| What is happening, or failing to happen, that is causing the trouble? | How might the supervisor go about improving this situation? |
|---|---|
Supervisee is not accepting feedback and has allowed personal feelings to control their response. | Supervisor could start feedback by first engaging learner by asking what they think they did well and areas they could improve. Supervisor should start out noting and praising things that were done well and then address problem areas. If applicable, Supervisor should model how task should be done and then observe as supervisee performs the task. Clear definitions of expectations and mastery should be reviewed. |
The trainee is not accepting feedback. | The supervisor should reestablish the relationship and explain the training process. |
the individual is not responding well to feedback | the supervisor should add in the tasks the individual does well and continue to supervise, model, or retrain if necessary |
defensiveness on behalf of the supervisee, failure of successful feedback delivery | review with the supervisee how they like to receive feedback and figure out a way to provide feedback more positively |
Anger and pride usurp purpose | Remain patient yet firm |
clarify the written program | model, rehearse, and provide feedback as needed |
The supervisee is allowing their own feelings/challenges/bias prevent them from appropriately accepting feedback. | Provide examples and non-examples through clear communication of how to accept feedback |
supervisee not accepting feedback appropriately | use bst to teach appropriate ways to accept feedback |
Good communication was not established. | |
need to establish why it is not being implemented first - is there a skills gap? Need for more modelling? | Offer support to revisit the programme, deliver training where needed |
Communication | Ask how they like to receive feedback to see if you can change the way they get it |
The supervisor perhaps did not clarify feedback delivery methods | Reviewing that speciations consist of feedback delivery and providing tools to fix the issue and identifying the barriers |
3to | not sure |
Supervisee is not being analytic about feedback and is taking it as personal criticism | Discuss why feedback is necessary, how to receive and implement feedback and also provide positive feedback of what is working well |
BT is taking the feedback too personally | The supervisor can double check how the supervisee prefers to receive feedback and attempt to match this as best as possible. Also try to best provide it sensitively and highlight strengths and positives as well |
Supervisee is not responding to feedback appropriately | Discuss how to respond appropriately to feedback |
The supervisee is failing to accept feedback | Help supervisee improve accepting feedback |
addressing concerns in a way the staff prefers | complete more training and ask staff how they best receive feedback |
Possibly not having clearly demonstrated the procedure or reasoning for the methodology. | Take a step back and review the original training for possible confusion. |
Supervisee’s response to the feedback | Discuss how they would like the feedback |
Feedback is not being accepted | Be direct about feedback and welcome feedback from the supervisee |
Clear feedback needs to be given about how feedback is to be received - it can be done with compassion and empathy - | The supervisor can reference articles that demonstrate how feedback is to be received and review the goals of supervision - to improve! |
The supervisee is not taking feedback with intent to further learn and more importantly the supervisor needs to provide feedback in an effective way that helps the trainee learn while motivating them. | The supervisor should provide positive reinforcement, praise while talking to the supervisee about how they best receive feedback. |
Communication. Expectations | Clear written expectations |
The supervisor is monitoring the supervisee's performance which is a requirement of supervision, but the supervisee is struggling to respond appropriately or ethically. He is failing to receive feedback. | The supervisor could help provide the supervisee with instructions on how to receive feedback and could also be sure to provide positive feedback with the negative feedback. |
| What is happening, or failing to happen, that is causing the trouble? | How might the supervisor go about improving this situation? |
