The National Association of
Social Workers, Best Practices in Social Work Supervision guidelines (2013) suggests
that supervisors who are providing supervision services to those seeking
clinical licensure be familiar with Supervision Theory. Over the past three
weeks this blog has been exploring Social Work Supervision Theory. This week’s
article will focus on the Contextual Approach to Social Work supervision. Before
delving too deeply into this theory it is important to note that the way a
supervisor would utilize theory differs slightly based on how the supervision
is being provided. For example, if supervision is happening within a workplace
setting, versus a private pay arrangement. For reference ease, supervision
within the workplace will be called “Managerial Supervision,” and supervision
pursued outside the workplace in a private pay environment will be called “Advisory
Supervision” throughout the course of this article.
Contextual Approach
Contextual Approach to Social Work supervision was developed by Ming-Sum
Tsui in 2005 and can be best described as a marriage of multiple supervision
theories. What differentiates it is that it considers context in the
supervision process. Context in regard to this theory is identified as the
cultural, physical, and psychological/interpersonal environment in which a
supervision session takes place. To break it down even further, this theory
understands that supervision does not happen inside a bubble, but rather in
relation to situations happening around the session.
For the purpose of this theory, cultural elements considered to be
the social attitudes in the community in which the supervisee works. Physical
elements implied in this theory include the literal physical space where the
supervision occurs. And psychological/interpersonal environments are the
attitudes and emotions that the supervisor and supervisee each bring into the
session.
In addition to these contextual elements, this theory also
consists of three major components: 1. Supervision Contract which is necessary to understanding
the rights and responsibilities of both the supervisor and supervisee and can
include: meeting times, goals, expectations and tasks; 2.
Format, which is the when and how supervision is to occur; 3. Stage/Development, which is the literal age of the supervisory
relationship (i.e. is the relationship brand new vs. long established).
Another differentiating factor of this theory, and what makes it
perhaps the best suited of the three theories discussed in this series for
advisory supervision, is that Tsui considers the Supportive role of supervision
to be the most important function of supervision. Though he concedes that the
major objective of supervision is to monitor supervisee job function.
Here are some examples of how the Contextual Approach could be
used during Social Work Supervision:
Uses in Managerial
Supervision: Doria works for an agency that provides after school activities to
inner city children. Doria has been able to receive supervision from her direct
supervisor Cameron for the past year (Stage/Development). Doria and Cameron have
agreed to meet once weekly in Cameron’s office (Supervision Contract/Format)
where they discuss cases she may be working. Doria and Cameron frequently
discuss the struggles their agency is going though including lack of funding, and
the state of their agency’s building (cultural/physical environments). Doria
often shares her concerns regarding the frequent turnover of staff which
results in an increased workload for her and feelings of burnout (psychological/interpersonal
environments). Cameron provides Doria with supportive listening and suggestions
for how she can organize her caseload. Doria feels supported by Cameron and
despite her frequent feelings of being overwhelmed has no plans to leave her
agency.
Uses in Advisory
Supervision: Carol has been a Social
Worker for five years in a hospital setting and has goals to obtain her
clinical level licensure, however there are no clinically licensed Social
Workers currently working in her hospital as there is no position in the
hospital requiring this credential (Cultural Environment). Carol recently got
the name of a supervisor, Rachel, from a colleague who used to work with Rachel
in a similar medical environment. Carol has reached out to Rachel and they
recently met for their first supervision session (Stage/Development) in a local
room at a public library (physical environment). Rachel and Carol discussed the
supervision contract and expectations regarding preparation for each session (Supervision
Contract/Format). During their initial discussion the pair shared that they
both have young children and may have to cancel their sessions at a moments
notice if their children are in need (psychological/interpersonal environments)
both are comfortable with this arrangement. Because of their similar work backgrounds and stage of life Carol feels
that Rachel will be able to provide her with a great deal of support.
Each of the three theories discussed in these articles overlap in
some way, and can ultimately be argued to be useful in both managerial and
advisory supervision settings. The core purpose of all of these methodologies is
to ensure that a supervisor is considering the holistic experience of
supervision. Therefore, being familiar with each of these theories allows the
supervisor to customize the supervision experience for each supervisee. If
interested in the two other Supervision Theories discussed in this blog series
please visit our blog: besupervised@blogspot.com.
What are your thoughts on these theories? Do you use any other
theories in your supervision work?
Please leave a comment and let us know your thoughts on this
article. If you liked what you read please like our blog, besupervised@blogspot.com, or follow us on Facebook
(@LISWSupervision), or on LinkedIn at Be Supervised.
Sources for this Article
Britton, C. & Potter, C. (2009) Child Welfare Supervision; A
Practical Guide for Supervisors, Managers, and Administrators. Published by
Oxford University Press.
Interactional Supervisory Competencies. (Retrieved 8/9/2018).
Center for Social Work Supervision and Consultancy, http://cswsc.co.uk/
National Association of Social Workers, Best Practices in Social
Work Supervision (2013) https://www.socialworkers.org/LinkClick.aspx?fileticket=GBrLbl4BuwI%3D&portalid=0. Retrieved 7/31/2018.
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