Supervisor Cultural Humility and Supervisee Nondisclosure: The Supervisory Working Alliance Matters

Ertl, Melissa M.; Ellis, Michael V.; Peterson, Lawrence P.

doi:10.1177/00110000231159316

Cited by 10 publications

(5 citation statements)

References 57 publications

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“…They found supervisor cultural humility regarding supervisees' (but not clients') cultural identity was significantly associated with supervisees' satisfaction with supervision, underscoring the complex nature of "layered cultural interactions" in supervision. Additionally, Ertl et al (2023) found supervisee perceptions of supervisor cultural humility to be inversely related to supervisee nondisclosure in supervision, with SWA mediating this relationship.…”

Section: Supervisor Cultural Humilitymentioning

confidence: 92%

“It Felt Like Such a Closed Door”: Supervisory Cultural Rupture & Humility

Jadaszewski,

Speight,

Alshabani

et al. 2023

The Counseling Psychologist

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The present study used a multimethod approach to investigate supervisees’ perceptions of memorable cultural ruptures in supervision and the relationships among supervisor cultural humility, negative affect due to ruptures, and supervisory working alliance (SWA). The researchers gathered data from 209 graduate supervisees to test four quantitative hypotheses and examined supervisees’ experience of cultural ruptures using consensual qualitative research-modified (CQR-M). Quantitative results replicated findings from research on cultural humility and rupture in the therapeutic alliance, supporting a model of the relationship between supervisor cultural humility, negative affect due to rupture, and SWA. Results did not support the hypothesis that supervisees’ perceptions of the importance of identities implicated in a rupture moderated the relationships among other primary variables. Qualitative findings revealed three domains: supervisor dismissing and misunderstanding culture; trainee disengagement in supervision; and trainee emotional distress. Qualitative findings highlighted the range and severity of supervisor behaviors resulting in or exacerbating cultural ruptures.

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Section: Supervisor Cultural Humilitymentioning

confidence: 92%

“It Felt Like Such a Closed Door”: Supervisory Cultural Rupture & Humility

Jadaszewski,

Speight,

Alshabani

et al. 2023

The Counseling Psychologist

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“…Trainees report increased levels of self-efficacy and confidence in the clinical services they provide when their supervisors can skillfully discuss race and culture in supervision (e.g., Constantine, 2001; Kissil et al, 2013). Trainees are also more willing to disclose needed clinical care details and ask key treatment questions, which may enhance the overall efficacy of supervision (Ertl, Ellis & Peterson, 2023). In addition, trainees report a stronger supervisory working alliance and overall, more positive attitudes toward their clinical professional development and training (e.g., Crockett & Hays, 2015).…”

Section: Benefits Of Multiculturally Competent Supervisionmentioning

confidence: 99%

Getting Racism Out of Our Work (GROW): Design, deployment, and early outcomes for a program to increase psychology supervisor’s multicultural competence.

Childs,

Crusto,

Miller

2024

Training and Education in Professional Psychology

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When psychology clinical supervisors lack the fundamental knowledge and skills required to provide racially and culturally competent supervision, trainee satisfaction, clinical practice, and professional development suffers. Knowledge of key culture and diversity frameworks must be paired with integrated skills and to improve racially and culturally responsive clinical supervisory practices for health service psychology trainees. Organized around Kern's six-step approach, this article describes the development and pilot implementation of the Getting Racism Out of Our Work core program to provide psychology supervisors with the aforementioned foundational knowledge and skills. Pilot participants reported high levels of satisfaction and applicability of program learning to their supervisory practice. Opportunities to improve the program, such as increasing access to expert consultants and improving accessibility via alternate formats (e.g., asynchronous learning) were noted. Key learnings and future directions are discussed. Public Significance StatementWhen psychology supervisors lack the knowledge and skills to provide racially and culturally responsive clinical supervision, psychology trainee's clinical practice, and professional development suffer. These supervisory deficits must be addressed with focused training. This article describes development and pilot implementation data for a program designed to provide psychology supervisors with key foundational frameworks and focused strategies to improve racially and culturally competent supervisory practices.

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“…To establish the most robust evidence, research can be conducted under a host of conditions: diverse clinical training contexts (e.g., university counseling centers, mental health consortiums), supervisees at varying levels of training, supervisors of varying therapeutic orientations, and supervision dyads of varying racial and cultural compositions. Recent studies examining the harmful supervisee experiences and inadequate supervisory feedback (Hutman et al, 2023;Ladany et al, 2013) and promoting supervisor cultural humility, supervisory working alliance, and collaboration (Ertl et al, 2023;Upshaw et al, 2020) suggest new avenues to use the tool in research. A far-reaching research agenda would attempt to establish the linkage of supervisees' development of MCC to their facilitation as therapists of therapeutic outcomes.…”

Section: Future Researchmentioning

confidence: 99%

Multicultural Counseling Skills Evaluation Form: A Tool for Clinical Supervision

Sahu,

Bell,

Ridley

et al. 2024

The Counseling Psychologist

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As trainees’ development of multicultural counseling skills has become integral to graduate training in the mental health professions, so has the necessity of competent supervision for developing these skills. A critical component of supervision is evaluation, the process of observing, judging, and providing feedback to supervisees about their development. However, there is a paucity of guidance and resources available to assist supervisors in evaluating the multicultural skill development of supervisees. Such a vacuum opens the door for considerable bias as well as judgmental and inferential errors, resulting in the real possibility of unsound, unreliable, and invalid evaluations of supervisee development. This article presents the Multicultural Counseling Skills Evaluation Form (MCSEF), a 23-item instrument designed to fill the vacuum. The conceptual foundation of the form, development of items and revisions through expert review, potential utility in training and evaluation, and limitations are discussed.

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Supervisor Cultural Humility and Supervisee Nondisclosure: The Supervisory Working Alliance Matters

Cited by 10 publications

References 57 publications

“It Felt Like Such a Closed Door”: Supervisory Cultural Rupture & Humility

“It Felt Like Such a Closed Door”: Supervisory Cultural Rupture & Humility

Getting Racism Out of Our Work (GROW): Design, deployment, and early outcomes for a program to increase psychology supervisor’s multicultural competence.

Multicultural Counseling Skills Evaluation Form: A Tool for Clinical Supervision

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