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The supportive roleStep 4. Conclude the conversationKeeping in mind the frame you developed, conclude with an action plan. You need to collaboratively discussthe plan with your supervisee and agree on options for moving forward.Consider the following:• What will be done and by whom.• Build ownership by giving them as much lead in developing solutions as possible.• Develop SMART goals (See tips on pages 98-99.)Examples:• How can we move forward?• Any other options?• What do you think would work best for you?Having a “crucial conversation”You have noticed that a supervisee is having difficulty with workload management. You know thisbecause you have noticed that she is frequently staying back to get work done, is often workingthough lunch and looks exhausted and overwhelmed. You are also taking note of the issues thesupervisee brings to supervision and you are finding that the supervisee is taking on too much extrawork. You suspect that the supervisee is doing “above and beyond” the work that is required becauseshe does not understand her role and is therefore anxious about performance and unsure aboutboundaries. You decide to address this in the next supervision session. This entails having a ‘crucialconversation’ with the supervisee.Step one: PrepareThe agenda: You would like to clarify role expectations and boundaries with your supervisee and to develop a planwith her to better manage her workload. You decide that the best time to have the crucial conversation is in thesupervision session planned for next week. This will take place in your office where you won’t be disturbed, andwhen you will both be in the appropriate mindset for addressing this sort of issue.Step two: Develop the frameYou decide to frame the conversation as sharing a common purpose:“It seems that we both think it important that you develop into the best clinician you can be. I would like to takesome time today to discuss workload management.”66 HETI The Superguide FIRST EDITION