Recently, I wrote about our mentors/supervising tools as an axe; it’s a tool that needs to be sharpened often. Likewise, we need to find ways to keep us sharp. Here, your client’s feedback can be a great asset to sharpen your tools. Unlike speaking to a third party, your client knows exactly what is happening in your sessions, and they also know what they need personally. They are the best people to review your work…

New Series!It is important to continually analyse and adjust your own mentoring methods, not just assume that you are being effective. You should apply assessments, self-reflection, and the assistance of outside perspectives and wisdom to discover what is working and what needs adjusting, your strengths and weaknesses…

We have spent a lot of time looking at the nitty-gritty elements of the relationship between mentors and mentees/supervisors and supervisees; how to handle delicate information and situations, how to treat clients with integrity and dignity, how to navigate conflicting interests…. Many of these issues come back to the parameters of the relationship. A parameter is a fixed limit on

How can we be sure that we are acting in the best interest of our mentees or supervisees? When in doubt, I always look to Jesus. Jesus was a servant leader. He led his disciples with humility. A classic example is how he washed the feet of others; he took the place of a servant because he wanted to show how he cared about the well-being of his followers. He wanted to help them feel clean…

Having a code of ethics, and then living by that code, is a mark of a strong mentor or supervisor. As a guide and caretaker of others, you set an example by reflecting on your own beliefs and becoming aware of the codes of ethics at play around you…

There are two main ways I’ve seen conflicting interests affect mentors/supervisors; one is a personal conflict of interest, and the other is a dual relationship…

As with many abstract terms, it can be hard to articulate how to maintain integrity. For me, integrity means that a person acts consistently honest and true to their morals, whether in private or in public. Think of our modern social media influencers; they may present themselves as living a perfect life while hiding their struggles and flaws. Many people often hide behind a false image of themselves, but we need to be authentic, honest and open to sharing our flaws and struggles with our mentee/supervisee when appropriate…

The idea that a mentor or supervisor should be treated with respect and dignity is far from a new or radical concept: it’s foundational to the work. Most mentors and supervisors enjoy working with others, but even the most easy-going person occasionally runs into someone they find difficult to work with. This can be because of a conflict in beliefs, attitude or actions, but a mentor/supervisor should never let this difficulty come across, and should focus on empathising with the client and helping them move forward. Within the Christian world, there is the recognition that everyone is a child of God and should be treated as such…

What does it mean to be principled in your practice? This is an essential competency for a mentor/supervisor… which we will be focusing on for the next few weeks. To be principled in practice means that you “adhere to core values and beliefs rooted in sound doctrine.” Every mentor/supervisor needs a code of conduct for their practice. There are likely already some set up for you, beginning with the legal requirements in the area you practise, including the denomination or professional association you are working within…