to coaching for executives or managers, supervision is independent of the hierarchical level and is intended to promote the relationship between clients and their counterparts in a professional context.
Our focus during Supervision is on paying attention to, reflecting on, finding meaning in, and working on institutional processes within an organization. We develop content, goals, and consulting settings for managers, teams, or departments.
In the supervision of organizations, conflict situations are always examined in the context of their – directly and indirectly – acting conditions. From the external professional position as supervisors, we help the organizations to make contradictions, conflicts, and emotional impairments, which are thematized by employees, visible and understandable. By that, we manage to create a starting point for changes in views and actions.
The Procedure of a supervision
The process of supervision is not regulated, and the technical approach varies according to requirements. What a session looks like depends on the goals we set. What all supervision sessions have in common, however, is that they follow a clear three-part plan. The goal is to promote professional reflection and further development of the work of individuals or teams. Detached from the individuals involved, it usually looks like this:
Initial phase: Problem identification
The typical steps in this phase are:
- Preparation: Before the first appointment, general conditions such as objectives, topics, and duration of supervision are discussed. The supervisees bring their concerns, uncertainties, or conflicts with them.
- Getting to know each other and building relationships: In the first session, roles are clarified, and a relationship of trust is established. The supervisor introduces him/herself, welcomes the supervisees, and creates a pleasant atmosphere. Then he/she asks about the superviseese’s previous experience and expectations.
Main phase: Analysis work in the team or with the individual.
- Finding and working on topics: The supervisees bring in their questions and challenges from practice. These are analyzed and worked on together. For example, questions are asked, perspectives are changed or different methods such as case discussions, role plays, feedback or group work are used.
- Reflection and feedback: The supervisor gives constructive feedback during the sessions and encourages reflection. The goal is to recognize potentials and resources, to work out alternative options for action and to develop approaches to solutions.
Final phase: Outlook and evaluation
- Transfer and implementation: The results and findings from supervision are to be transferred into practice. For this purpose, concrete recommendations for action and action plans are developed and agreed upon.
- Evaluation: At the end of the supervision process, the success of the measures is reviewed and reflected upon. The quality of the supervision itself is also evaluated.
Depending on the objective and context, the individual steps of the supervision process can be weighted differently. The number of sessions and the duration of the process also depend on the objective and the sole needs of the supervisee. Supervision can take place once or on a regular basis.
Your Contact
For specific inquiries around supervision, Elke Pichler will be happy to assist you. Your e-mail to [email protected] is the first step towards supervision.