Sometimes, it feels like the to-do list for a mentor/supervisor is eternal… and in many ways, it is. There will always be another phone call, another appointment to book, another bill to pay, another client to qualify. This can feel overwhelming. However, following through on your commitments when you say you will shows the people you are working with that you are trustworthy and that you value them. Understanding proper task management can help you to feel confident that you have control over your business and turn that sense of anxiety into productivity…

Once again, I want to stress the importance of confidentiality with clients and its limits. Knowing that what is said during sessions will remain between just the two of you will create a sense of safety, allowing the client to be more honest and vulnerable. This will strengthen your relational bond and make the work much more effective…

When we consider the competencies required for mentors and supervisors, the first skills that come to mind are usually things like emotional intelligence or leadership experience. We often overlook the nitty-gritty elements of the job such as administrative skills. Understanding how to organize and manage our business is crucial. These are the gears which move the machine, allowing us to be the mentors and supervisors we want to be. We need these gears to be well-oiled and turning smoothly in order to focus on what really matters; our clients…

What is a conflict of interest?This arises when the mentor/supervisor has multiple interests in a client when they are providing a role that should only focus on the professional interest as a mentor/supervisor. Examples are working with a person you are too close to; a friend, family member, or a person you have a romantic interest in. It can also occur in business relationships; mentoring your direct superior or subordinate could easily result in biased advice to promote your own interest…

Anyone who watches sports knows that it is not one player that wins the game, it is the team. Yes, there are MVPs (Most Valuable Players) but the game wouldn’t be the same without a goalie… without defense… without a coach. This is a good principle to bring into mentoring and professional supervision. We are not competent in every area. We all have our strengths and our weaknesses, our own set of skills and our own experiences to draw from. Even the best mentor or supervisor has limitations…

Legal matters and workplace insurance (liability coverage) are an essential part of our work as mentors and supervisors. Finding liability coverage and maintaining it should take up a very small percentage of our time, and once it is set in place, we shouldn’t have to focus on it very often. All that being said, today, we will briefly touch on why liability coverage is important…

Just wanted to let you know that I’m going to be presenting at the Church Mental Health Summit on October 10 along with 50+ other presenters…

The focus of many of these blogs has been to explore the essential competencies of mentoring and supervision. However, it’s also important to understand where we are not competent…

If you have been following Verve Lead’s posts, you will have heard many times about the importance of mandatory reporting. You know the complications that can arise ethically and personally when reporting is handled incorrectly or poorly. This topic arises often because, more than any other competency required in mentors and supervisors, the failure to report has serious legal ramifications and can lead to even more devastating consequences. It can result in serious bodily, psychological or emotional harm or even death…