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Privilege, Marginalization, and Intersectionality

• Discuss privilege, marginalization and intersectionality
• Supervisor/supervisee differences and the impact on the supervision relationship
• Encourage self-awareness and accountability in supervisees
• Increase supervisor self-awareness and development of antiracist supervision
• Tools for assessing barriers to cultural competence

Broaching Race and Racial Trauma with Supervisees

• Microaggressions and race-based trauma
• Health ramifications of race-based and secondary traumatic stress
• Racial battle fatigue – causes and stress reactions
• Racial socialization and impact on clinical and supervisory practice
• Ask clients directly about discrimination, racial stress, and racial trauma
• Translate distinct multicultural models into a cohesive approach to intervention
• Therapeutic missteps in incorrectly assessing, conceptualizing, and contextualizing contributors to supervisee worldview
• Clarify importance of intersectionality in supervisors, supervisees, and client case conceptualization
• Understand socio-political context when assessing the presentations of supervisees and their clients
• Understand and utilize the dynamic interaction of difference within supervision and counseling relationships
• Teach supervisees the use of client case conceptualization guide for assessing key diversity-related contributors to client presentation

Theoretical Model of Cross-Cultural Civility & Intelligence Mindset Development

• 4-stage theoretical model of cross-cultural civility, intelligence, and competence development
• Racial and cultural identity development
• Cultural humility
• Multicultural & social justice considerations
• Transtheoretical stages of change
• Inter-and-intrapersonal civility mindset development
• The personal and professional processes of being-in-becoming

Supervisor Ethics and Responsibilities

• Train future clinicians with best practices in cultural competence
• Eliminate bias in assessment and treatment
• Develop cultural sensitivity through personal value awareness
• Identify supervisor positionality to race and ethnicity

Case Studies

• Explore 3 separate case studies featuring supervisees and clients of differing or opposing backgrounds
• Discussion of four supervisor case examples in varying stages of development with discussion on components of personalized professional development plans related to cultural competence
• 2021 interviews with early-career clinicians discussing perspectives on what is needed from a supervisor related to cultural competence

Foundations of Trauma-Competent Supervision

• The ubiquity of trauma and physical and psychological consequences
• Critical aspects of competency-based trauma mental health
• Four components necessary for competent trauma-sensitive supervision
• Six key principles of a trauma-informed approach to ethical decision making
• A qualitative model of competency-based trauma knowledge, skills, and attitudinal conditions

Methods of Trauma-Competent Supervision

• A practitioner-centered approach to supervision
• Develop quality relationally based supervisory alliances
• Trauma-sensitive supervision models and approaches
• Trauma-focused supervision techniques

Ethical Issues in Trauma-Specific Supervision

• The ethics of trauma-competency and professional disposition
• Ethical principles of self-care in clinical practice
• Ethical standards of self-care guidelines
• Six key principles of a trauma-informed approach to ethical decision making

Evaluation of Trauma-Competent Supervisees

• Trauma-informed practitioner competencies for supervisees
• Evaluate secondary traumatic stress/vicarious trauma in supervision
• Assess compassion satisfaction and compassion fatigue

Prevent Vicarious Traumatization and Secondary Traumatic Stress

• Protective factors and strategies in proactive prevention
• Components of practitioner well-being and emotional safety
• Develop trauma-informed communities
• Signs to be aware of in supervisee wellness and development
• Research limitations and risks

Build Vicarious Resiliency

• Facilitate meaning making and self-reflective practices in supervision
• Recognize post-traumatic growth and resilience
• Assess positive effects of helping professions
• Facilitate reconnection and belongingness

Trauma-Informed Beliefs and Attitudinal Conditions in Clinical Supervision

• Demonstrate an understanding of contextual and systemic factors
• Apply knowledge about cultural humility and adaptations for survival
• Demonstrate acceptance of unique trauma experiences and respect for client as expert

Beyond Self-Care: Restorative Practices in Clinical Supervision

• Mindfulness practices for grounding and tolerating abreaction
• Autonomic nervous system regulation in supervision
• Modulate ANS arousal with brakes and body awareness
• Facilitate therapeutic presence and reflective practices

I. Starting Supervision

• Setting Up Supervision
• Establishing the supervisory relationship and building rapport.
• Defining roles and responsibilities.
• Tools: Supervision contract template and session agenda checklist.
• Basic Expectations
• Documenting hours for licensure or certification.
• Setting supervision goals and aligning them with supervisee needs.
• Reviewing caseloads to prioritize learning opportunities.
• Tools: Supervision documentation templates and goal-setting forms.
• Documenting Supervision
• Best practices for record-keeping to meet ethical and legal standards.
• Tools: Supervision session log template.

II. Creating a Supervision Trajectory

• Designing a Developmental Path
• Understanding supervisee growth stages.
• Setting milestones and benchmarks for clinical and professional progress.
• Tools: Supervision roadmap template and developmental trajectory planner.

III. Fostering the Learning Environment

• Trauma-Informed Care in Supervision
• Principles of trust, transparency, and safety in the supervisory relationship.
• Strategies to prevent retraumatization in supervision discussions.
• Tools: Trauma-informed supervision checklist.
• Building a Collaborative and Structured Environment
• Encouraging supervisee engagement and open communication.
• Tools: Feedback loop worksheet and collaborative goal-setting template. 

IV. Self-Care and Burnout Prevention

• Prioritizing Well-Being in Supervision
• Supporting supervisees in developing sustainable self-care routines.
• Identifying early signs of burnout or compassion fatigue.
• Tools: Supervisee self-care plan template and burnout risk checklist.
• Modeling Resilience
• Strategies for supervisors to manage their own stress and workload.

V. Helping Supervisees Become Experts

• Promoting Specialization and Expertise
• The importance of focusing on specific clinical interests.
• Strategies for supporting supervisees in identifying and developing their niche.
• Tools: Career trajectory worksheet and specialization development plan.

VI. Handling Difficult Situations in Supervision

• Navigating Conflict in the Supervisory Relationship
• Strategies for addressing and repairing conflicts with supervisees.
• Tools: Conflict resolution guide and repair scripts.
• Managing Supervisee Resistance
• Understanding and addressing barriers to learning.

VII. Remediation and Evaluation

• Developing Effective Remediation Plans
• Identifying performance concerns and setting clear improvement goals.
• Tools: Remediation plan template and performance tracking form.
• Evaluation Types and Processes
• Summative vs. formative evaluations.
• Using evaluations to assess competency and growth.
• Tools: Competency assessment form and supervisor evaluation checklist.

VIII. Termination After Evaluation

• Ending the Supervisory Relationship
• Best practices for termination after evaluation.
• Ensuring supervisees feel prepared for independent practice or future supervision.
• Tools: Termination checklist and transition plan template.
• Reflecting on the Supervisory Process
• Encouraging feedback from supervisees to improve supervision practices.
• Conducting self-evaluations to enhance future supervisory roles. 

IX. Conclusion and Resources

• Pulling It All Together
• Implementing the supervision toolkit in practice.
• Encouraging reflection and ongoing learning for supervisors and supervisees.
• Access to Resources
• Templates, checklists, and updates included with the course.

Fundamentals of Group Supervision: Tips for Getting Started

• Defining Group Supervision
• Key features and distinctions from individual supervision
• Types of supervision groups: psycho-educational, process, team, and peer
• Benefits, limitations, and scope of practice
• Cost/time efficiency, multiple perspectives, peer learning, empathy
• Effective Supervisors
• Necessary Qualities
• Emotional stability, empathy, cultural humility, and trauma-informed practices
• Roles and Responsibilities
• Creating safety, managing dynamics, providing feedback, and monitoring progress
• Supervisor Competence and Qualifications

Setting the Frame: Practical Strategies for a Strong Start

• Getting Started
• Audience considerations (discipline, theoretical orientation, developmental level)
• Logistics (group size, location, frequency) Paperwork and Agreements
• Informed consent, supervision contracts, goal setting, and evaluation forms
• Creating a Resource Packet
• Supervision agendas, case conceptualization guidelines, ethics codes, etc.
• Structuring Sessions
• Stages of Group Development
• Tuckman Model: Forming, Storming, Norming, Performing, Adjourning Session Framework
• Arrive, Bridge, Agenda, Format, Wrap up
• Facilitation Techniques
• Agenda setting, time management, check-ins, and reweaving between sessions

Group Dynamics

• Building Cohesion
• Yalom’s therapeutic factors: universality, altruism, catharsis, cohesion
• Promoting interpersonal connection and feedback
• Managing Group Roles
• Strategies for monopolizers, quiet members, experts, and dysregulated participants
• Addressing Conflict
• Rupture and repair strategies, fostering trust, and revisiting group agreements

Facilitation Skills

• Core Skills
• Active listening, modeling vulnerability, managing power dynamics
• Advanced Strategies
• Parallel processes, cultural humility, co-facilitation dynamics
• Techniques for Growth
• Case conceptualization, video review, psycho-educational activities

Challenges and Ethical Considerations

• Potential Challenges
• Interpersonal dynamics, group resistance, logistical issues, ethical concerns
• Ethical Standards
• Confidentiality, dual relationships, cultural competence, documentation

Evaluation and Termination

• Evaluation Methods
• Self-reflection, feedback mechanisms, performance measures
• Termination Strategies
• Planned and unplanned closure, rituals for group transition

Guiding Principles and Best Practices

• Encourage growth and exploration
• Foster individual and collective development
• Model regulation, authenticity, and reflection

Self-Reflection for Facilitators

• Evaluate group dynamics, facilitation, and feedback
• Address personal biases and self-regulation
• Commit to continuous professional development

Closure

• Wrap-Up Activities
• Reflection on learning objectives
• Feedback from participants
• Celebration of achievements and transition planning