| What is happening, or failing to happen, that is causing the trouble? | How might the supervisor go about improving this situation? |
|---|---|
delivering performance feedback | a more frequent performance checkin system |
Connie may be too removed and is unapproachable or her style of supervision is not being taken well from supervisees | the supervisor can meet with the group and address any barriers |
lack of communication regarding changes. also lack of checking in on requested changes | Clear boundaries |
Inefficient supervision | Improve supervision |
The supervisor not providing specific deadlines may indicate to supervisees that the requests are unimportant. | Discuss with supervisees the importance of following through with expectations, giving examples of how the supervisor has to meet expectations |
trainees are not completing action items - they do not realize the time they are expected to complete them in | supervisor can address lack of response and include timelines with future requests. |
Lack of responding from supervisees. There are no timelines established for responding. | The supervisor could include a response time in the email requests, She could establish a level of response requirements and a timeframe for responding to each level. |
lack of direct supervision | increase direct supervision |
Ineffective supervision is taking place and deadlines are not being followed / set | Give feedback regarding deadlines. Explain expectations and review task completion |
Supervisor has been too lax with approach to supervision. | Supervisor should set clear expectations and enforce established deadlines. Supervisor should increase observations and opportunities to provide feedback in order to improve repertoire with supervisees. |
Connie needs to provide more immediate feedback instead taking the "hands-off" approach. | Connie can engage with the trainees and be more involved. Once she feels more comfortable she can reduce the amount of control. |
supervisees are not respecting the role of the supervisor | she should start monitoring the supervisees more closely, addressing the roles each person has, and set clear expectations |
lack of appropriate and effective supervision | increase supervision hours and provide immediate feedback during session |
Failing to establish expectations | Being transparent and seek to reset the situational relationship |
Trainees are failing to respect her as a supervisor | Connie can tell trainees that they need to adhere to her requests and give them a timeline to implement the changes |
trainee are nor responding timely | train trainees how to respond in a timely manner |
The trainees not being receptive to 'requests' and making changes accordingly is causing trouble. | Connie needs to be more frequent and firm in her communication with her trainees |
clear expectations and scheduling has not been set | set clear expectations and timing of tasks |
Lacks on delivering feedback. | |
Failing to meet expectations, not respecting requests made by supervisors | Address in supervision, check messages are getting to recipients through 'read' receipts and then revisit requirements of job role and expectations |
She needs to build more rapport with her supervisees so they want to implement the things she's suggesting | Meeting with them more often and building rapport |
Not identifying expectations and timelines | Assess the situation by inquiring about the unaddressed requests and how to improve |
no report | no report |
Professional consistency, regular observation and timely feedback with deadlines on follow-up | Provide expectations with clear deadlines |
the trainee is not following connies requests. | Monitor trainee closer and provide feedback. |
| What is happening, or failing to happen, that is causing the trouble? | How might the supervisor go about improving this situation? |
