6 R Model Of Supervision
Description
Vocal Characteristics
Language
EnglishVoice Age
Middle Aged (35-54)Accents
British (General) British (Received Pronunciation - RP, BBC)Transcript
Note: Transcripts are generated using speech recognition software and may contain errors.
one learns most when they he and feel words as opposed to focusing on the status race rank or position off the person they are engaging with. When the attention to listening is unfocused, you will only hear the noise in your own head. To activate this state off attentive and focused listening, one must strip themselves off the egotistical overcoat. Put down their object of fair, whatever that might be. Your pen, your laptop for your phone and switch on the receptivity button. You must be willing to accept some vulnerability to engage relational e and humanly. These are the two most essential ingredients to build effective supervision on relationships. I listened and learned from my Children from the residents. I've walked alongside my supervise ese as well as my professors on the great heroes and heroines that continue to inspire me. Listen without prejudice, connect, reflect and grow. Welcome to the school or shops. Today I begin my first Siri's called reenergising supervision about my content. I hope to share good practise tips, tools, models from very disciplines and show you how I practically apply them to the fuel of sexual. In today's video, I will share one of my own developed models called the six R's for supervision. My model is multi purpose. It can be used in supervision to reflect four action. So thinking about your thinking for what both a supervisor on a supervising want supervision to look like. It can also be used for reflecting in on on action during supervision. The idea behind this model is to reiterate the importance off the supervisory relationship and to significantly highlight that both the supervisor on the supervising play an active role in shaping their supervision. Now no model will work as effectively or to its full potential without the existence of a relationship between a supervising on a supervisor. This model model, however, helps you in building that relationship, laying the first block for a strong foundation. The model has six faces and those of the six key ingredients for effective supervision. They all connect and can cross over on apply to both the supervisor on the supervising. When they come together, they form a queue. The strong first building block. Let me introduce you to each are so imagine you're using this in your first supervision session. You might be a team manager on DH. Somebody, a staff member has joined the team. You might be a practise educator and you're about to supervise your first student. So how can you use this model? You bring this model along with you. Let's look at the R's. So let's look at the first are regular here you consider together. How regular do you want supervision to be in this virtual world? Might this need to be different? Toe What existing policy states regularity is vital for the relationship vocabulary way have become very familiar with the result of the black lives. Matter is microaggressions micro sensibilities. So what message might you give if you prioritise the work? Other work over offering regular supervision to your star for to your students Think about regularity. The first stole the second R relational. So as a supervisor, how do you intend to make sure that supervision is relational? How are you going to show professional kindness? What are the supervisors, Hopes and aspirations for supervision? Have you asked them? Will you consider health and well being and emotions? And if so, what tools might use to support this? This's your second relational. Third are reflective. How will you incorporate and ensure supervision is through a reflective lens. Again. What models might you use? Cold Gibbs, The Chez model, The Mandela model? Will you ensure supervision is a safe space to reflect on the emotional responses way have to our work? The third R was reflective. Let's look at the next three hours. Now I want to shift the focus onto you. The supervising the next hour responsibility. So what power do you have to shape your supervision? Power is not a dirty word in social work when used to enact positive change fairly so as supervises show up. Take responsibility to invest in your development. Show your power. Think about what you want and need for the 1.5 hours you might spend in supervision. The next art realistic. Consider your expectations. What might the professional boundaries be? Exercise professional realism in recognising that your supervisor is not apparent or friend, but do you share your expectations? What do you expect from your supervisor? You should expect validation and criticality to be realistic about what you can achieve in the time for supervision. So moving forward to the final are reciprocal. So remember supervision is not something that is done to you. It's done with you. Own it. Contribute. Come with ideas. Take from it abundantly. But give abundantly to show appreciation and validate your manager as well on Give Feed that on what's not working so well. Now, if your supervisor is engaging in the R's, then they will have no problem in you giving them some feedback. Actually, they will welcome it. I will end today's video by a tweet from Dr Silvestri. Significant relationships are a process, a union that comes to fruition through mutual learning. I believe that my model offers the opportunity to learn together and think about your thinking for supervision. Thank you for taking time to join me today. I'll be back in a couple of weeks. In the meantime, please don't forget to subscribe on. Also follow me on Twitter, which is leaked the line