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Supervision for Staff Growth: Establishing a Relationship for Navigating Difficult Conversations

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1.  Many individuals find themselves in the role of a supervisor as a result of:
  1. Technical training in leadership
  2. Receiving an MBA
  3. Longevity and productivity within an organization
  4. Mentoring from by a strong leader
2.  Heffron and Murch identify the role of the supervisor as:
  1. Friend and Foe
  2. Mentor and Monitor
  3. Ally and Adversary
  4. Colleague and Conspirator
3.  Staff generally report which of the following as the greatest contributing factor to burnout?
  1. Poor Boundaries
  2. Minimal Training
  3. Client Intensity
  4. Organizational Stressors
4.  New staff may be wary of reflective experiences due to which of the following?
  1. Past experiences with supervisor communication
  2. Concern that supervisor interest may communicate doubt in staff abilities
  3. Increased contact communicates increased accountability
  4. All of the above
5.  Kolb’s Model of Experimental Learning emphasizes which of the following?
  1. Thinking, Feeling, Observing, Doing
  2. Discussing, Considering, Feeling, Doing
  3. Experimentation, Action, Reflection, Implementation
  4. Strengths, Weakness, Opportunities, Threats
6.  Considering events, intentions, and actions, in the context of an environment is reflective of?
  1. Productive Reflection
  2. Organizing Reflection
  3. Critical Reflection
  4. Reflective Supervision
7.  Public Reflection requires which of the following?
  1. Willingness to confront oneself without defensiveness
  2. An audience
  3. An area of concern that multiple people agree is an issue
  4. A team of people to hold someone accountable
8.  Reflection for the purposes of balancing productivity and quality of work life is indicative of which of the following?
  1. Organizing Reflection
  2. Productive Reflection
  3. Public Reflection
  4. Critical Reflection
9.  When discussing staff performance improvement or termination the first goal is:
  1. Identify a clear problem
  2. Document everything
  3. To regulate one's self
  4. Prepare for the staff to quit
10.  When a performance improvement plan is established, it is important to set a follow-up date for reflection as:
  1. Staff comprehension might not have been accurate
  2. Reflection isn’t possible when emotions are high
  3. Documenting all efforts for improvement are necessary to reduce the likelihood of unemployment penalties
  4. Apologize for supervisors inappropriate expectations