mod 14

Question 1

Even great supervisors may encounter more uncomfortable, less successful supervisory experiences.

For a(n) _____ supervisor, the difference will be significant and distressing while for a(n) ______ supervisor the difference will be less drastic but still noticeable.

Answer 1

novice
experienced

Question 2

Overly harsh feedback, unclear performance expectations, and lack of follow through are all examples of issues with the
_______ of supervision that may lead to a strained or damaged supervisory relationship.

Answer 2

quality

Question 3

One or both individuals in a supervisory relationship might behave in a way that hurts the other person. These issues could be a result of all of the following EXCEPT which one?

differences in communication styles
cultural differences
feelings of malice towards the other
personal histories or biases

Answer 3

feelings of malice towards the other

Question 4

Difficult supervisory relationships should be seen as which of the following?

failures of the supervisor
barriers to learning
learning opportunities
failures of the supervisee

Answer 4

learning opportunities

Question 5

Which of the following statements regarding supervisory practices is true?

A skilled supervisor is always assessing the health of the supervisory relationship.

It is safe to assume that a supervisory relationship is healthy without assessing how things are going.

If the relationship is satisfactory to the supervisor, it will also be satisfactory to the supervisee.

None of these answers is correct.

Answer 5

A skilled supervisor is always assessing the health of the supervisory relationship.

Question 6

In addition to asking questions to evaluate the supervisory relationship, what else should the supervisor do?

Ensuring the conversation is genuine and compassionate.

All of these answers are correct.

Make meaningful change in response to the answer.

Actively listen to answers.

Answer 6

All of these answers are correct.

Question 7

Which of the following is an indicator of problems in a supervisory relationship?

(Select all that apply)

unfavorable affect

avoidance, tardiness, absenteeism

favorable affect

both parties can describe tangible examples of satisfaction

Answer 7

unfavorable affect

avoidance, tardiness, absenteeism

Question 8

It is critical that the supervisee’s experience of giving feedback to the supervisor is _____.

This will likely help to increase the likelihood of the supervisee giving feedback in the future.

Answer 8

positive

Question 9

Which of the following is NOT one of the reasons why the supervisor should ask follow-up questions when the supervisee provides feedback?

Follow-up questions establish questioning and answering as interverbal chains that can increase the likelihood of conversation in the moment and in the future.

Follow-up questions can discourage the supervisee from providing critical feedback.

Follow-up questions may provide more insight into effective and ineffective supervisory practices.

Answer 9

Follow-up questions can discourage the supervisee from providing critical feedback.

Question 10

An important part of the assessment process is appreciation for personal, _____ that is, behavior means different things to different people.

Answer 10

context

Question 11

Conversations with ____ informants can help a supervisor understand how culture and diversity impact supervisory relationships and provide insight and strategy for solving problems that might arise from cultural differences.

Answer 11

cultural

Question 12

In addition to listening to feedback from the supervisee, what else should the supervisor do in order to monitor for indicators of problems with the supervisory relationship?

Monitor indicators in their own covert and overt behavior.

Ensure that the supervisee provides only positive feedback.

Avoid conversations about culture and diversity so as not to cause problems in the relationship.

Avoid thinking about their own biases, perceptions, and prejudices.

Answer 12

Monitor indicators in their own covert and overt behavior.

Question 13

Overt indicators of a problem in the supervisory relationship might be any of the following EXCEPT which one?

supervisor providing higher ratios of corrective to supportive feedback

dreading upcoming meetings

multi-tasking during supervision meetings

supervisor cancelling supervision meetings

Answer 13

dreading upcoming meetings

Question 14

______ , which involves rejecting or overlooking things deemed unworthy of one’s attention, is one of the most important indicators for a supervisor to monitor in their own behavior.

Answer 14

Dismissiveness

Question 15

Which of the following is NOT a suggestion made in the chapter for how a supervisor should respond if they suspect life events may be a concern for their supervisee?

Avoid discussing with anyone else to maintain the student’s confidentiality in sharing personal information.

Seek supports from human resources or student support service personnel.

Direct the supervisee to relevant resources and provide accommodations for the supervisee as needed.

Discuss the issue with the supervisee in a compassionate way.

Answer 15

Avoid discussing with anyone else to maintain the student’s confidentiality in sharing personal information.

Question 16

Self-reflection by the supervisor involves all of the following EXCEPT which one?

Collect data in supervision meetings and observations.

Determine whether they have followed core practices.

Review practices around supervision meetings and observations.

Help the supervisee follow through on self-management or self-care plan.

Answer 16

Help the supervisee follow through on self-management or self-care plan.

Question 17

Which of the following is NOT true regarding a supervisor’s self-reflection on their own supervision history and biases?

A supervisor might recall a negative experience in their own supervision and choose to take a different approach.

A supervisor may inadvertently imitate actions of a previous supervisor, including negative actions.

A supervisor’s history with supervision only affects their own supervisory practices if they consciously choose to imitate past supervisors.

A supervisor’s own history with supervision impacts their current supervisory relationship.

Answer 17

A supervisor’s history with supervision only affects their own supervisory practices if they consciously choose to imitate past supervisors.

Question 18

Which of the following is NOT one of the skills related to difficult conversations to address problems in the supervisory relationship?

describing issues, but avoiding uncomfortable topics

describing or exploring related barriers and contributing factors

describing or exploring the issue

describing or developing a plan of action

Answer 18

describing issues, but avoiding uncomfortable topics

Question 19

Which of the following is NOT true regarding termination of the supervisory relationship?

The supervisor and supervisee should have had several discussions about challenges before the topic of termination ever arises.

The decision to terminate should be made primarily to benefit the supervisor.

The relationship may need to end if the supervisee needs support beyond the resources available to the supervisor.

The conditions under which the supervisory relationship might be terminated should be clearly outlined in the supervision contract and discussed before problems arise.

Answer 19

The decision to terminate should be made primarily to benefit the supervisor.

Question 20

Which of the following is NOT one of the goals of the termination process?

identifying and outlining blame for the failure of the supervisory relationship

understanding the supervisor’s own needs for skill development

preparing the supervisee for a successful future

acknowledging difficulties that led to termination

Answer 20

identifying and outlining blame for the failure of the supervisory relationship

Question 21

Upon completion of the “Looking for Smoke: Detecting Indicators of Issues in the Supervisory Relationship” checklist, the supervisor should engage in self-reflection and work to identify the ______ of the problematic behavior and barriers to the desired behavior.

Answer 21

function

Question 22

Use the Appendix B: Considerations to Determine Scope and Focus of the Issue list to answer the following question.

If the issue being addressed occurs across multiple contexts, supervisors, or co-workers, which of the following might be contributing to the problem?

specific power struggle between the supervisor and supervisee

deficits in the supervisee’s repertoire and history

deficits in the supervisor’s supervisory repertoire

recent interaction between the supervisor and supervisee that may have damaged the relationship

Answer 22

deficits in the supervisee’s repertoire and history

Question 23

All of the following questions help guide a supervisor’s self-reflection on supervisory practices.

Have you clarified the nature of the supervisory relationship?
Do you use a
__________
agenda for meetings with this supervisee?
Do you use behavioral skills training to teach skills?
Do you provide frequent high-quality supporting and corrective feedback?

Answer 23

structured