Conflicts negative consequences(Ramos-Sanchez et al.2002).Supervisors should consider

Conflicts can be mitigated or resolved by the supervisor initiating and addressing the concerns directly with the supervisee; however the research indicates most supervisee initiate communication as opposed to their supervisor(Moskowitz &Rupert,1983).Supervisors’ requirement is to be conscious of the supervisee developmental level. For instance ,early developing a solid working relationship. Addressing relationship issues directly can help alleviate conflicts and reduce negative consequences(Ramos-Sanchez et al.2002).Supervisors should consider encouraging supervisees to be candid about their anxieties and their specific supervision needs(Ramos-Sanchez et al.2002).Supervisors who utilize immediacy and open discussion about supervisee anxiety can help faster personal and professional growth(Nelson,Barnes,Evans;Trggiano,2008).
Supervisors who successfully manage conflict utilize three types of strategies (Nelson,et al,2008).These three types are reflective processes(within the supervisor),Interpersonal strategies (between the supervisor and the supervisee),and technical interventions( conflicts management techniques).Reflective processes are the internal processes were supervisors sensibly contemplate and pay attention to the background aspects that relate to the supervision relationship.
Interpersonal strategies are used are used when supervisor is working through the conflict with the super visee directly.Silked supervisors seek to empower their superviseeand will take care care not to shame or punish the supervisee.Instead the supervisor approaches the conflictin a reasonable ,matter of facf ,collaborativemannerthat allows the supervisee to feel supported in working throughthe conflict.Additonally skilled supervisors will listen to the supervisee’s experienceof the conflict,will disclose his or her