Personalizing a Supe.edited.docx CCMH/581 Personalizing a Supervision Model CCMH/581 Personalizing a Supervision Model Counselors and clinical supervisors need to develop their model for counseling and supervision.
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Personalizing a Supe.edited.docx CCMH/581 Personalizing a Supervision Model CCMH/581 Personalizing a Supervision Model Counselors and clinical supervisors need to develop their model for counseling and supervision. Each student counselor must develop or become aware of their philosophy or theoretical orientation of supervision. In this essay, I will show my understanding of my beliefs and values that influenced my choice of this model. I will describe the underlying tenets of the theory and the major strengths and limitations of the model. I will also describe why this model is a good fit for me, and how I would personalize this model to meet the needs of the supervisor and supervisee. Beliefs and values The supervisor model I choose was the Integrated Development Model. This is my model of choice as it aligns with my personal beliefs and values. My life has influenced a lot of who I am and what I believe in. For example, as a teacher, I believe that we all learn in our ways. We do not go through stages at the same time or in the same way, which all aligns with this model. We are only as successful as those we work with and learn from. Supervisors are going to play a huge part in a supervisee™s development. They are there to guide and teach student counselors. In this field making mistakes can have a server impact on our client. Having a supervisor who sees me as a part of their team can help me in developing my skills and can motivate me in being open to feedback. I value respect and development. T. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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