Counselor Supervision by Ladany Nicholas;Bradley Loretta J.;

Author:Ladany, Nicholas;Bradley, Loretta J.;
Language: eng
Format: epub
Tags: Behavioral Sciences
Publisher: Taylor & Francis Group
Published: 2010-05-03T00:00:00+00:00

Validation and Feedback

One important outcome of group participation is the opportunity to test perceptions and improve communications with others. Group work supervision provides supervisees the opportunity to receive validation for their own ideas and opportunities to practice their nascent skills while testing emerging theories of group leadership in the company of their peers.

Since the provision of feedback that is both accurate and helpful is especially critical in facilitating group process, group work supervisors will need to help supervisees develop their skill in giving and receiving feedback. Stockton and Morran (1982) have cautioned, however, that positive feedback, whether or not it is followed by negative feedback, is more effective than negative feedback in influencing members to change their behavior, especially in early sessions. Linton (2003) found that even if feedback has a positive/supportive emotional valence, students rated it negatively when it was not perceived as constructive (i.e., positive feedback, which has within it guidance or directives for improvement). Consequently, supervisors are advised to limit feedback in early sessions to behavior description and to emphasize that feedback is only the perception of the giver. Providing opportunities to practice giving and receiving feedback during group supervision helps promote supervisees’ skill development, especially when the supervisor can model nondefensive reactions to feedback on the supervisor’s leadership. However, supervisees may experience difficulty receiving feedback from peers with whom they had a significant prior relationship (Linton, 2003). Supervisees are more likely to benefit from the collective feedback of a heterogeneous group as well as from the modeling of others when they challenge their biases and stereotypes (Corey, 1995; Linton & Hedstrom, 2006).

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