1. Debriefing with Good Judgment for Supervisors
First Classroom Session

2. Getting to Know You Office you work in
Favorite thing about Supervision
What you hope will improve b/c of this course
Weirdest job you’ve ever had

3. How do we want to learn together?
We believe that everyone here is intelligent, capable, cares about doing their best, and wants to improve.*
Do we need ground rules for?
Respect Accountability
Use of technology
*Harvard Medical School – Center for Medical Simulation

4. Structure of the Course
eLearning (2 hours)
Classroom session (3.5 hours)
Practice in the field and report back
Classroom session (2.5 hours)
Online Coaching session (2 hours)

5. Learning Objectives
Supervisors will understand the connection between their frames about supervision and their style of providing feedback to those they supervise.
Supervisors will identify the differences between how feedback is provided using DWGJ and using direct and indirect styles.
Supervisors will create advocacy and inquiry statements which they could use to begin learning conversations with staff in response to multiple scenarios.

6. Let’s take a look at our frames:
Partner with someone you didn’t come with today
Discuss your answers to the Reflection Questions worksheet

7. Styles of feedback Direct Indirect No feedback
What are the frames (beliefs, values, thoughts) of the supervisor when using this style?
What are the actions taken and not taken by a supervisor when using this style?
How does it feel to be the worker in the feedback conversation when this style is used?
What is learned by the worker in the feedback conversation when this style is used?
Styles of feedback
Direct
Indirect
No feedback

9. Debriefing with Good Judgement
Feedback is not. . .
inherently damaging to a worker
(as believed in the “non-judgmental” approach)
simply a means of changing this outcome
(as in the judgmental approach)
Feedback is…
a helpful and essential part of learning and skill development.
integral to a positive supervisory relationship.
Feedback that supports staff to reflect and change will impact the outcome in many cases, not just one.

10. Reflecting on the Video
What frames do you think the supervisor might have had about this conversation?
What are the actions that were taken (and not taken) by the supervisor?
How do you think the worker felt?
What may have been learned?

11. Debriefing with Good Judgment
Pre-Brief
Reactions
Preview
Advocacy
Inquiry
Listen & The Learning Conversation

12. Pre-Brief Clarifying expectations Going to give feedback Focusing on X
Anything else that is important
Logistics
Basic assumption

13. Debriefing with Good Judgment
Pre-Brief
Reactions
Preview
Advocacy
Inquiry
Listen & The Learning Conversation

14. Reactions Preview How are you feeling after that???
Attend to emotional needs
Normalize stress
Preview
I want to talk about X, Y, and Z.
Is there anything you’d like to talk about?

15. Debriefing with Good Judgment
Pre-Brief
Reactions
Preview
Advocacy
Inquiry
Listen & The Learning Conversation

16. Advocacy – what you observed; what the impact is
What did or didn’t happen
Specific and concrete observation
“I observed”
“I saw”
“I heard”
“I noticed”
Your concern about what you observed.
Why you see it that way.
Draw the link between worker’s action and the result, from your point of view
“I am concerned because. . . “

17. Debriefing with Good Judgment
Pre-Brief
Reactions
Preview
Advocacy
Inquiry
Listen & The Learning Conversation

18. Inquiry – Asking their perspective
Be genuinely curious
Aim to discover their perspective
Use short, open‐ended questions
“I am curious, how do you see it?”
“What was happening at that point?”
“How did you experience that?”
“I wonder why.”
“What were you thinking when ___?”
“What were you hoping to accomplish?”
“What is your take on this?”

19. Advocacy- Inquiry examples
I noticed your assessment has “see CPS IA” in several places.
I’m concerned because that information needs to be updated to show that we’ve continued to assess safety within the family.
I wonder how you see it?

20. Advocacy- Inquiry examples
It sounds like you are getting ready to return these children home, but it looks like visitation is still at 2 hours per week, supervised.
Expanding visitation is an important part of supporting families toward return home.
What are your thoughts?

21. Let’s Try this Out! Advocacy Inquiry I Saw: Your concrete observations
Specific facts, objective — “I saw…” or “I heard…” or
“I noticed..”
I Think: Your perspective and why it matters
Your point of view on how worker action led to the result — “I think…” or “I am concerned…” or “I am pleased…”
I Wonder: Open-ended inquiry into learner perspective
Short, open-ended questions/statements inviting their thoughts and perspective — how you see it; what your take on this was;
Advocacy
Inquiry

22. Actions (or inactions) are based on frames
Learning/Feedback conversation should draw out and identify the person’s frames
Staff and/or Supervisor may need to reconstruct their frames

23. Possible Frames Driving Staff Actions
Assumptions
“I believed the parent when they said the didn’t know.”
“The child didn’t disclose so we can’t move forward.”
“The court won’t agree so we shouldn’t bother asking.”
Feelings
“I was afraid” “I had a ‘gut feeling’” “I was feeling really good about it.”
Goals
“I just wanted to develop a good relationship”
Personal Rules
“I contact two collaterals on each intake.”
“If the parent is using drugs they can’t be a safe parent.”
Knowledge
“Parents are entitled to visits no matter what.”
Understanding
“The placement was the only one concerned, and I thought a professional had to raise concerns before we’d act on that.”
Skill level
“I know I’m supposed to get information about the other adults in the home but they wouldn’t talk with me.”

24. Your mission, should you choose to accept it…
Use Advocacy-Inquiry with a worker in your office before the next session…
ideally after observing an interview/meeting with a client.
the coach to recap what happened.
Create an Advocacy-Inquiry statement in response to the attached FAR-FA.
Bring it to the next session.

25. Thanks for your attention!
Have a great day!