Autonomy in Supervision
Of the multitude of strategies discussed this week for increasing work enjoyment for staff, what is your favorite/most preferred strategy discussed in this module? How will you integrate this strategy into your supervision practice in the future? What will it look like when you implement it with a supervisee/trainee? Are there any practices discussed that you will avoid in your supervision in the future, and why?
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Autonomy in Supervision
Remember to review the Reflection Paper rubric and instructions for reviewing a peer’s submission in the Important Course Information module.
Additionally, please include LINKS or DOIs to any articles or books referenced outside of the assigned readings as part of your APA citation (as is required when using web-based referencesLinks to an external site.). Failing to do so will result in point deductions.
Preferred Strategy for Increasing Work Enjoyment
One of my favorite strategies for increasing staff enjoyment is fostering autonomy and trust. Autonomy allows supervisees to feel confident in their choices. It empowers them to take initiative without fear of reprimand. When individuals feel trusted, they perform better and feel more engaged. Research supports that trust-based supervision enhances job satisfaction and retention (Liu et al., 2021). I plan to incorporate this into my supervision by allowing supervisees flexibility in setting goals. I will encourage them to express their own clinical style. This does not mean a lack of structure. Instead, I will provide scaffolding to………………..
Implementation and Avoidance Practices
In implementation, I will use collaborative supervision sessions. For instance, we will co-create learning plans. Feedback will be two-way. When challenges arise, I will support the supervisee in identifying solutions instead of offering immediate directives. This supports their growth and maintains a positive working alliance. As they develop, I will gradually shift more responsibility to them while remaining available for support. This models real-world expectations and builds confidence.
On the other hand, I will avoid micromanagement. This practice reduces motivation and trust. I will also avoid relying solely on performance-based evaluations. Instead, I will integrate process-oriented feedback. Overemphasis on performance metrics can lead to stress and burnout. By focusing on both growth and ………….
