Clinical Supervision and training
Professional Supervision
Dr Kot is not only rich in clinical experience, but also a well known international speaker. She founded one of the non-profit organisations "Rafa Foundation" and wrote four books for her and designed a series of emotional and spiritual health courses. She trains and supervises many professional psychological counseling talents. She provides clinical supervision for mental health professionals either individually or group format. She has many years of experiences in providing supervision and training to professional counsellors, social workers and doctors, nurses and mental health workers. The supervisees are enable to develop knowledge and competence in conducting psychological assessment and psychotherapy.
For more information about Dr Kot theoretical orientation for her therapy work
It is crucial important to find peer support and clinical supervision to your work with your clients as dynamics of human behaviour can be very intricate and sometimes we may have our own blind spot and may easily got lost in the midst of helping the person. Clinical supervision is emerging as the crucible in which counselors acquire knowledge and skills, providing a bridge between the classroom and the clinic. Supervision is necessary to improve client care, develop the professionalism of clinical personnel, and impart and maintain ethical standards in the field. In recent years, especially in the clinical supervision has become the cornerstone of quality improvement and assurance.
1. Functions of a Clinical Supervision
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Facilitate the integration of counselor self-awareness, theoretical grounding, and development of clinical knowledge and skills;
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Improve functional skills and professional practices. These roles often overlap and are fluid within the context of the supervisory relationship.
2. Roles of the Clinical Supervisor
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Teacher: Assist in the development of counseling knowledge and skills by identifying learning needs, determining counselor strengths, promoting self-awareness, and transmitting knowledge for practical use and professional growth. Supervisors are teachers, trainers, and professional role models.
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Consultant:Bernard and Goodyear (2004) incorporate the supervisory consulting role of case consultation and review, monitoring performance, counseling the counselor regarding job performance, and assessing counselors. In this role, supervisors also provide alternative case conceptualizations, oversight of counselor work to achieve mutually agreed upon goals, and professional gatekeeping for the organization and discipline (e.g., recognizing and addressing counselor impairment).
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Coach: In this supportive role, supervisors provide morale building, assess strengths and needs, suggest varying clinical approaches, model, cheerlead, and prevent burnout. For entry-level counselors, the supportive function is critical.
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Mentor/Role Model: The experienced supervisor mentors and teaches the supervisee through role modeling, facilitates the counselor’s overall professional development and sense of professional identity, and trains the next generation of supervisors.
Developmental Stages of Counselors
Counselors are at different stages of professional development. Thus, regardless of the model of supervision one chooses, one must take into account the supervisee’s level of training, experience, and proficiency. Different supervisory approaches are appropriate for counselors at different stages of development. An understanding of the supervisee’s (and supervisor’s) developmental needs is an essential ingredient for any model of supervision.
Various paradigms or classifications of developmental stages of clinicians have been developed, this TIP has adopted the Integrated Developmental Model (IDM) of Stoltenberg, McNeill, and Delworth (1998) (see figure 2, p. 10). This schema uses a three-stage approach. The three stages of development have different characteristics and appropriate supervisory methods.
It is important to keep in mind several general cautions and principles about counselor development, including:
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There is a beginning but not an end point for learning clinical skills; be careful of counselors who think they “know it all.”
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Take into account the individual learning styles and personalities of your supervisees and fit the supervisory approach to the developmental stage of each counselor.
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There is a logical sequence to development, although it is not always predictable or rigid; some counselors may have been in the field for years but remain at an early stage of professional development, whereas others may progress quickly through the stages.
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Counselors at an advanced developmental level have different learning needs and require different supervisory approaches from those at Level 1; and
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The developmental level can be applied for different aspects of a counselor’s overall competence (e.g., Level 2 mastery for individual counseling and Level 1 for couples counseling).
If you feel the need of getting more clinical supervision or help working through your work stresses or trauma, please feel free to call us to consult how we can support you further in your professional work:
Training Mental Health Professionals
Each year Dr Kot will conduct Empathetic Focusing Trauma Training
Four Levels Empathetic Focusing Trauma level 1 to 4 Training
After completing one year of training and evaluation, participant will be awarded the "Proficiency as Focusing Partner" (PFP) qualification by the International Focusing Institute. This is for those who wish to continue learning/experiencing in Focusing and hope to accumulate more Focusing experience as their first goal.
Training structure:
9:30 am to 5 pm One day training every month 9:30am to 5 pm
. Level I: Training January 2 & February 6, 2022
Group supervision and evaluation March 13, 2022
. Level II: Training April 10 & May 29, 2022
Group supervision and evaluation June 12, 2022
. Level III: Training July 1 & August 7, 2022
Group supervision and evaluation September 18, 2022
. Level IV: Training October 16 & November 13, 2022
Group supervision and evaluation December 11, 2022
Details pls refer to
Self Help Tips for Mental Health Professionals
Mental health is one of the most important components that make up our well being. In our present world however, many people do not know how to manage their feelings. From long work hours causing stressful days, they do not know how to say ‘enough is enough’, or ‘I need a break’. We should look towards keeping up with everyday habits such as nutrition, lifestyle, and emotional support from family and friends. It is important to keep up with life, but most importantly mental health which is the key to our well being and health.
Different ways of managing mental health:
1. Having a healthy diet:
2. Getting enough sleep:
3. Quality of life
4. Social Support
5. Working through your stresses/trauma triggered by your professional work
Work that involves supporting people through difficult times can be highly rewarding — it can also be very exhausting. It’s not uncommon for support workers to experience their own stress when helping other people through personal trauma. Supporting people who have experienced trauma requires empathy and compassion. The stress and demands of this type of work can become overwhelming and can result in work-induced stress and trauma. The effects of work-induced stress and trauma can also vary from person to person. Some people experience 'burnout' or ‘compassion fatigue’ which may express itself as negativity or disinterest towards clients, or exhaustion. When the symptoms become more severe, it turns into 'vicarious trauma', which can produce nightmares, sleep problems, depression, fearfulness and complete withdrawal, similar to post traumatic stress reactions. If these things are not addressed, they can take have serious effects, both at work and in your personal life.
The effects of work-induced stress and trauma can manifest itself in various ways in the workplace following the symptoms below. It can be triggered or exacerbated by the work environment. The list is abbreviated as each individual has his or her own reactions, coping skills, as well as work environment:
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Memory problems
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Lack of concentration
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Difficulty retaining information
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Feelings of fear or anxiety
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Physical problems
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Poor interactions with coworkers
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Unreasonable reactions to situations that trigger memories
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Absenteeism
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Interruptions if employee is still in an abusive relationship, harassing phone calls, etc.
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Trouble staying awake
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Panic attacks