You’ve been promoted and want to build an effective team, but you’re left on your own and wondering if you have the skills and knowledge to step into this role.
You’re finding yourself doubting your own ability to support other professionals under you and wondering whether you’re really ready for this.
From Imposter Syndrome to Confident Clinical Leadership
What you’re missing is a framework and the confidence to pull your experience into your clinical leadership.
Many new supervisors and managers are promoted without being offered additional training. I will help you stand out from the time you’re preparing to interview until you feel competent in your new management role.
I will help you with the following:
- Identifying a model of supervision
- Developing a supervision contract
- Giving effective feedback
- Documenting supervision and critical feedback
- Coaching someone out of the job
- Ethical dilemmas
- Celebrating strengths and achievements
- Getting buy-in for structural changes in your workplace
Know The Goals Of Clinical Supervision
Good clinical supervision should provide the following:
- Working towards the skills needed for licensure
- Support
- Learning opportunities
- Ongoing feedback on clinical skill and documentation
- Openings for feedback from the supervisee to supervisor
- Exploration of identities and intersectionality to build self awareness of biases and better support clients
- Exploration of your learning style so that the supervisor is supporting you individually
There is an inherent power imbalance between supervisee and their clinical supervisor, and this is exacerbated when the supervisor is also responsible for the supervisee’s employment and/or ability to become licensed. I will help you learn how to address this with your supervisees throughout their clinical supervision with you.
Why Me?
I have held clinical leadership positions at community mental health agencies and justice reform non-profits. Additionally, I have consulted with nonprofits to support them in effectively building and managing clinical, grant-based programs and to directly support their clinical staff.
My orientation is person-centered, strengths-based, and trauma- and systems- informed. I use an integrated supervision framework called Bernard’s Discrimination Model of Supervision, accounting for the clinician’s stage of development, skill level, and self awareness. My supervision and consultation incorporates my certification as a compassion fatigue professional, supporting your sustained growth as a leader with boundaried compassion for yourself and your staff.
📩 Reach out to learn more about consultation for managers and new clinical supervisors or to schedule your first session.
Together, we’ll turn your training into embodied confidence so that you can best support your supervisees and the people they treat.