In every career, people need to be supervised in order to learn, grow and corrected where they are wrong. Training a psychologist might seem like a walk in the park at which it is not. Supervising this area actually requires a special skill set in order to work. The methods used to determine the kind of practitioners the trainees turn into. The article elaborates further on psychology supervisor training Australia.
The trainees will be nervous enough while reporting. The supervisor should take it upon themselves to make the trainees feel comfortable. They should warm up to the learners and become friendly. This will actually go a long way in making things easier during the training period. If there is always tension between them the relationship is sure not to work.
The importance of being there for the trainee is to ensure they do not feel under appreciated. Before they start meeting their clients, trainees should hold one on one meetings with their supervisors. This enables the supervisors to evaluate the skills of the trainee and give the required guidance to the learner. It is at these time that expectations from both sides are made known.
Many supervisors use theoretical facts to back up their supervision skills. A supervisor should not be all domineering but rather should engage the trainees during at the end of every session. You should allow them to tell you how they liked the session, whether they agreed with it and even if they are looking forward to the next. These question go a long way in gauging progress.
As you progress, you should know that a trainee has three major stages of development. The first, is the when they interact with a client for the first time and are very anxious. They need guidance on what to say and how to act. The second stage is when the trainee has gained a bit of confidence and is able to see the world from the clients perspective. The third is when the learner can actually empathize with the client and find a solution.
In order to know how they are faring and what to improve on, trainees will need to get feedback on the thing they do. As a trainer, however, you should know that some of the feedback touches on their professionalism and personality. This kind of information should be handled delicately, and if a supervisor tends to be blunt and straight forward, they should try improving themselves.
This feedback should be given one on one. Sending it via email or video calls or text messages may not be effective and at that do not seem very caring. As you are giving feedback to the learner you should have some sort of audio or video of the session you are giving feedback on. This way you are able to point out and correct the mistakes effectively.
As much as you cannot always agree on everything does not mean you are a mismatch. As a trainer and supervisor, you just need to find common ground to work with to avoid having a difficult time at the time of training periods.
The trainees will be nervous enough while reporting. The supervisor should take it upon themselves to make the trainees feel comfortable. They should warm up to the learners and become friendly. This will actually go a long way in making things easier during the training period. If there is always tension between them the relationship is sure not to work.
The importance of being there for the trainee is to ensure they do not feel under appreciated. Before they start meeting their clients, trainees should hold one on one meetings with their supervisors. This enables the supervisors to evaluate the skills of the trainee and give the required guidance to the learner. It is at these time that expectations from both sides are made known.
Many supervisors use theoretical facts to back up their supervision skills. A supervisor should not be all domineering but rather should engage the trainees during at the end of every session. You should allow them to tell you how they liked the session, whether they agreed with it and even if they are looking forward to the next. These question go a long way in gauging progress.
As you progress, you should know that a trainee has three major stages of development. The first, is the when they interact with a client for the first time and are very anxious. They need guidance on what to say and how to act. The second stage is when the trainee has gained a bit of confidence and is able to see the world from the clients perspective. The third is when the learner can actually empathize with the client and find a solution.
In order to know how they are faring and what to improve on, trainees will need to get feedback on the thing they do. As a trainer, however, you should know that some of the feedback touches on their professionalism and personality. This kind of information should be handled delicately, and if a supervisor tends to be blunt and straight forward, they should try improving themselves.
This feedback should be given one on one. Sending it via email or video calls or text messages may not be effective and at that do not seem very caring. As you are giving feedback to the learner you should have some sort of audio or video of the session you are giving feedback on. This way you are able to point out and correct the mistakes effectively.
As much as you cannot always agree on everything does not mean you are a mismatch. As a trainer and supervisor, you just need to find common ground to work with to avoid having a difficult time at the time of training periods.
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