Reflect, Connect, Protect: Group Supervision in Action
Group supervision can be a powerful tool that supports reflective practice, shared learning, and emotional wellbeing. When done well, it builds team cohesion, improves decision-making, and helps staff manage the emotional demands of work. But to be effective, group supervision needs structure, preparation, focus on safety, and clarity of purpose. Here’s what you need to know to get the best out of it.
Comparing Individual and Group Professional Supervision
When choosing between individual and group supervision, it's helpful to consider the differences in structure, focus, and outcomes. Here’s a breakdown of how they compare across key aspects:
Format:
Individual supervision involves a one-on-one relationship with a supervisor, while group supervision brings together 4–6 people in a facilitated setting.
Focus:
Individual sessions allow a deep dive into personal practice, wellbeing, specific casework, and professional goals. Group sessions focus more on shared reflection, peer learning, common challenges, and understanding team dynamics.
Depth of Reflection:
Reflection in individual supervision often goes deeper and can be more emotionally focused. In group settings, there’s often a broader range of topics but less time for personal exploration.
Confidentiality:
Maintaining confidentiality is generally easier in one-on-one settings, making them a safer space for sensitive topics. Group supervision requires strong ground rules and a foundation of trust to manage confidentiality effectively.
Type of Support:
Individual supervision offers tailored support that reflects the supervisee’s specific role, communication style, and development needs. Group supervision provides collective support, validation, and a sense of shared experience.
Feedback Style:
In individual supervision, feedback is typically focused and personalized, coming directly from the supervisor. In group settings, feedback may come from peers as well as the facilitator, offering a broader range of perspectives.
Learning Opportunities:
Individual supervision centres on one person’s experiences and development goals. In contrast, group supervision exposes participants to a wide range of cases, styles, and approaches, enriching learning through diversity.
Power Dynamics:
One-on-one settings often provide a more private space for raising concerns and can be easier to navigate in terms of power and hierarchy. In groups, dynamics may be more complex and can be affected by hierarchy or interpersonal tension if not well facilitated.
Efficiency:
Individual supervision is fully dedicated to one person’s growth and goals. In a group, time is shared, which can mean slower progress on personal goals but increased insight from collective discussion.
The importance of structured facilitation
Group supervision offers a space for:
Reflecting on work issues and ethical challenges
Learning from peers’ experiences and diverse perspectives
Normalising stress responses, reducing isolation, and can help prevent burnout
Can help build a stronger sense of community and accountability
Potential pitfalls with group supervision
Without structured facilitation, and commitment from supervisees group supervision can become:
A space where dominant voices take over
A passive or superficial discussion with limited engagement
A source of emotional overload if not safely contained
At risk of confidentiality breaches or unresolved tension
That’s why clear purpose and preparation, group agreements, strong facilitation, and a commitment to psychological safety are non-negotiable.
What’s the ideal group size?
A sweet spot is 4–6 participants, this is small enough for individuals to be able to take turns and large enough for variety and energy. Larger group sizes dilute the quality of discussion and make it harder to manage time and dynamics.
What makes group supervision successful?
If you’re thinking about joining group supervision, it’s important to come with openness, curiosity, and a willingness to reflect—not just on your work, but on how you show up in a group setting. Successful participation means being prepared to listen deeply, respect confidentiality, and contribute thoughtfully, even when it feels a little uncomfortable. Group supervision isn’t about fixing problems or giving advice; it’s about sharing insight, learning from others’ experiences, and growing together in a safe, supportive environment. Being aware of your own assumptions, emotions, and reactions helps you get the most out of the process and creates space for others to do the same.
A skilled group supervisor plays a key role in creating a safe, structured space where meaningful reflection can happen. They’ll guide the group through a clear process, setting the tone with agreed-upon boundaries, shared values, and a focus on respectful dialogue. The supervisor’s role isn’t to provide all the answers, but to facilitate thoughtful discussion, draw out insights, and help the group stay curious rather than judgmental. They’ll support the emotional safety of the group, ensure everyone has a chance to contribute, and hold the space when conversations become complex or challenging. By modelling reflective practice and staying attuned to group dynamics, the supervisor helps create a culture of trust, learning, and professional growth.
Final thoughts
If you’re thinking of embedding group supervision across your team, it is important to be clear about the expectations, the preparation of those participating and gathering feedback to refine the approach as you go. If you would like to learn more about how our team of skilled supervisors can support group supervision please contact@3bigthings.co.nz
