Effective Supervision and Collaboration Practices

The provided document is a compilation of research papers and articles on effective supervision and collaboration practices. It includes studies on the importance of self-awareness and mindfulness in mental health professionals, as well as the role of understanding and communication in collaborative practice. The document also touches on self-care strategies for professionals and provides examples of effective supervision in various settings.

Develop professional
supervision practice

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysis of the principles, scope and purpose of professional supervision.....................1
1.2 Theories and models of professional supervision............................................................2
1.3 The legal requirements and codes of practices influencing professional supervision......3
1.4 Findings from research, critical reviews and inquiries that can be adopted for supervision 4
1.5 Ways in Professional supervision can protect: Individual, senior support worker and
supervisee...............................................................................................................................4
TASK 2............................................................................................................................................5
2.1 The performance management cycle................................................................................5
2.2 Analysis of ways in which professional supervision supports performance....................6
2.3 Ways in which performance indicator can be used for measuring practices...................7
TASK 3............................................................................................................................................8
3.1 The factors which causes power imbalance in professional supervision.........................8
3.2 Methods to fix power imbalance in supervision practice.................................................8
3.3 Supervisee confidentiality,boundaries,roles and accountability within professional
supervision process.................................................................................................................9
3.4 Ways in which I agree with supervisee frequency and location of professional supervision
..............................................................................................................................................10
3.5 Agreement with supervisee sources of evidence that can be used for informing supervision
..............................................................................................................................................11
3.6 Agreement with supervisee actions that will be taken in preparation of process...........11
TASK 4..........................................................................................................................................12
4.1 Support for supervisee to reflect on practice..................................................................12
4.2 Provide positive feedback concerned with supervisee achievement ...........................13
4.3 Providing positive and constructive feedback to recognise achievements and improve
performance..........................................................................................................................14
4.4 Support supervisee to determining their developmental needs......................................15
4.5 Measuring and updating supervision goals to attain set objectives of work setting......16

4.6 Supporting supervisee to search various techniques which are used for addressing
challenges.............................................................................................................................16
4.7 Recording agreed supervision decisions........................................................................17
TASK 5..........................................................................................................................................18
5.1 Examples from own practice about managing conflicts within supervision..................18
5.2 Reflection on own practice in management of conflicting situations within supervision
process..................................................................................................................................19
TASK 6..........................................................................................................................................19
6.1 Gathering feedback from supervisee ............................................................................19
6.2 Key approaches adapted to deal with own feedback......................................................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTION
Health and social care is a sector that needs constant up-gradation for preparing itself to
face new issues that are growing with dynamics of environment. There are various committees
which overlook the standard procedures followed by different individual working in this field.
There is need to develop a professional supervision practice in health and social. It will benefit in
improving quality of services to children, young and elderly individuals (American Nurses
Association, 2010). There are various legislations and code of practices which are used for
standardising services offered to adult mental health. This report will state about the purpose of
professional supervision, ways in which principles can be used for improving performance,
preparation of professional super vision with supervisees. I am currently working in this sector
from last 9 years, I am offering my services to Bradford district care trust NHS in field of
creative support.
TASK 1
1.1 Analysis of the principles, scope and purpose of professional supervision
Professional supervision is standardized by many principles which provides various
opportunities to senior support worker as well as supervise to talk about different plans and
procedures related to safety and responsibilities of individuals. Effective supervision assist in
clearing all the doubts that exist in the mind of people working in health and social care. I am
going to use The national minimum standards for care homes for patients with mental issues as
well as skills for care council states about a legal framework and as a tool to effectively analyze
the principles, scope and purpose of professional supervision (American Speech-Language-
Hearing Association, 2016). As stated in standard 36 of The national minimum standards for care
for people with mental issues, the registered individual and organization has to ensure that all
right practices are followed in recruiting people in health and social care organization.
Supervision is considered to be a two way process which has to be undertaken by
managers in every 8 weeks as per standards. It is a important and beneficial process which assist
in personal development and establishing communication. As identified by me, it aided
supervisee in stating any concern he had related to quality of services confidentially. The senior
support worker has to listen to all suggestions and make sure that he provides his support for
meeting all quality standards stated by supervisee. Whenever i am responsible for supervising
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individuals in a situation, I aim to identify issues with their solutions for improving quality of
practices as well as the understanding of problems. The prime objectives are considered to be
specified target achievement, measurable performance, continuation in personal and professional
development of individuals. Basically under my guidance I listen to suggestions and develop
new perceptions that can be used for enhancing skills, knowledge and standards of expected
quality.
1.2 Theories and models of professional supervision
I am working as Senior Support Manager in the health and social care from last 9 years
and have witnessed numerous cases. There are various models and theories which can be used
for supervising people in the industry. They are the frameworks which guide delivery of
supervision, outline every single stage, functions as well as roles. Below are the stated models:
 The three function interactive model: This is a model that states that supervisors and
supervisee need to jointly complete all the task. There are certain approaches which are
stated under this model,
◦ Formative supervision: This is a type where supervisor aids employees in realizing
their potential via skills and learning.
◦ Normative supervision: This assist in developing managerial capabilities where
promotion and compliance is achieved with policies and procedures.
◦ Restorative supervision: It states about the support that is given to develop
harmonious relationship.
 Intervention analysis: There are two different different types of intervention approaches
◦ Authoritative: The supervisor has total control over process while using prescriptive.
He provides advice, suggestions and explicit guidance to supervisee) (Beddoe, 2010).
He informs them by imparting knowledge offering instructions.
◦ Facilitative: The total control mechanism lies in with supervisee and also channels are
cathartic or open for communication and expression. This encourages reflection, self
exploration as well as enable individual in developing a favorable attitude.
 Developmental model by Erskine: This is a model that describes about the type of
supervision that is required by supervisee. As a new person in this field, he needs to be
guided in a effective manner so that he develops required level of skills. There are
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various policies and procedures employed by supervisor to monitor supervisee
performance.
 Clear coaching method: This is what peter Hawkins added in this model. He contracts
ground rules, listen to supervisee, explores methods and take corrective actions. At the
end he reviews whole process.
1.3 The legal requirements and codes of practices influencing professional supervision
There are certain legislations and code of practices that were followed by me as senior
support worker during my serving period in health and social care. All the requirements are set
by Skills of care council, The national minimum standards for children and older people and
CQC which needs effective supervision of people operating in this field (Bridges and et.al.,
2011). The health and social care Act 2008 has been enacted for enhancing quality as well as
safety of services. It also described that employees need to be properly trained and supervised as
well as appraised for ensuring good personal and professional development.
CQC states that staff has to be properly supervised as per the code of practices and they have to
be supported by different resources. In my own case supervisions use to be held in every 4
weeks as to ensure that all activities are being conducted as per requirements. Employees were
given handover on daily basis, they were monitored and shadowed as to ensure that work is
being done as per requirements. I use to receive supervision in very quarter or half yearly basis
due to my experience and confidence level.
As stated in laws such as health and social care act 2008 and also described by National
Minimum standards and Skills of Care council staff can be given internal and external
supervision. I use to conduct internal supervision whenever staff use to feel dissatisfied or
unsupported in any way. This aided in sorting out grievances which would have hampered their
quality of delivery of services. I also shadow other member for enhancing their morale and
observing issues that needs to be fixed. All the designated employees are given supervision in a
private space at a set period of time. The social services reviewed these annually and
recommended new methods to improve supervision.
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1.4 Findings from research, critical reviews and inquiries that can be adopted for supervision
Supervision aids in providing different opportunities that reflects what is useful and
handy and what is not. It also ensures that all goals are being achieved in a required manner.
There are various findings that are achieved from conducting research (Butterworth, and Faugier,
2013). They are used in supervising individuals which assist in enhancing safety as well as
prevents any causality that would have happened during the course of business practices. It puts
special emphasis on learning and practice which act as a pillar in developing better quality of
employee performance.
In my own case I used research and review as a tool to identify various issue that had to
be addressed for effective working. This also allowed me in building relationship with other
members and understand their grievances and issues. I prepared various support plans and
assessed risk as to ensure that all issues are sorted out in a minimum time period and with best
possible manner. The critical reviews about staff attitude towards people in care homes assisted
in sorting out this issue in more effective and efficient manner as I was able to understand
problem that was there from both side.
The database of feedbacks and reviews is constantly updated as to keep skills and
knowledge of employees at par with requirements. I utilise these database as a platform for
developing new techniques that will enabled in implementing effective ethical code of practice.
These research and reviews aided whole organisation in reducing the number of incidents and
aided in creating a better as well as safer workplace for both employees and services user.
Another use of these research and critical reviews was that they assisted in clearly outlining the
forbidden attitude and behaviour which standardised norms for all employees engaged in care
homes and provides them better understanding.
1.5 Ways in Professional supervision can protect: Individual, senior support worker and
supervisee
There are many ways in which professional supervision protects people from any bad
situation. Whatever is stated in supervision has to be recorded and documented in a proper
manner so if there is any issue that are faced in later stage can be figured out ( Care Quality
Commission, 2012). Its an opportunity that can be used to discuss and solve problems that might
hamper working capabilities in future. As understood by me professional supervision protect
different parties in a different manner:
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 Individual: He is a person who is using the services offered by organisation for health
purposes. Supervision protect individual against any false statement as the other party can
not back track from their words or promises. Basically, it provides opportunity to
individual for resolving their issues as per procedures, practices and polices. Supervision
assist in training as well as aware people regarding various topics that would safeguard
them at their workplace. Supervisor: By stating about all activities and aspect of working ion health and social
care to supervisee, a senior support worker can be sure that he provided right training to
the individual. He is also able to accomplish the task in a set time period which protects
him against any issue that would come in future. Also all activities are recorded which
protects him against any negative statement and promotes higher productivity.. A senior
support worker has to ensure that all sessions are timely completed as to prepare an
assessment report for further evaluation.
 Supervisee: Professional supervision assist supervisee in maintaining his confidentiality
or secrecy in case of any major issue. He can reflect and suggest best practices to senior
support worker while keeping his identity secret (Cindawati, 2016). Hence, increasing
their overall performance. Also the documentation of whole supervision sessions enables
him in putting up an argument against any incident.
TASK 2
2.1 The performance management cycle
As a personal experience, performance cycle assist senior support worker as well as
supervisee in identifying the path and measure their own performance. There are 5 steps in the
performance management cycle as used by me at work place: Planning: The senior support worker has to think before hand after identifying various
aspects and factors that can impact working capability of people. He needs to connect and
interact with staff members as to understand their grievances which can be solved with
proper planning. Also this is a stage where senior support worker states about employee
performance to the staff members. Monitoring: This is a stage where a senior support worker has to keep on analysing the
working and performance of staff member. It has to be done on continuous basis as to
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evaluate it at the time of need. Also senior support worker is able to identify loopholes
that exist in the capability and performance of employees. Monitoring also aids in
identifying progress of staff member that they have achieved in a set time period. It given
an opportunity to people to assess themselves and improved on the basis of variances
identified. Developing: The continuous monitoring process assist senior support worker in finding
out the exact requirements of staff and he is able to formulate a new plan that will fulfil
all needs and wants (Davys and Beddoe, 2010). There are various methods which can be
adopted to boost employee capabilities such as formal training sessions. Rating: The senior support worker will use data collected in monitoring process as to rate
the various employees as per their performance. Staff will be informed regarding this
process as to ensure that they understand where they lack and why it is important to
improve.
 Rewarding: All employees who put up a good performance will be rewarded. Basically
the highest graders will be given incentives or promotions.
2.2 Analysis of ways in which professional supervision supports performance
Professional supervision is very important for supporting performance of employees. It
assist in giving required guidance and resources to staff that enables them in completing task in a
desired manner. Supervision is a practice which assist in identifying right practices, polices and
performance. It also enables managers in providing support to individuals who have variances in
their capabilities against standards. I was benefited by professional supervision as I was able to
identify and monitor the activities as well as performance of employees engaged at care homes.
By constant observation and supervision I was able to understand what part of training
was not understood by staff members. I did explained the part once more and the variance was
removed. If similar issue come up in future then I can back track on the training session and ask
staff member to explain why they have not consulted for supervision. Being a senior support
worker, I can also check whether training program are useful for workforce or not. If not, they
are required to chose other effective training method. There are various type of performance
meetings that will be conducted as to ensure that all variances are removed or reduced to a level
that quality of services is boosted.
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The whole process of supervision enabled employee in clearing their doubts regarding
various legislations and other procedures that needs to be followed for making a stable and better
environment. Better supervision and guidance improves the performance and efficiency of
employees which results in yielding higher profits and customer satisfaction. Also all the staff
members were rewarded as per their performance in a set quarter. Professional supervision is
important to maintain the quality of services that are offered to patients. The prime aim of this
process is always to produce and deliver a better quality services and ensure that the end user is
satisfied.
2.3 Ways in which performance indicator can be used for measuring practices
The performance indicators are used to define the level of execution capability possessed
by an individuals. The assist in describing and measuring the progress that has been achieved by
a staff member. These indicators aids in improving the quality of services that are delivered to
the end user. As understood by me as a senior support worker, the performance indicators are a
measurable value that states about the effectiveness and efficiency of an individual while he is
performing a certain task.
They are used for evaluating the success rate that has been achieved by people in a set
period of time. In my organisation there was annual evaluation report which was prepared after
daily analysis that was done by professional senior support worker or higher authorities. I use to
fill out different questionnaire forms as to describe about employees working and performance.
Also these questionnaires were sent to clients who stated their satisfaction level with quality of
service delivery. I used performance indicators for monitoring the level of hygiene, planning,
implementation, service delivery and policy framework.
The issues were identified at room level and this enabled me in measuring the teams that
were engaged in catering to the needs and wants of end users. Also with the aid of families
feedback system I was able to improve staff member capabilities as stated on indicators set.
Basically these indicators acted as a standard that has to be followed by people working in health
and social care.
There are various criteria which are set by these performance indicators and every time
people achieve one of the standards they are updated as to keep their interest level high. They
assisted me in delegating a part of responsibility which was related to assessment of employees
as with the aid of performance indicators they are evaluating themselves.
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TASK 3
3.1 The factors which causes power imbalance in professional supervision
The power imbalance usually take place when the job profile or authority differs for same
position. It is not good for organisation as it has impact on professional supervision. Basically it
is a situation where a worker has a better relationship and decision making power than the other.
As stated under power-dependency theory, it is a characteristic of a social structure, where
worker power over other staff member is equal or more than the him. As noticed by me in the
organisation, the senior support worker and supervisee have relationship that is built on the basis
of power and authority that is held by their own position. There are certain cases which has
shown that it is very important to ensure that all employees know their job profile and their roles
as to ensure that they exercise limited power and authority assigned to them.
As a senior support worker I was already in power which is use to maintain or enhance
the capabilities of individuals working under me. There are basically two type of powers that are
enjoyed by individual. With reference to personal power, my own skills, knowledge and
competence states about them. On the other hand my professional powers are of four types that
are exercised by me, Reward power (people were promoted or rewarded on my feedback),
coercive power (Negative power that is used for making people work), legitimate power (Power
that is given by the virtue of position) and information power (understanding about various
activities taking place in organisation). To address issues related to this, I use to build a report
that was prepared by undertaking a research and suggestions from different individual. Also
supervisee were informed about their roles and responsibilities in a proper manner which makes
easier for them to carry out their work in a systematic manner.
3.2 Methods to fix power imbalance in supervision practice
There are various methods that are there for fixing the imbalance that is there due to
power and authoritative structure. The first thing that is required is a clear organisational
structure which will prevent any confusion that is there in the mind of employees. Also it is
important to ensure that individual know the benefits of supervision. As a senior support worker,
I had to make sure that all staff members knew what they had to do and also who they had to
report to. This assisted in reducing any chances of miscommunication and misinterpretation. I
use to meet all the staff member and give them their private time. This enabled me in
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understanding their grievances and also the power Imbalance that was there. I ensured that there
was no discrimination and I provided solution to everyone to avoid any condition that could have
made employees feel about the imbalance. The staff is always motivated to ask for supervision
and while they do so the whole process can remain confidential. There are different types of
suggestions that can be made from their side which senior support worker can use for improving
his approach towards whole supervision process.
Basically I always used supervision as a process for managing different functions which
were developed for creating higher quality services. This reduced the friction that was there
between various individuals in organisation. There are certain methods that were employed by
me:
 Whenever there is a new recruit in the organisation I use to explain him about supervision
system as to ensure that all doubts are clear.
 At the time of delegation I made sure that supervisee has understood the work.
 Listening to all grievances also aided in removing chances of any imbalance.
 Giving equal opportunity to everyone assist in making a system that is at par with
requirements.
3.3 Supervisee confidentiality,boundaries,roles and accountability within professional
supervision process
It is very important for senior support worker to maintain the level of secrecy related to
employees. This boost workers morale to report various issues and problems and get them solved
without anyone knowing about them. I am working in the health and social care from last 9 years
and in this time duration I have seen various methods and techniques that was used for keeping
individual identity secret. The supervisee also has to understand the value of supervision and
confidentiality, he needs to ensure that he maintains things secret until unless situation do not
persist or force him to break. The senior support worker has to develop a level of trust between
him and the one to whom guidance has been given so as to ensure that he shares all information
in a cordial manner.
There are certain boundaries which needs to be followed by both senior support worker
and supervisee as to ensure that they are fulfilling all the roles and responsibilities. There are
different types of relationships that are established when people work in a organisation. Usually
senior support worker and supervisee share a dual relationship which are endemic in reference to
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many educational as well as work context. The most problematic scenario is stated to be hidden
relationship which makes supervision impossible. I always focused on building relationship that
boosted their capability to deliver higher quality results. Basically the prime motive of any
activity conduct is to fulfil individual roles and responsibilities.
Today, with a dynamic environment the senior support worker has to make sure that the
relationship built are only for enhancing the qualities and abilities of supervisee. They need to
focus on solving issues in a effective manner. I always made sure that no unnecessary actions or
relationships are built which might hamper my own effectiveness to a certain level.
3.4 Ways in which I agree with supervisee frequency and location of professional supervision
Frequency and mode of supervision is different as per the professional needs, resources
and context of a person. A supervisee may have different senior support worker but they need to
ensure that there is no confusion related to orders or recommendations made by them. Basically
what I ensured was that I prepared all the supervision process as per the practitioner or individual
requirements. As a senior support worker I use to maintain a log which included various
information regarding nature and frequency for boosting professional supervision.
At the work I always made sure that supervisee was involved in the process of decision
making and goals setting as this enabled him in establishing a standard for himself. Also
supervisee use to get supervision process while maintaining confidentiality. The whole activity
use to take place in three different variety of setting, face to face, telephonic and video
conferencing. Also this use to be reviewed and evaluated in every 3 months. The review process
provided information related to variances which aided in reducing any chance of lower
performance. The supervisee was able to discuss his concern as per the review process results.
He is able to identify the frequencies and variances which needs improvement, that has to be
provided by senior support worker by various methods. The chosen venue for supervision should
have favourable environment and there should be no interruptions or any outer impact on the
whole process.
Basically the supervision process is dependent on homes policy and procedures which is
standardised to be limited to 6 to 8 weeks with a annual appraisal. It is very important to conduct
all the activities on time so that supervisee issues can be addressed in a set period and determined
manner. The whole process use to be booked in advance by me and the supervisee was informed
so that it can be conducted on time.
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3.5 Agreement with supervisee sources of evidence that can be used for informing supervision
There is an agreement that is established between supervisee and senior support worker.
It is based on certain supervisee sources of evidence which can be used for informing
professional supervision. Being a support worker my responsibility is to observe and discuss
various things concerned with co-workers. I use to conduct different analysis for myself and
other staff members as to find out variances that might hamper its ability to control activities
which ultimately affects the overall functioning and operation of a business enterprise. The
observations assisted in discussing different practices that I and other staff members use to
conduct. The main reason behind setting this agenda of observation is very simple and clear, I
want to make other staff members aware about their own performance and ensure that they know
that they are being monitored on constant basis which further results in improving their overall
productivity and efficiency.
The whole supervision activity is booked in advance and as per need supervisee is
informed about the place and time that will be used for supervision. In case of supervisee is
already involved in a course, then he will need to bring it along with himself. I ensured while
serving in health and social care that all the staff members knew when and how the activities will
be conducted. In-fact the place where this activity is going to conduct also matters. It is also
recommended to inform them prior 5-6 days before activity and provide them the hand-outs
which are required in those activity. This kept the process of supervision smooth and they came
prepared. Also before the activity I undertook various sessions of observation as to find out
variances that correlates with the main cause of supervision. Every single issues will be
discussed that will help in identifying and sorting out issues and grievances in an effective
manner.
3.6 Agreement with supervisee actions that will be taken in preparation of process
There are various actions that are taken at the the time of preparation of supervision
process. Every activity will be conducted as per the agreement that has been made between
supervisee and supervisor. Most of the times, all the actions that are being taken in preparation
for supervision revolve around needs and requirements for which whole activity is being
conducted. As a senior support worker I use to ask supervisee to go through various care plans,
risk assessments, incidents reports as to find out what issue they can relate to.
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This was a very effective technique that aided me in identifying various issues that
supervisee were not able to understand. I prime goal that I have set for supervision process is that
supervisee should be able to take up issues which are hamper their abilities. Every single matter
that is a concern for the individuals working in organisation need to be addressed as per
requirements. The most important action that was taken was with regard of structure. The
structure provided a level of flexibility to whole activity which enabled me and staff member in
overcoming any issue that might have caused trouble in future. This aided in making whole
process more effective and efficient. I always encouraged supervisee to bring in matters that
concerned them and their effectiveness at workplace. Whenever I am engaged in personal matter
with supervisee, I always ask for their approval for recording and documenting issues and
solutions.
So at the concluding point, The prime actions that are taken in preparation of professional
supervision it can stated: The very first step is to fix a date and time, the second step is to start
observing and evaluating, third step is to take up matters that are concern for an individual and
the last step is to addresses all issues.
TASK 4
4.1 Support for supervisee to reflect on practice
It is very important to provide opportunities as to clarify and reflect upon difficulties that
needs to be addressed in a effective manner. There are alternative ways which are used for
dealing with various problems in supervision. It is not possible for senior support worker to have
all the answers in regard to supervisee issues and problems. That is why it is very important to
encourage them to bring their own solution as per the best practice that can be adopted in the
field. I use to provide guidance to supervisee which aided them in reflecting on their practices
and procedural efficiency.
I always kept on monitoring their performance so as to identify recurring issues and
problems and tried to offer best advices to sort them out in an effective way. This assisted
supervisee in learning as well as gaining experience. The whole supervision process provides a
very major opportunity to supervisee, he can reflect all the issues that he is facing at his
workplace or personal life which might be affecting his ability to perform better. Many time,
there is a requirement of external support, in my case I use to give them assistance in sorting out
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problem or reducing their impact level on his performance. There are numerous tools which can
be used for reflecting practice. Gibbs model came in 1981 which stated about about the reflective
process in most simplest manner. It is as follows:
 Create a risk-free environment
 Providing support to workers in observation and listening
 Encouraging better exploration of matters
 Higher level of sharing of information
 Listening to staff members issues
 Be empathetical
 Encourage their innovation and creativity
 Analysis of reactions that will be there when process starts.
 Keeping a check on staff member comfort with reflective process
 Openness, curiosity is required with emotional availability
4.2 Provide positive feedback concerned with supervisee achievement
Feedback is used as a tool to gather information about various services and and person
performance. It is very important technique to measure and find out variances which might
impact the end results in future. There are two type of feedbacks that are given to people in
organisation:
 Positive: these are the one which are given at the time when employee has done a task in
a very effective and appropriate manner. Basically these types of feedbacks are
considered to be recognising achievements comments. In my own case as a supervisor, I
use to give positive feedbacks to people whenever they achieve a target. It consisted of
methods they employed and the variances which are still there against standards. This
aids them in achieving their goals more effectively and efficiently in future.
As a senior support worker I use to provide feedback of both type of supervisee as to aid them in
identification of issues and recognising their achievements. To make feedbacks more impactful it
is important to given them in a very effective way, they need to cover all positive and negative
aspects so that supervisee is able to respond to issues in a effective manner. It is very essential to
limit the amount of information that is shared with the receiver, but the sender do not need to
limit amount of data that he provides. There are certain things which are required to be
considered while giving feedback are briefly described below in points:
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 Inviting individuals to self assess
 Comment on positivity
 Concentration on attitude as well as behaviour and not the individual.
 Being specific and clear regarding improvements that are required.
 Making more familiar statements that are more user friendly.
 Providing immediate feedback in certain situations.
 Consider the fact the response to immediate feedbacks are usually very defensive.
4.3 Providing positive and constructive feedback to recognise achievements and improve
performance
Constructive Feedback: These are the feedbacks which are given in very supervision
activity. Basically a supervisee is observed by senior support worker as to identify issues that are
affecting his ability to perform more effectively. These type of feedback are important for
improving performance of individual working within organisation and ensure that they are able
to perform as per requirements. The most important part is not just identification but the address-
al of problems. As a senior support worker, it is very essential to record reactions of supervisee
as how he deal with the issues. These are the factors that needs to be considered while feedback
is given to the individual or supervisee. Now there certain things which has to be considered on
the supervisee part. These are the factors that I made my supervisee aware of which assist in
improving their performance and productivity. I also ensured that they understand the value of
feedbacks and use them as a tool to upgrade their own skills and abilities. Basically receiving a
feedback provides us an insight about how others see the whole process. It aids in making
changes more effective.
 Self assessment of ideas and work before undertaking any task
 Asking for assistance as to find out solutions to problems that were identified in self
assessment.
 Listening to the negative feedback with a positive approach as it is not easy to hear
loopholes that exist in individual abilities.
 Keeping in mind that feedback are useful no matter they constructive of positive.
 Understanding the issues in a effective manner
These are the factors which needs to be considered by supervisee while listening to
feedbacks. I always encouraged staff member to listen effectively and efficiently so that they are
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able to identify their issues in a more constructive manner. Also it aid in generating better
relationship with them.
4.4 Support supervisee to determining their developmental needs
This is a stage where supervisees need to identify their own developmental needs. The
senior support worker provides them support and information which can be used to identify
several issues that might hamper their working capabilities. I always encouraged supervisees to
carry out their role of setting targets for themselves. It is very important to set their own targets
as this boost their ability to achieve them and also keep their motivation levels high. I always
tried to provide support to supervisee as to enable them in identifying variances as well as
opportunity and turn them into a skills enhancement activity. When senior support worker
provides support to supervisee he needs to reflect on the impact of work that is preventing him in
achieving his goals. This enables them in finding solutions that can reduce level of impact and
ensure that all task are completed in a effective manner.
There is a support performance development process which states about ways in which I
used as to provide support to supervisees in developing their skills and abilities:
 The supervisees are asked to conduct a self assessment honestly as to identify the
loopholes or shortcoming in a effective manner. Also this aids in identifying areas where
skills are not properly utilised.
 Discussing and creating a developmental plan at the time of supervision.
 Discussing things which are learned by supervises and support them in integrating new
learning into their working.
 Ensuring that they are acknowledging their responsibilities in a proper manner as to
ensure that all ideas are shared and task are completed.
 Providing timely feedback regarding attitude and behaviour. There are certain ways to
improve against the variances that exist within the system.
 Providing various opportunities to employees for development, such as, coaching, cross
training, job rotation, task force assignments, mentoring, skill assessment programs, etc.
4.5 Measuring and updating supervision goals to attain set objectives of work setting
As a senior support worker, my role is to deal with adult people who are mainly suffering
through mental illness. I have to keep on measuring their progress as well as update various
supervision goals for attaining objectives. Constant supervision is important for assessing the
15

performance of individual working with adult mental health issues. Also this assist in finding out
the potential of current approach in regard to performance, potential and developmental needs.
Supervision provides an opportunity to understand the overall content of work, level of load and
aids in analysing the achievements in a effective manner. Supervision assist employers and the
employees as well as the end user of services. It provide a method to identify various loopholes
that have an impact on working capabilities of individual. It also have major affect on the people
who have adult health issues.
I use to keep on reviewing and revising various targets that were set for supervision with
changes and development in the supervisee conditions. People engaged with adult health issues
are the prime individual who are the target for this activity. With time and increasing
understanding these, people learn and gain more knowledge regarding various opportunity that
can be used for improvement. Also it assist in providing better medical services to its patients
which means satisfying them in a thorough manner. Supervision process is conducted as per
future needs and wants. With observations and changes in dynamics all the goals and objectives
set for supervision needs to be updated. This will allow in preparing plans and procedures in
advance that will be used in giving training and other supervision. Right supervision and
guidance promotes higher satisfaction level of employees which retain them for longer period
with the organisation. Also it aid in delivering best possible services to patients that satisfies
them immensely.
4.6 Supporting supervisee to search various techniques which are used for addressing challenges
There are different methods and techniques which can be utilised as to address challenges
that can affect working capability and effectiveness. When staff members feel that they being
supported then they tend to perform better than before. When all the issues are addressed in a
effective way then it assist the end user in gaining better services. The prime motive behind
supervision is to improve the quality as well as quantity of services that are being offered. So
basically it aims to improve skills that are required and currently are not at par in a individual.
There are certain reasons because of which support needs to be provided as to address
challenges:
 To ensure that higher level of morale is there within working group and end user.
 To prevent any conflict
 Appreciate individuals when performance is improved.
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 Making company more appealing for potential members.
 To maintain the quality of services higher and better.
There are various Methods which can be used for addressing issues in a effective manner.
I personally used coaching method, mentoring, assignments, etc. as a method to ensure that all
staff members are able to learn and gain more. When an employee learns from senior support
worker or experienced staff member, high chances of growth exist. As they start carrying out
their activities or role in the same manner as their mentor does. It is just like shadowing process.
Moreover it helps in building better relationship between as their coach get the chance of
knowing them in a significant way. They become familiar with strength and weakness which is
useful in enhancing their performance and efficiency. The address-al of every single challenge
faced by supervisee was important as to ensure that they are able to perform at par with
requirements and also draw conclusion in best possible manner that satisfies them effectively.
4.7 Recording agreed supervision decisions
It is very important that before any decision is made regarding supervision, senior support
worker discuss all points and factors with supervisee. This maximise the effect of whole process
and ensures that all issues are addressed in a effective and efficient manner. Both parties need to
sign the agreement for recording all activities and communications. There will be an impact of
working environment and other resources that will be there as per the situation. People who have
many supervisees prefer noting down every single statement and ensure that all decisions are
taken on immediate basis. It is very important that before any decision is made regarding
supervision, senior support worker discuss all points and factors with supervisee. This maximise
the effect of whole process and ensures that all issues are addressed in a effective and efficient
manner. Both parties need to sign the agreement for recording all activities and communications.
There will be an impact of working environment and other resources that will be there as per the
situation. People who have many supervisees prefer noting down every single statement and
ensure that all decisions are taken on immediate basis.
There are various methods that are used for recording decisions that are taken while
supervision process is underway. I used to write down every single statement and activity
summary as to ensure that I can back track easy in event of re-run the process. Also I used this as
a method to undertake operations in future. It reduces any confusion that persist in the mind of
supervisee and it is easy to tell them about different things in case they forget or still have any
17

doubts. All the key decisions and activities need to be recorded with a proper time scale. It is also
important for supervisee as it protects them in future against any draft.
TASK 5
5.1 Examples from own practice about managing conflicts within supervision
Conflict resolution is very important and necessary for managing conflicts within
supervision process. There are different issues that are there which I faced whenever I was
supervising other staff members or the end user with a adult health issue. There was a issue with
a senior care worker (engaged with adult mental health patients) who got a bossy attitude and
behaved like a boss around people causing some issues. The first thing I did was that I informed
all staff members about the issues and also stated what they have to do to avoid any conflicts.
The next thing that I did in this situation was to supervise the senior care worker and told her not
to get involved in all the issues as many of them are out of her area of responsibilities. The
second thing I told her was that if she is facing any issue at her work place then she has to report
that problem to me instead of showing wrong attitude around people.
The reason behind the solution was very simple, not every one has equal level of
influence over others in every single activity. There was another issue with the senior care
worker and that was she had a very bad habit of gossiping around for which I told her that she
had to really be careful about what she says about whom. This effect the working of other
employee as well as she includes other in her gossiping too. The overall advice given to her was
not to get involved in any issue that does not rotate around her work area. Being a senior support
worker my duty is to effectively deal with employees grievances by listening to the view-point of
both parties and then draw conclusion with their mutual consent that satisfies the needs and
desire of both parties in an optimum manner.
5.2 Reflection on own practice in management of conflicting situations within supervision
process
At the time of conflict resolution I try to look at outcome from different perceptions. The
very first step taken in conflict resolution has to be the fact finding stage where the main issue
has to be identified in order to assess the situation in a unbiased manner. To get idea about real
picture there is requirement of consulting other staff members and people who will provide
feedback to the given situation. All the parties involved in the process has to be consulted for
18

getting unbiased feedbacks. I always ask the people for getting their approval regarding final
activities that will be conducted as to address their issues. It makes my work easier in the context
of knowing whether I was able to deliver effective guidance to my sub-ordinates The supervisee
are also consulted regarding training that was provided to them, they are asked to state about its
effectiveness and usefulness that it had as per their job profile.
Today it is very essential to understand the impact of every single conflict on person
ability to work and organisation performance. I try to listen to all matters that are concerning
individual in any manner. There are times when I do not have solution to the issues that are taken
up by staff member and that time I choose to research about them so as to provide them a
solution that would aid them in sorting issues out. The last thing that will be conducted will be
the impact of this whole process on the individual who is the end user of these services.
Basically I try to keep the outcome in interest of people involved, services offered and
organisation growth. Dealing with conflict is a routine part of management and it has to be done
with proper care. All the solution needs to be applied and measurable, so that they can be
implemented and monitored effectively.
TASK 6
6.1 Gathering feedback from supervisee
Collecting information from feedbacks is very essential and important. This allowed me
in improving my understanding regarding various issues and problems. I was able to formulate
solution and implement them with the supervisee. This enabled me and the supervisee in
overcoming difficulties that were hampering working capabilities. The whole feedback system
was approached with a technique of interactive communication. It aided in keeping flow of
information smooth and also kept confidentiality of data to a higher level. Being a senior support
worker, my prime responsibility is to provide relevant feedback to employees regarding their
performance. This makes easier for me to analyse whether workers are performing well or not.
From the view point of workers, feedback help them in improving their performance and
productivity which is useful for their personal and professional growth.
The supervision template used had two heading or parts where one was for staff member
and other was for adult mental patient. In that, reviews of patients has been there which depicts
whether they are able to deliver quality services to them or not. Here by quality services means
19

whether they have provided all essential services to patients concerned with its illness. From
senior support worker point of view they review employees on the basis of completion of task
within the time frame that has been assigned to them. The supervisee is given the form before
the whole process is started, so that he can give feedback about each and every activity in a set
period of time. This aids in recording the end statement and condition which needs to be
analysed and appropriate measures has been developed. The patient or his family is also given
this form so that they can give their feedback regarding supervisee performance and ability to
sort their issues in a effective manner.
6.2 Key approaches adapted to deal with own feedback
There are various approaches which can be adopted for gathering feedbacks about the
service quality and management of resources in a effective manner. The very first technique is
interactive method that allows user in establishing a smooth channel where information flows
without any hindrance. In this method, relevant information or data transfers from one person to
another. This generates better understanding between them. The second approach is related to
the emergence (You and Zhang, 2012). It is used in a certain situation which come up suddenly
and have impact on organisation capability to perform. This approach allows user in creating a
contingent channels that can be used at the time when there are less resources available or there
is some hindrance in existing channel of communication. This approach is suitable when
company deals with ample contingency on frequent basis.
These two approaches are used by me and they enables me in providing creative support
to the Bradford District Care Trust, NHS. The feedbacks allows me in identifying variances that
exist in the system and also in people abilities against standard. I am able to formulate training
sessions for people in advance due to the feedbacks I received. I always ensure that all the
channels are open and staff members as well as end user experience and thoughts are analysed. I
am able to use different supervising techniques due to feedback which gave me insight about the
possible requirements and desires of individual.
With my current approach and as per feedback, supervisee and other people are happy as
they are able to put up their thoughts and suggestions easily and they are being considered to
develop a effective solution to their problems. Also with this they feel more connected and
associated towards the business concern and retains with them for longer period.
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CONCLUSION
Concluding this report I can say that in last 9 years I have gained a lot of knowledge and
experience which now assist me in providing creative support to NHS. I am also able to deal
with the adult mental health individual. I am working in day and night shifts where I ensure that
staff members and end users all are safe and sound and there are no conflicts. Today it is very
essential to ensure that all goals are achieved and the primary user of services is satisfied. There
are various techniques which are used in collecting feedbacks and ways in which it helps.
Basically, whole supervision process needs to be recorded so that in case of any issue in future, it
can be used as a evidence of training and solution to problem that persisted.
21

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