IJSP Number 4, 2022

64 Longer term results of inadequate or harmful supervision have not been addressed but a conjecture is that their impacts are significant and potentially influence one’s whole career. As supervisors are role models for supervisees, internalizing negative, inadequate, or unhelpful supervision will likely result in internalization of those negative role models and behaviors, disrespect for future supervisees, and additional consequences that could be career long and influence future trajectories of their supervisees. Unfavorable alliances tend to characterize supervisors as disengaged, intrusive, preoccupied, lacking in interest and commitment, insensitive, disaffirming and discouraging, authoritarian or laissez- faire style, demeaning, critical, judgmental, unsupportive, and unethical - none of which comport to guidelines of clinical supervision [13, 14] The theme of letting “a thousand flowers” grow [15], not adopting a common competence core in psychology or its training, predominates in psychology practice generally [16] and is pervasive in clinical supervision. As a result, there are multiple models, each addressing some of the competencies, viewing supervision through multiple lenses, some conflicting, and lacking in a comprehensive, systematic meta-frame or substantial data to support efficacy either in supervisee competence acquisition or client outcomes. Although attention has been directed to the omission of systematic processes of models, and the need for a metacompetence model, still supervisors use the focal individual models [17]. What is appropriate, competent supervision practice? A structural approach to competency-based clinical supervision was provided by the Guidelines for Supervision in health Service Psychology [13, 14] developed by a task force of the American Psychological Association. Anchored in assumptions for the practice of clinical supervision, the guidelines address the components for systematic, intentional practice. In the assumptions to the guidelines, “…{supervision} intentionally infuses and integrates the dimensions of diversity in all aspects of professional practice is influenced by both professional and personal factors including values, attitudes, beliefs, and interpersonal biases .” [13, p. 5] . Multicultural diversity includes : “ attention to oppression and privilege and the impact of those on the supervisory power differential, relationship, and on client/patient and supervisee interactions and supervision interactions……Supervisors strive planfully to enhance their diversity competence to establish a respectful supervisory relationship and to facilitate the diversity competence of their supervisees. [13] 2. Components of Competency-based Clinical Supervision Competency-based clinical supervision is conducted in the frame of cultural humility: the accurate perception of one’s own cultural values and other-oriented perspective. It incorporates respect, respectful process, lack of superiority in attitudes or behavior, openness to feedback (even negative) from others, and self- awareness of cultural judgments one makes implicitly or explicitly. Cultural humility is an attitude and a value and reflects a worldview of respect and openness to the reality that the client is the expert on their own cultural location [18].