Supervisory Relationships in Counseling in Term Paper

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al, 2003). Because of this it is important that supervisors establish an evaluation process that benefits supervisors and supervisee. One way to do this is by creating a 360-evaluation protocol that would allow supervisees to rate the supervisor in addition to any evaluation the supervisor offers the incumbent (Clark, et. al, 2003).

More dynamic feedback analysis such as that afforded by a comprehensive 360 evaluation will help train supervisors and teach them how to better communicate and establish meaningful relationships with their supervisees (Holloway, 1999). This type of evaluation process may benefit supervisors by providing them with insights regarding supervisee satisfaction, perceptions of quality care and may help the supervisor determine areas for further training or improvement in the future. It also gives the supervisee ample opportunity to share valuable insights that might not otherwise be shared in a less formal evaluation setting.

Some of the research supports creation of a feedback scale to help the supervisor clarify his or her role in the relationship (Bernard & Goodyear, 1998). A feedback form combined with self reporting may help the supervisor better understand their role in developing supervises skills, which in turn should positively affect the client outcome (Clark, et. al, 2003).

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It is important that supervisors are evaluated as comprehensively as supervisees, using methods other than a self-report scale, which is far to subjective to provide adequate information to effectively evaluate a supervisor relationship.

Quantity of feedback should not be nearly as important as capturing quality feedback.

Conclusions

The literature review supports the need for further studies related to quality feedback in the counseling profession. As pointed out by several studies, the quality of supervision may impact the supervisee's ability to perform well in multiple situations (Clark, et. al, 2003). Thus it is important that evaluation techniques focus on improving the quality of the supervisory relationship.

The information currently available suggests that far too many supervisor and supervisee relationships rely on self-reported feedback to direct the relationship. Information from the literature review supports a more comprehensive approach that includes a feedback mechanism that would allow the supervisee to rank the supervisor and the quality of supervision offered. This type of evaluation will help foster more communication and may help the supervisor better determine what skills the supervisee needs to develop to foster better care for clients......

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