Supervision Solutions

So you're looking for a supervisor?

Finding the right fit can feel elusive. At this stage, you may be unsure of which questions to ask, how to gauge a supervisor’s true investment in your growth, or even what gaps in knowledge to look out for.

Sound familiar?

What you do know, is that you must find a Supervisor first, before you can get a job and begin acquiring those 3000 required hours to become fully licensed. This is overwhelming for some, worrisome for most, and you are not alone.

Not long ago, I had the opportunity to connect with Kathleen Mills and Phillip Crum of PracticeMentors.us and became involved in their counselor education initiatives. They recently launched 'The Academy,' a valuable addition to their platform. The Academy equips supervisors with comprehensive training in the many aspects of running a private practice—regardless of its structure—so we can better mentor and support the next generation of counselors. It truly aligns with their mission of 'Guiding the Next Generation.'

I'm always interviewing potential associates so perhaps we should talk. But first I want you to listen to the podcast below and continue reading and carefully read every word carefully until the end. Don't skim it, don't click off the page, read every single word because I wrote them all, just for you!

Please note, if you have plans to begin your own private practice while under supervision, I will not enter into any supervision agreement with you. There is simply too much liability involved to take the risk.

If you subscribe to the gender affirming care (GAC) trend, especially for the under 18 demographic, then we are not going to be a good fit. No exceptions.

If you are not willing to work with children and adolescents, then we will not be a good fit either.

Before we go on you need to know this...

Supervisors come in two groups:

Those that are primarily in it to give back and mentor the next generations' professional aspirations, and... Those that are in it for the money.

If your goal is to find the lowest-cost supervisor who will simply help you meet the minimum requirements, then I may not be the right fit for you. I—and those I would confidently recommend—am committed to providing high-quality, engaged supervision that prioritizes your growth and long-term success.

 Unfortunately, there’s no public directory of exceptional supervisors available—and the state no longer provides a downloadable list. The good news? I’m here to support you in ways few others in Texas can. For more insight, be sure to visit PracticeMentors.us once you’ve finished exploring this page. 

Your most important next step is to find a Supervisor who truly understands you—and a clinical position that aligns with your goals and values. Ideally, you need a shortlist of experienced, top-tier supervisors who are currently accepting new associates in your area—or who can personally connect you with others who are. That kind of list is nearly impossible to find. But in just a moment, I’ll share one with you as a gift, whether we work together or not. Before that, I invite you to pause and reflect on something important...

You dedicated four or more years to earning your undergraduate degree, possibly taking on student debt along the way (and congratulations if you made it through debt-free!). Then you invested additional time and resources into your graduate education, all because you felt called to make a difference. Your passion for helping others and using the gifts God has given you is what brought you to this field, and that commitment deserves to be honored every step of the way.

Is now truly the time to seek out a mentor who offers only the bare minimum at the lowest possible cost?

My colleagues and I are here to tell you that your education has just begun.

Meet with several highly recommended supervisor candidates and choose the one who offers a strong, well-structured supervision experience aligned with your professional goals—someone you feel comfortable learning from and growing with. This isn’t the time to cut corners; it’s an investment in your future career and long-term earning potential. Make this decision with the seriousness and care it deserves.

To be frank, these supervisors aren’t dependent on you, and our efforts are not mandatory. The time we dedicate to working with our associates could be spent seeing clients, earning considerably more. Yet, we make a conscious choice to invest in the next generation because we believe in it. This commitment comes with significant sacrifices and risks, but we do it because we want to—not because we have to.

You need to take the time to learn how to interview these supervisors. If you assume you can just "wing it" and everything will turn out fine, you're mistaken. This process carries far more weight than a casual job interview, it demands preparation and serious effort.

You need to understand that these are two-way interviews. You're looking to see if they would make a good mentor for you on both professional and personal levels, and they're looking for "the consummate student". So let's set up some expectations for both parties. For example, if we choose to work together, here is some of what you would learn with me:

What It Means to Be A Counselor

[  ] Basics of Internship-A Proper Framework

[  ] The Fundamentals of Professionalism

[  ] Overcoming Stigmas About Our Profession

[  ] Clinical Training/Supervision

Finding A Job

[  ] How To Construct Your Story

[  ] How To Properly Market Yourself

[  ] How To Find A Job

[  ] The Art of The Interview

Federal Law and Compliance

[  ] HIPPA Compliance

State Law and Compliance

[  ] BHEC and Your State Boards

[  ] The Texas LPC/LMFT/SW Rules: Interpret & Understand

[  ] Chapter 611: Release of Records

[  ] The Complaint Process

[  ] Family Law Issues

Opening A Practice

[  ] Business Plans/Models

[  ] Malpractice/Liability Insurance Coverages

Practice Marketing

[  ] Websites and Content Development

[  ] Inbound Marketing

Industry Compliance

[  ] PCI Compliance

 Below is what this looks like in diagram format. 

This diagram serves as a structured roadmap for Licensed Professional Counselor (LPC) Associates, illustrating the various components essential to building a successful counseling practice. It organizes key areas such as business startup, federal and state compliance, practice marketing, platforms, and business development, ensuring Associates have a comprehensive understanding of their professional responsibilities.

Each section breaks down critical details:

• Business Start-Up covers foundational elements like legal requirements, insurance, cybersecurity, and financial management.
• Federal & State Compliance ensures supervisors adhere to regulations such as HIPAA, HITECH, and state licensing codes.
• Practice Marketing & Platforms focus on branding, referral networks, and the digital tools necessary for managing clients efficiently.
• Business (Practice) Development outlines ways supervisors can diversify their services, create referral networks, and establish certifications.

This diagram reinforces the importance of strategic planning in supervisory training, helping LPC Supervisors guide their associates through the complexities of professional counseling. 

Wouldn’t it make sense to gain insight into what your supervisor-mentor plans to teach you during your time together, rather than simply hoping everything falls into place? A more strategic approach would be to work from a checklist of specific qualities and skills you’re seeking in a like-minded supervisor, ensuring you make the most of the experience.

Consider using this list as your personal interview checklist when evaluating Supervisor-Candidates. Keeping in mind the two categories of candidates, finding someone who is equally aligned with your professional goals is key to your success. Your task is to build a well-structured internship—one that pairs you with a Supervisor who truly understands you and a job that aligns with your aspirations. The path to becoming a Licensed Professional Counselor is paved with a thorough and carefully planned internship experience.

This relationship should be beneficial for the Supervisor as well. They seek specific character traits that define a strong student—someone who is engaged, responsible, and eager to learn. Ensuring this dynamic works well for both parties is key to a successful mentorship. Here are three things I look for and require in/from my interns:

Accountability-Able to make self-corrections along the way.

Ambition-Must be self-motivated & a go-getter.

Resourcefulness-Willing to learn about the real world of the counseling profession.

This relationship must be a win-win for both parties. In addition to the character attributes listed above, when being interviewed it is always best to present yourself as having already thoughtfully considered the important questions about your interests and your future. After all, you have had 6+ years to do that! 

Here are a list of questions to assist with your interview. Use them to craft your responses and vocalize them out loud multiple times and they sound natural. Do Not memorize them. 

Self-Examination 

Think about three or four of the specific experiences in your life when you were at your best. What made you so successful or happy in those specific examples? 

Tell me what you believe, who you are and what you are looking for. 

I’m really good at making better ___________________________.

Have you participated in counseling for yourself?  How many times? 

What is your biggest weakness in being a private practice clinician or biggest weakness in the settings where you have counseling experience? 

Tell me about yourself. 

What are your greatest strengths? 

What are your greatest weaknesses? 

Why do you think this job is right for you?

Self-Image

If you were to tattoo one verb on your body, what would it say?

If they build a statue of you after you die, in one sentence, what will the plaque say?

What can you do for us that other candidates can’t? 

Why do you think you are right for this job? 

How would your colleague/college peers describe you? 

What would your best friends say are your strongest character attributes? 

What would your closest family members say your strongest character attributes are?

Worldview

If everyone in the world were to __________________, what kind of world would it be?

What do you use to guide you when making major life decisions?

Motivation and Drivers

I wake up every day inspired to ___________________ so that ______________________. 

Are there elements of this Associate /Supervision post that you would do beyond the four hours of required Supervision?

What helped you decide that you wanted to become a counselor?

What are your career goals? 

What motivates you? 

Future Plans 

Where do you see yourself in 10 years?

The kind of opportunity I’m looking for is _______________________________. 

Can you imagine fulfilling your Associate-Supervisor with me for the long haul, or is it temporary? Why or why not? 

Supervisory Expectations 

What specifically is there about doing a Supervisor post with me that resonates with you?

What do you think would make this Supervision relationship a great fit?

What do you see as my role as a Supervisor, in your professional Associate development?

What do you think is your role in the Supervisor-Associate professional development experience?

Why are you looking to do this experience with me instead of someone else?

What do you think the main challenges will be?

Work Skills 

What are the skills and expertise you have gained through your work experience?

Personality Characteristics 

What do you enjoy doing the most?

Describe your personality. 

How would you describe yourself? 

Dealing with Other People

Has there been a time when you have had to receive correction at work?

What were the circumstances and how did you handle the situation?

What major life events have you gone through that have helped you the most in working with clients?

What makes you fit into our company?

What makes you a good team member?

Self-Care

What hobbies or volunteer opportunities do you participate in?

Workplace Habits and Tools 

What resources do you point clients towards to receive further help during the time they are attending counseling?

Workplace Experience & Preferences

What age, gender, and issues have you dealt with the most as a counselor?

Business Acumen 

What do you know about our company?

What do you think our company is aiming to achieve?

Why do you want to work for this company?

Professionalism in appointments is essential. Present yourself well—dress appropriately, arrive a few minutes early, and ensure you have a notebook and pen. A firm handshake and steady eye contact make a strong impression. If offered food or drinks, it's best to politely decline.

Nothing—unless you know how to professionally share your story. This is where you begin to distinguish yourself from the rest. Being open and vulnerable about your journey allows you to secure opportunities more quickly. Many interns struggle because they lack the vision or guidance to articulate why they chose this path. Our time together will focus on crafting your story—one that reflects your passion for becoming a counselor. People aren’t just interested in what you do; they want to understand what drives you. Every future counselor has a story, and now is the time to share yours with potential employers and clients. 

Spend some time with these three thoughts before you begin your search for that perfect Supervisor.

1. What Do I Want To Accomplish? ( Be Specific) 

2. What Does It Look Like? (Be Specific) 

3. What AM I Willing To Do To Get To Where I Say I Want To Go? (Get Real With Yourself… or Be Honest With Yourself) 

Give me a call if you have any questions: 830-444-5064. NO emails, please. I look forward to speaking with you soon. If it turns out that we are not a great fit, please refer to the Wall of Excellence to find someone that may be more compatible for you.