IJSP Number 5, 2023

78 to acquire the quality of supervisor. The seniority criterion, the accumulation of years as a therapeutic practice does not guarantee for the quality of a good supervisor, it is a reality increasingly recognized by training associations and the coordinating professional associations in the countries where psychotherapy is practiced. We believe that a future supervisor is formed over time, needs the acquisition and polishing of intellectual, methodological, personal and communication skills, needs training in this sense, training within a program [3], carried out in modules, during at least one year. Each training association is responsible for the selection, recognition and accreditation of supervisors. In recent years, taking into account the annual number of supervisees allowed by national forums per supervisor (40 in Romania), in the Institute of Psychotherapy, Psychological Counselling and Clinical Supervision I have accepted to sign and register supervision contracts with colleagues from other training associations in integrative psychotherapy, within the time limit available. Contacting the supervisor was either by phone or by email and, during the admission interview; we asked and asked the question about what caused them not to continue their supervision process within the training school. Among the future supervisees’ reasons, the following were declarative listed: High taxes that are difficult to pay; Small number of supervisors within the association, who work at the maximum allowed limit with supervisees and cannot conclude new contracts. The association cannot recruit new supervisors, the right person is not identified to become a supervisor (according to the association’s criteria), there is no compatibility between the other existing supervisors and the possible candidate (what should be considered important in this case? Intellectual competencies or personal or methodological competencies?) The future supervisees know the supervisors from the association, who are also their trainers during certain modules, and consider that there is no such fit, resonance, and the decision to look for a supervisor outside the training school is taken during the last year of training; Since the training period, the group failed to have an identity, the group coordinator (the trainer) was not concerned with achieving cohesion between the participants, the joint activities with the training group and with other groups in the association were reduced. Over time, that waiting state was created to complete the training as quickly as possible or to abandon the courses, the desire to continue in the same school diminished; During the training there were dynamics that were not managed satisfactorily by the trainers, transfers and counter-transfers that led to the erosion of the group, The supervisee’s freedom to select with whom to sign the supervision contract or not, as well as the freedom to continue studies where the supervisor wants and in which school to enrol in the supervision program. The list of reasons presented above is conceived from the supervisee’s perspective, but what motivations would underlie the supervisor’s decision to sign a supervision contract with another colleague from another training association? From the discussions with fellow supervisors, working with several training associations, the idea emerges that the supervisors are mainly concerned with honouring the