Factorial Invariance of Scores on the Inner Wealth Inventory: A Nationwide Sample of Adults in the United States

Michael T. Kalkbrenner, Stephanie L. Zackery, Yuxuan Zhao

The Inner Wealth Inventory (IWI) is a screening tool for measuring inner wealth (IW), a wellness-based construct centered on empowering clients to inherently value themselves for being who they are. The initial IWI score validation study was conducted with samples of child welfare professionals. If the IWI’s psychometric properties are confirmed with a normative sample of U.S. adults, it has potential to offer professional counselors a tool for measuring IW. The purpose of the present study was to test the factorial invariance and convergent validity evidence of scores on the IWI with a national sample (N = 840) of U.S. adults, stratified by the census data for gender, ethnoracial identity, geographic location, and age. The results of factorial invariance and convergent validity testing revealed strong support for the psychometric properties of a sample of U.S. adults’ scores on the unidimensional IWI, including equivalence in the meaning of IW across gender, ethnoracial identity, help-seeking history, education, and income in our sample. 

Keywords: Inner Wealth Inventory, professional counselors, U.S. adults, psychometric properties, equivalence

Promoting wellness with an emphasis on development and prevention is a core focus in the discipline of professional counseling (Long et al., 2022; Myers, 1992; Myers & Sweeney, 2014). Measuring and promoting wellness is an especially important issue when considering the ubiquitous and comorbid nature of mental and physical health issues among adults living in the United States (World Health Organization [WHO], n.d., 2021). Wellness-based screening tools with rigorously validated scores have a lot of utility in professional counseling settings for monitoring clients’ health and wellness (Mason et al., 2023).

Consistent with the wellness orientation of the counseling profession, The Inner Wealth Inventory (IWI) is a wellness-based screening tool for measuring inner wealth, which is defined as:

A growing, accruing, and deepening sense of internal enrichment, which can be enhanced by external or internal self-narrated recognitions, that empowers a person to navigate the world in relation to one’s unfolding of who they really are as a person who is meaningful, valued, and who has great things to contribute by being simply true to oneself. (Bennett et al., 2023, p. 123)

     The initial IWI score validation study was conducted with two large samples of child welfare professionals (Bennett et al., 2023). The psychometric properties of screening tools can fluctuate over time or with different normative samples (American Educational Research Association [AERA] et al., 2014). Professional counselors have an ethical duty to make sure that screening tools have valid and reliable scores with untested samples to confirm that they are used properly (Lenz et al., 2022; National Board for Certified Counselors, 2023). Accordingly, the primary aim of the present investigation was to test the factorial invariance (equivalence in meaning) of IWI scores with a national sample of U.S. adults. Pending evidence of factorial validity, we will test the convergent validity of IWI scores with established measures.

The State of Mental and Physical Health Among U.S. Adults
     The comorbid nature of mental and physical health issues among U.S. adults has increased in severity and complexity since the COVID-19 pandemic (Clarke et al., 2020). Anxiety and depression are two of the most prevalent mental health issues among U.S. adults (National Alliance on Mental Illness [NAMI], 2022). Anxiety and depressive disorders tend to co-occur with a number of physical health issues, including heart disease and pain disorders (Winkler et al., 2015). In fact, heart diseases were the number one killer of adults over 18 in the United States from 1999–2020, with intentional self-harm (including suicide), and essential hypertension also in the top 15 (Centers for Disease Control and Prevention [CDC], n.d.). The pervasive and concurrent nature of anxiety, depression, and non-communicable physical diseases is further exacerbated by sociodemographic factors.

Sociodemographic Factors
     Past investigators documented a number of sociodemographic health disparities among adults in the United States by gender identity, ethnoracial identity, help-seeking history, income, and education (Kalkbrenner, 2022; Kobayashi et al., 2021; Patrick et al., 2020). Specifically, differences in power, privilege, and biological factors between females and males contribute to inequitable health outcomes (Pan American Health Organization & WHO, n.d.). Specifically, women reported higher rates of negative health outcomes and reduced health care access than men (Connor et al., 2020; Talevi et al., 2020). In terms of ethnoracial differences, U.S. adults who identified as racial minorities/non-White reported higher rates of both mental health concerns (i.e., any mental, behavioral, or emotional disorder) and physical concerns (e.g., heart disease, hypertension, asthma or emphysema) in comparison with their White counterparts (National Institute of Mental Health, 2023; Ramraj et al., 2016). Similarly, lower levels of education are a risk factor for poorer health conditions (van der Heide et al., 2013). In comparison to individuals with less than a high school degree, those with a degree higher than a high school degree reported better health conditions (Johnson-Lawrence et al., 2017). Moreover, individuals with college degrees reported better health in general in comparison to their counterparts with less education (Lawrence, 2017). Income is another sociodemographic factor that impacts wellness in a multifaceted manner (Beech et al., 2021). For instance, adults living under the poverty line are at risk for food insecurities and exposure to hazardous working environments (Laska et al., 2021; Mikati et al., 2018). Additionally, individuals living with a lower socioeconomic status are more at risk for COVID-19 and its aftermath (J. A. Patel et al., 2020).

Help-seeking history is a relatively new demographic variable in the extant literature that is related to attitudes about counseling and utilization of counseling services (Kalkbrenner, 2023; Cheng et al., 2018). In the context of a demographic variable, help-seeking history is not intended to quantify a latent trait representing a comprehensive representation of one’s engagement in counseling. Rather in terms of a demographic variable, help-seeking history is quantified categorically as either 1 (attended at least one session of personal counseling) or 2 (never attended counseling; Cheng et al., 2018). A help-seeking history is a predictor of more positive attitudes about accessing mental health support services (Cheng et al., 2018). However, Kalkbrenner (2023) found that adults in the United States with a help-seeking history reported lower levels of mental and physical health than those without a help-seeking history. Accordingly, help-seeking history and other sociodemographic variables are important considerations when calibrating wellness-based screening tools (e.g., the IWI).

The initial IWI score validation study (Bennett et al., 2023) established the IWI’s overall internal structure (exploratory factor analysis [EFA] and confirmatory factor analysis [CFA]) and validity based on relations with other variables. Factorial invariance testing is an extension of CFA and a method for enhancing the precision of internal structure validity. Factorial invariance testing (psychometric equivalence across subgroups of the larger sample) is an especially important next step in this line of research, as findings in the extant literature (e.g., Kalkbrenner, 2022; Kobayashi et al., 2021; Patrick et al., 2020) have evidenced differences in wellness by sociodemographic variables.

Inner Wealth and the Inner Wealth Inventory
     Inner wealth (IW) is a latent construct consisting of internal enrichment and empowerment (Bennett et al., 2023; Glasser & Lowenstein, 2016). This internal enrichment can be furthered by external factors such as meaningful social connections. This enrichment acts by empowering individuals to view themselves as a meaningful and valued person who contributes things to the world by being their true self (Bennett et al., 2023). The Nurtured Heart Approach (NHA) is a framework used to help individuals in growing their IW (Glasser & Lowenstein, 2016). The NHA and IW have been implemented for decades (Glasser & Easley, 1998); however, there is a dearth of empirical NHA studies in the extant literature, as a screening tool for measuring IW (the primary outcome variable in NHA) did not exist until recently. Bennett et al. (2023) developed and validated scores on the IWI with two large samples of child welfare professionals. Bennett et al. (2023) also found that IWI scores were significant negative predictors (with large effect size estimates) of lower levels of burnout and compassion fatigue as well as significantly higher levels of resilience. One of the next steps in this line of research is to test the generalizability of IWI scores with a national sample of U.S. adults, as professional counselors need wellness-based inventories with valid scores.

Purpose Statement and Research Questions
     The purpose of the current study was to test the factorial invariance and convergent validity evidence of IWI scores with a national sample of adults in the United States. If scores are validated, the IWI has potential to contribute a wellness-based screening tool with utility for appraising IW in clinical and in research settings. The following research questions (RQs) guided the present study:

Research Question 1:  Is the dimensionality of scores on the IWI confirmed with a national sample of adults in the United States?

Research Question 2:  Are scores on the IWI from a national sample of adults in the United States invariant across extant sociodemographic variables?

Research Question 3:  What is the convergence of scores on the IWI with established measures among a national sample of adults in the United States?

Method

A quantitative cross-sectional research design was employed to answer the research questions. Specifically, we used a psychometric design based on internal structure validity, convergent validity, and internal consistency reliability. This study is part of a larger grant-funded project with an aim to increase the generalizability of scores on wellness-based measures.

Participants and Procedures
     Following IRB approval, grant funding was used to hire Qualtrics Sample Services (2023), an online research panel and sampling pool for survey research. Mike Kalkbrenner, the first author, entered the instrumentation into the Qualtrics secure online survey tool and sent the distribution link to the Qualtrics Research Services Account Executive. Working with a team of analysts, the Research Services Account Executive launched a national sampling procedure (stratified by the U.S. Census Bureau [2022] data for gender, age, ethnoracial identity, and geographic location) among adults living in the United States. The present study included two eligibility criteria. First, prospective participants had to be 18 years old or older. Second, they had to be permanent residents of the United States at the time of data collection. The team of Qualtrics analysts completed a quality check on the data by identifying and removing random response patterns, speeders, and unrealistic answers.

A raw sample of N = 850 responses was collected. Seven cases were removed due to > 20% missing data. Little’s Missing Completely at Random (MCAR) test revealed that the data could be treated as MCAR (X2 [428] = 454.736, p = .179); expectation maximization was used to impute missing values. Skewness and kurtosis values were consistent with a normal distribution, standardized z-scores showed zero univariate outliers (z > 3.29), and Mahalanobis distances exhibited zero multivariate outliers, yielding a final sample of N = 840.

Participants (N = 840) ranged in age from 18 to 90 (M = 48; SD = 18). For gender identity, 52.0% (n = 437) self-identified as female, 46.7% (n = 392) male, 0.5% (n = 4) transgender, 0.4% (n = 3) non-binary, and 0.5% (n = 4) preferred not to answer. For ethnoracial identity, 1.0% (n = 8) self-identified as American Indian or Alaska Native; 10.0% (n = 88) Asian or Asian American; 11.5% (n = 97) Black or African American; 14.2% (n = 119) Hispanic, Latinx, or Spanish origin; 1.4% (n = 12) Multiethnic; 0.1% (n = 1) Native Hawaiian or Other Pacific Islander; 58.2% (n = 489) White or European American; 1.1% (n = 9) another race, ethnicity, or origin; 1.8% (n = 15) preferred not to answer; and 0.2% (n = 2) did not specify their ethnicity. For highest level of education, 37.5% (n = 315) reported high school degree, 16.8% (n = 141) associate degree, 27.3% (n = 229) bachelor’s degree, 12.9% (n = 108) master’s degree, 2.6% (n = 22) doctoral degree, 2.3% (n = 19) preferred not to answer, and 0.7% (n = 6) did not specify their level of education. For help-seeking history, 67.3% (n = 565) reported help-seeking history, 31.1% (n = 267) had no help-seeking history, and 1.7% (n = 14) did not specify their help-seeking history. For income, 27.7% (n = 233) self-identified as below the poverty line, 63.5% (n = 533) above the poverty line, and 8.8% (n = 74) did not specify their income.

Measures
     Participants indicated their voluntary informed consent and confirmed that they met the inclusion criteria for participation, at least 18 years old and living in the United States. Next, respondents completed a demographic questionnaire, which included self-report items on age, gender identity, ethnoracial identity, help-seeking history, geographic location, income, and the number of people living in their household. Lastly, participants completed a battery of four screening tools.

Inner Wealth Inventory
     The IWI is a screening tool for measuring IW,

a growing, accruing, and deepening sense of internal enrichment, which can be enhanced by external recognitions, that empowers a person to navigate the world in relation to one’s unfolding of who they really are as a person who is meaningful, valued, and who has great things to contribute by being simply true to oneself. (Bennett et al., 2023, p. 123)

Participants respond to declarative statements on the following Likert scale: 1 = Strongly Disagree, 2 = Disagree, 3 = Not Sure, 4 = Agree, or 5 = Strongly Agree. Bennett et al. (2023) validated scores on both a unidimensional and a two-dimensional IWI model via internal structure validity (EFA and CFA) and convergent validity testing with two large samples of child welfare professionals.

The unidimensional version of the IWI is comprised of 13 items, which collectively measure general IW (example item: “I believe I have the power to make positive changes in my day to day life.”). The two-factor version of the IWI includes the 13 items from the unidimensional version plus seven additional items. The first subscale of the two-dimensional model, Internal IW, is comprised of 15 items that appraise intrapersonal elements of IW (example item: “I know how to calm myself down when I am upset.”). The second subscale, External IW, consists of five items, which measure interpersonal components of IW (example item: “I feel comfortable in social situations.”).

Bennett et al. (2023) found strong internal consistency reliability evidence for child welfare professionals’ IWI scores on the unidimensional version (α = .90, ω = .90) and the Internal IWI scale (α = .91, ω = .91) of the two-dimensional model. Questionable-to-acceptable internal consistency reliability evidence of scores emerged for the External IWI scale (α = .67, ω = .65). Consistent with the results of Bennett et al. (2023), we found strong internal consistency reliability evidence of scores with the current sample of adults in the United States on the unidimensional IWI version (α = .942, 95%
CI [.935, .948]; ω =. 942, 95% CI [.935, .949]) and the Inner IW subscale (α = .947, 95% CI [.940, .953]; ω =. 947, 95% CI [.941, .953]) and questionable-to-acceptable internal consistency reliability evidence of scores on the External IWI subscale (α = .684, 95% CI [.640, .722]; ω =. 645, 95% CI [.571, .701]).

Mental Health Inventory-5
     The Mental Health Inventory-5 (MHI-5) is a screening tool for measuring general mental health in adults (Berwick et al., 1991). Participants respond to five different items concerning their mental health in the past month on the following scale: none of the time, a little of the time, some of the time, a good bit of the time, most of the time, and all of the time (Berwick et al., 1991). Past investigators found both internal structure (Rivera-Riquelme et al., 2019) and criterion validity evidence (Yamazaki et al., 2005) of MHI-5 scores. Multiple researchers also found satisfactory internal consistency reliability of MHI-5 scores including Rivera-Riquelme et al. (2019; α = .71, ω = .78) as well as Marques et al. (2011; α = .82). In the present study, we found acceptable internal consistency reliability evidence of MHI-5 scores (α = .841, 95% CI [.819, .860]; ω =. 833, 95% CI [.805, .856]).

Generalized Anxiety Disorder-7
     The Generalized Anxiety Disorder-7 (GAD-7) is a self-report instrument used for measuring the severity of generalized anxiety disorder symptoms (Spitzer et al., 2006). Each of the seven items ask how often in the last two weeks were participants bothered by different symptoms of anxiety, for example, “feeling nervous, anxious, or on edge” and “being so restless that it is hard to sit still.” Participants respond to each item on a response scale ranging from 0 (not at all), 1 (several days), 2 (more than half the days), or 3 (nearly every day). A number of past investigators (e.g., Dhira et al., 2021; Omani-Samani et al., 2018) found construct validity evidence for GAD-7 scores. Scores on the GAD-7 displayed moderate to strong internal consistency reliability estimates, including α = .91 (Seo & Park, 2015), α = .89 (Dhira et al., 2021), and α = .85 (Rutter & Brown, 2017). Among the sample of U.S. adults in the present study, strong internal consistency reliability estimates of GAD-7 scores emerged (α = .933, 95% CI [.925, .941]; ω = .933, 95% CI [.924, .940]).

Patient Health Questionnaire-9
     The Patient Health Questionnaire-9 (PHQ-9) is a self-report instrument used to assess various depressive symptoms and their severity (Kroenke et al., 2001). Within the PHQ-9, individuals respond to the following prompt: “Over the last 2 weeks, how often have you been bothered by any of the following problems” with order responses ranging from 0 = not at all, 1= several days, 2 = more than half the days, or 3 = nearly every day (Kroenke et al., 2001). The PHQ-9 consists of nine items (example item: “Feeling down, depressed, or hopeless”; Kalkbrenner, 2022). Maroufizadeh et al. (2019) demonstrated convergent validity evidence of PHQ-9 scores through moderate to strong correlations with measures assessing similar constructs. Internal structure validity of PHQ-9 scores were found through factorial invariance testing by J. S. Patel et al. (2019). Scores on the PHQ-9 have demonstrated moderate to strong internal consistency reliability scores when investigated by a variety of researchers including α = .90 (Dosovitsky et al., 2021), α = .85 (Maroufizadeh et al., 2019), and α = .78 (Dajpratham et al., 2020). Similarly, we found strong internal consistency reliability evidence of PHQ-9 scores with the present sample of U.S. adults (α = .926, 95% CI [.917, .934]; ω = .927, 95% CI [.917, .935]).

Data Analysis
     Two single-order CFAs were computed to test the dimensionality of a national sample of U.S. adults’ scores on the unidimensional and two-dimensional IWI models. We referred to Dimitrov (2012) and Schreiber et al. (2006) for cutoff scores to interpret model fit, including chi-square absolute fit index (CMIN, non-significant p-value or χ2 to df < 3), the comparative fit index (CFI, .90 to .95 = acceptable fit and > .95 = strong fit), standardized root mean square residual (SRMR < .08 = acceptable fit and < .06 = strong fit), and root mean square error of approximation (RMSEA < .08 = acceptable fit and < .06 = strong fit;). Pending acceptable fit, one or both models will be tested for factorial invariance of scores. Based on our review of the extant literature, the following sociodemographic variables were tested for factorial invariance: gender, help-seeking history, ethnoracial identity, income, and education (Kalkbrenner, 2022; Kobayashi et al., 2021; Patrick et al., 2020).

Meade and Kroustalis (2006) recommended that comparison groups for multiple-group confirmatory factor analysis (MCFA) should be comprised of at least 200 participants. Accordingly, the levels of the gender and ethnoracial identity variables were coded into the following levels in order to meet the sample size requirements for MCFA: gender identity (n = 437 female or n = 391 male) and ethnoracial identity (n = 489 White or n = 334 non-White). The levels of the help-seeking history (n = 565 with a help-seeking history or n = 261, without a help-seeking history), education (n = 315 high school diploma or n = 501 undergraduate degree or beyond), and income (n = 533 above the poverty line or n = 233 below the poverty line) variables met the minimum sample size requirement for MCFA.

Pending at least acceptable internal structure validity evidence of IWI scores (RQs 1 and 2), we will test convergent validity evidence by computing Pearson product moment correlations (r) between the IWI and the following well-established screening tools: the PHQ-9, GAD-7, and MHI-5. Strong negative correlations between the IWI and both the GAD-7 and PHQ-9 would prove convergent validity evidence of scores. A strong positive correlation between the IWI and MHI-5 would support convergent validity. A threshold of r > +/− .50 was used to evidence convergent validity of scores (Drummond et al., 2016).

Results

The unidimensional and two-dimensional IWI models were entered into two separate CFAs to test the dimensionality of scores on each model with adults in the United States (RQ 1). Pending acceptable model fit, the IWI items will be entered into an MCFA for invariance testing (RQ 2). The CFAs and MCFA were computed in IBM SPSS Amos version 26 with a maximum likelihood estimation method.

Single-Order Confirmatory Factor Analysis
     The unidimensional IWI items were entered into the first CFA, and all the incremental fit indices displayed an acceptable model fit: CFI = .94, NFI = .93, IFI = .94. For the absolute fit indices, the SRMR indicated a strong model fit (SRMR = .04); however, the CMIN (χ2 [65] = 498.61, p < .001, X2/df = 7.67) and RMSEA (.09, 90% CI [.08, .10]) displayed a questionable-to-poor fit. The CMIN tends to underestimate model fit with large samples (Dimitrov, 2012) and the RMSEA tends to underestimate model fit for shorter screening tools (Shi et al., 2019). Accordingly, the collective results of the CFI, NFI, IFI, and SRMR supported satisfactory fit for scores on the unidimensional model. Thus, we proceeded with the MCFA for the unidimensional model.

The two-dimensional IWI model items were entered into another CFA to test the fit of the baseline model. The CFA results revealed poor model fit: CMIN (χ2 [169] = 876.11, p < .001, X2/df = 5.18); CFI = .84; NFI = .81; IFI = .84; RMSEA = .11, 90% CI (.09, .11); and SRMR = .16. We decided not to proceed with factorial invariance testing for the two-dimensional IWI model due to both the poor internal structure validity evidence and questionable internal consistency reliability evidence of scores on the External IWI subscale (α = .684, 95% CI [.640, .722]; ω =. 645, 95% CI [.571, .701]).

Factorial Invariance Testing: Multiple-Group Confirmatory Factor Analysis
     The unidimensional IWI items were entered into an MCFA (RQ2). To establish invariance of scores, we used the following recommendations from Chen (2007): < ∆ 0.015 in the RMSEA, < ∆ 0.030 in the SRMR for metric invariance or < ∆ 0.015 in SRMR for scalar invariance, and < ∆ 0.010 in the CFI. Results revealed strong measurement invariance (metric and scalar) for all sociodemographic variables (see Table 1). In other words, the MCFA provided strong evidence that IW had the same meaning among adults in the United States across gender identity, ethnoracial identity, help-seeking history, income, and education.

Table 1
Multiple-Group Confirmatory Factor Analysis: Inner Wealth Inventory

Invariance Forms CFI ∆CFI RMSEA ∆RMSEA RMSEA CIs SRMR ∆SRMR Model Comparison

                             Gender Identity: Male vs. Female

Configural .930 .067 .061, .072 .042
Metric .928  .002 .065 .002 .060, .070 .046  .004 Configural
Scalar .925  .003 .063 .002 .058, .068 .046 < .0001 Metric

Ethnoracial Identity: White vs. Non-White

Configural .930 .067 .061, .072 .043
Metric .929  .001 .064 .003 .059, .070 .043 < .0001 Configural
Scalar .928  .001 .062 .002 .057, .067 .043 < .0001 Metric

Help-Seeking History vs. No Help-Seeking History

Configural .934 .064 .059, .070 .038
Metric .935  .001 .061 .003 .056, .067 .039  .001 Configural
Scalar .932  .003 .060 .001 .055, .065 .039 < .0001 Metric

Income: Below the Poverty Line vs. Above the Poverty Line

Configural .922 .071 .066, .077 .041
Metric .922 < .0001 .068 .003 .063, .074 .044  .003 Configural
Scalar .921  .001 .066 .002 .061, .071 .044 < .0001 Metric

Education: High School vs. Undergraduate and Beyond

Configural .928 .068 .062, .073 .045
Metric .928 < .0001 .065 .003 .060, .070 .046  .001 Configural
Scalar .928 < .0001 .062 .003 .057, .067 .046 < .0001 Metric


Convergent Validity Testing
     Scores of a national sample of U.S. adults on the IWI were correlated with the following established measures to investigate convergent validity of scores: the MHI-5, PHQ-9, and GAD-7. A threshold of r > +/− .50 was used to evidence convergent validity of scores (Drummond et al., 2016). The IWI displayed a strong correlation with scores on the MHI-5 (r = .66, r2 = .44, p < .001, 2-tailed). A strong correlation also emerged between scores on the IWI and PHQ-9 (r = −.56, r2 = .31, p < .001, 2-tailed). Finally, we found a strong correlation between the IWI and GAD-7 (r = −.52, r2 = .27, p < .001, 2-tailed).

Discussion

The primary aims of this study were to test the factorial invariance and convergent validity evidence of IWI scores with a national sample of adults in the United States. IW is a wellness-based construct that dovetails with the wellness orientation of the counseling profession (Bennett et al., 2023; Myers, 1992; Myers & Sweeney, 2014). Bennett et al. (2023) developed and validated IWI scores with samples of child welfare professionals; however, a score validation study was necessary to ensure that the measure was appropriately calibrated with a sample of U.S. adults. Collectively our results supported the psychometric properties of the unidimensional IWI model but not the two-dimensional model. The findings will be discussed accordingly.

Unidimensional IWI Model
     The CFA and MCFA results were promising for the unidimensional IWI model. Unidimensional IWI scores demonstrated strong invariance (metric and scalar) for all sociodemographic variables, which is particularly noteworthy, as it is not uncommon for at least one fit index to evidence metric invariance only. These results supported the generalizability of a sample of U.S. adults’ scores on the unidimensional IWI. Collectively, the MCFA results revealed that IW had the same meaning among U.S. adults between the following sociodemographic variables: income, gender, ethnoracial identity, help-seeking history, and education. These sociodemographic variables are associated with differences in terms of wellness (Kalkbrenner, 2022; Kobayashi et al., 2021; Patrick et al., 2020). This finding is encouraging, as professional counselors need wellness-based screening tools now more than ever considering the complex and comorbid nature of mental and physical health issues among U.S. adults (Clarke et al., 2020; NAMI, 2022). In particular, the IWI offers professional counselors a brief tool for measuring a wellness-based construct (IW) that is invariant among U.S. adults.

The results of convergent validity testing were also favorable, as the strength and direction of all correlations were in the expected directions. The effect size estimates (practical significance) for all correlations were in the strong range (Sink & Mvududu, 2010). The strength of the effect size estimate for the co-variance between IWI scores and MHI-5 scores was particularly noteworthy and evidenced 44% shared variance. Also as expected, IWI scores of a sample of U.S. adults demonstrated strong negative correlations with the GAD-7 (anxiety severity) and the PHQ-9 (depression severity). This finding is promising for a couple of reasons. First, it supports the convergent validity evidence of IWI scores, as wellness-based constructs tend to display negative correlations with both anxiety and depression severity (Kalkbrenner, 2022). In other words, the results of convergent validity testing supported that the IWI measured the intended construct of measurement. Second, these findings are promising when considering the prevalence of anxiety and depressive disorders among U.S. adults (Clarke et al., 2020; NAMI, 2022). Future outcome research is needed to establish causality between latent traits. However, the findings of the present study provide tentative evidence surrounding a notable proportion of co-variation between a sample of U.S. adults’ IWI scores and lower anxiety and depression scores.

Two-Dimensional IWI Model
     In the initial instrument development and score validation study, Bennett et al. (2023) found support for the internal structure validity of scores on both unidimensional and two-dimensional IWI models. However, in the present study, we found questionable internal consistency reliability and poor internal structure validity evidence of scores on the two-dimensional IWI model. Differences in the normative samples might account for the discrepant findings between Bennett et al. (2023) and the current study. The present study was comprised of a non-clinical sample of U.S. adults, and Bennett et al. (2023) sampled child welfare professionals, who were defined as mental health professionals who were working “directly and indirectly in public child welfare agencies to ensure the safety, protection, and well-being of children” (p. 122). Mental health professionals have training in providing mental (and sometimes physical) health care to clients in need of support services. Perhaps mental health professionals’ clinical training and work experience is what led to them understanding IW as a two-dimensional construct. In other words, mental health professionals’ training in interpersonal communication might have contributed to their recognizing both internal and external dimensions of IW (the two-dimensional model), whereas IW might have a unidimensional meaning among a non-clinical sample of adults living in the United States. Future research is needed to test this possible explanation for this finding.

Implications for Practice
     The results of this study show strong psychometric support for the unidimensional IWI model with a sample of U.S. adults, which has a number of implications for counseling practitioners. The National Board for Certified Counselors (2023) encourages professional counselors to use screening tools with validated scores as one way to enhance clinical practice. In fact, professional counselors have an ethical duty to make sure that screening tools have valid and reliable scores with representative client samples to ensure their proper use (AERA et al., 2014; Lenz et al., 2022; National Board for Certified Counselors, 2023). CFA and MCFA are rigorous tests of construct validity and evidenced that the IWI accurately appraised the intended construct of measurement (IW). The results of the present study extend the generalizability of IWI scores from child welfare professionals (Bennett et al., 2023) to adults in the United States. Accordingly, as one implication for practice, professional counselors can use the IWI to measure their clients’ IW. This is a particularly salient implication for practice, as demonstrating measurable treatment outcomes is becoming increasingly important in professional counseling and related health care settings (de Ossorno Garcia et al., 2021). In particular, professional counselors are expected to provide evidence of measurable client goals and outcomes. The IWI has potential to help professional counselors demonstrate such goals and outcomes. Suppose, for example, that a professional counselor is working with a client who is struggling with IW, which can manifest in a number of ways, such as struggles with self-efficacy and/or one’s sense of self-worth being dependent on external validation from others (Bennett et al., 2023; Glasser & Lowenstein, 2016). The counselor can use the IWI to track their client’s IW throughout treatment. The client’s test scores might serve as one way to quantify their progress throughout therapy.

The NHA has been implemented for decades to help individuals grow their IW and reduce workplace stressors (e.g., burnout) as well as increase resilience (Bennett et al., 2023; Glasser & Lowenstein, 2016). However, to date, there is a dearth of empirical NHA studies in the extant literature, as a screening tool for measuring IW (the primary outcome variable in NHA) did not exist until recently. The results of the present study build on the initial score validation study by Bennett et al. (2023). Specifically, the MCFA in the present study took construct validity testing to another level by demonstrating that IWI scores have the same meaning across important demographic factors among a national sample of U.S. adults. Collectively, the results of CFA, MCFA, and convergent validity testing suggest that the IWI is particularly well calibrated for measuring IWI among adults in the United States. Accordingly, professional counselors and professionals in related fields can use the IWI as one way to measure the utility of NHA interventions.

Practicality of the IWI and Consistency With the Counseling Profession
     Practicality is a cornerstone of test-worthiness and involves the degree to which a screening tool is logistically feasible for use in clinical practice (Neukrug & Fawcett, 2019). Brief screening tools with validated scores enhance the practicality of screening tools, as they provide practitioners with a quick and feasible method for measuring their clients’ scores on latent variables (Shields et al., 2021). The IWI has potential to be a highly practical screening tool in professional counseling settings, as it is comprised of reasonably few items (13 items in the unidimensional model), which has implications for reducing respondent fatigue. The IWI is also available in the public domain, free to use, and can be scored in minutes. Accordingly, the IWI has potential to be a practical screening tool that professional counselors can use in the intake process to establish baseline IW scores. The brevity and feasibility of the IWI makes it practical for professional counselors to administer the IWI to their clients as one way to monitor their progress in treatment.

Consistent with the underlying strengths-based principles of the counseling profession (Long et al., 2022; Myers, 1992), the IWI’s construct of measurement, IW, is a strengths-based latent characteristic (Glasser & Lowenstein, 2016). Accordingly, professional counselors are encouraged to use strengths-based assessment tools to measure well-being and keep track of treatment effectiveness (Fullen, 2016; Young et al., 2015) rather than focusing solely on measures of symptomatic distress or psychopathology. NHA and IW emphasize empowerment, strength, and resilience. The IWI is a strengths-based screening tool for measuring a growing, accruing, and deepening sense of inner enrichment (Bennett et al., 2023). Considering the promising psychometric support for the unidimensional IWI model in the present study, practitioners can use the IWI to measure IW when working with adults in the United States. In addition, the current results revealed strong correlations between IWI and MHI-5, which further supports that IW is a form of mental wellness.

Inner Wealth, Anxiety, and Depression
     Anxiety and depression are the two most common mental health conditions among adults living in the United States (NAMI, 2022). The PHQ-9 and GAD-7 are screening tools with rigorously validated scores for measuring depression and anxiety severity with normative samples of adults in the United States (e.g., J. S. Patel et al., 2019). Accordingly, the results of convergent validity testing between the IWI and the GAD-7 and PHQ-9 in the present study support the IWI’s psychometric properties and have implications for counselors who are working with U.S. adults living with anxiety or depression. Specifically, the IWI’s strong correlations with the PHQ-9 and GAD-7 suggest that the IWI might have utility for tracking treatment outcomes related to potential protective factors against depression and anxiety. Future research is needed; however, the results of the present study tentatively suggest that higher levels of IW might have utility for predicting lower levels of anxiety and depression among U.S. adults. To this end, it might be helpful for professional counselors to include the IWI in assessment batteries for clients who are living with anxiety and depression. Treatment plan goals can reflect both aiming to reduce negative symptoms (anxiety or depression) and increase wellness-based symptoms (e.g., IW). In addition, counselors and their clients can refer to the content of IWI items as semi-structured discussion prompts. Suppose, for example, that a client scores high on the following IWI item: “When I receive a compliment, I think it is likely untrue.” The client and counselor can use this information to discuss how and in what ways the client can work on giving themselves credit when they receive a compliment.

Two-Dimensional IWI Model
     At this stage of development, we recommend that clinicians and researchers use the two-dimensional IWI tentatively, if at all, to measure IW among U.S. adults due to the questionable-to-poor validity evidence of scores that we found for this model. Future researchers or practitioners who are seeking to use the two-dimensional model with adults in the United States should test for reliability and validity evidence of IWI scores with their sample before interpreting the meaning of scores.

Limitations and Future Research
     The findings of this study present limitations and implications for future research. We hired a data collection contracting company to employ a rigorous data collection procedure to recruit a national sample of U.S. adults stratified by the census data (U.S. Census Bureau, 2022). However, the statistical aggregation procedure that we used to dummy code variables into subsamples that were substantial enough for invariance testing may have limited the external validity of the findings. In particular, the results might not have detected differences in the meaning of IW among U.S. adults with (a) gender identities besides female or male, (b) ethnoracial identities beyond White or non-White, and/or (c) levels of education that were more specific than having a college degree or not. To these ends, we recommend that future investigators examine the factorial invariance of IWI scores with more ethnoracially, educationally, and gender-diverse samples. In addition, future researchers can extend the existing line of research on the IWI by testing for temporal internal structure validity via a time series factor analysis. Results might reveal insights into the time series psychometric properties of the IWI.

The results of convergent validity testing revealed strong co-variation (i.e., both statistical and practical significance) between IWI scores of a sample of U.S. adults and their depression and anxiety severity scores. However, causal directionality between variables cannot be inferred from the results of any cross-sectional study. Accordingly, future outcome research on the potential utility of IW in a possible treatment for anxiety and depressive disorders is recommended. For example, future researchers can test for changes in anxiety and depression severity before and after the NHA training (Glasser & Lowenstein, 2016), which is geared toward increasing IW. In addition, the results of the present study are based on a non-clinical sample of adults in the United States. There might be utility in future researchers testing the psychometric properties of the IWI with samples of participants who are living with mental and/or physical health conditions.

Summary and Conclusion

Consistent with the wellness orientation of the counseling profession, IW is a strengths-based construct that emphasizes internal enrichment and empowerment (Glasser & Lowenstein, 2016). The IWI is a screening tool for appraising IW, which was normed with two large samples of child welfare professionals (Bennett et al., 2023). The purpose of the present study was to extend the generalizability of IWI scores to a normative national sample of U.S. adults (stratified by the U.S. Census Bureau [2022] data for gender identity, age, ethnoracial identity, and geographic location). We found support for the psychometric properties of the unidimensional IWI model but not the two-dimensional IWI model with U.S. adults. Specifically, the results of factorial invariance (MCFA) and convergent validity testing evidenced strong support for the psychometric equivalence in the meaning of IW across gender, ethnoracial identity, help-seeking history, education, and income for U.S. adults’ scores on the unidimensional IWI model. When working with adults in the United States, professional counselors can use the unidimensional IWI as one way to measure and track their clients’ IW throughout treatment. The IWI offers a number of practical advantages to professional counselors, including brevity, simple scoring instructions, and free availability in the public domain.

Conflict of Interest, Funding Disclosure, and Author Note
The authors reported no conflict of interest in the development of this manuscript. This research was supported by an Institutional Development Award (IDeA) from the National Institute of General Medical Sciences of the National Institutes of Health under grant number P20GM103451. The authors would like to thank Dr. Howard Glasser for developing the Nurtured Heart Approach and Inner Wealth. This research would not have been possible without Dr. Glasser’s innovations.

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Michael T. Kalkbrenner, PhD, NCC, is a full professor at New Mexico State University. Stephanie L. Zackery is a doctoral student at New Mexico State University. Yuxuan Zhao, MEd, is a doctoral candidate at New Mexico State University. Correspondence may be addressed to Michael T. Kalkbrenner, Department of Counseling and Educational Psychology, New Mexico State University, 1780 E. University Ave., Las Cruces, NM 88003, mkalk001@nmsu.edu.

Enhancing Counselor Trainee Preparedness for Treating Eating Disorders: Recommendations for Counselor Educators

Taylor J. Irvine, Adriana C. Labarta

Eating disorders (EDs) are increasingly prevalent and pose significant public health challenges. Yet, deficits exist in counselor education programs regarding ED assessment, conceptualization, and treatment. Consequently, counselors report feeling incompetent and distressed when working with ED clients. We propose a conceptual framework, the 3 Cs of ED Education and Training, to enhance trainee development. The 3 Cs are: (a) cultivating trainee self-awareness through reflexivity and deliberate skill practice, (b) capturing contextual and sociocultural factors with culturally responsive approaches, and (c) collaborating with interdisciplinary ED professionals while strengthening counselor professional identity. Implications for counselor educators include incorporating activities aligned with this framework into curriculum and experiential training in order to facilitate trainee competence in ED assessment and treatment.

Keywords: eating disorders, 3 Cs of ED Education and Training, framework, counselor education, trainee development

Eating disorders (EDs) remain one of the most lethal mental health illnesses, contributing to roughly 3 million deaths globally each year (van Hoeken & Hoek, 2020) and impacting 29 million or 9% of Americans over their lifetime (Deloitte Consumer Report, 2020). In the United States alone, EDs directly result in 10,200 deaths annually, averaging one death every hour (Deloitte Access Economics, 2020). The steady rise of EDs across genders and countries is of increasing concern, with scholars noting in their systematic literature review that rates have doubled from 3.5% in 2000–2006 to 7.8% in 2013–2018 (Galmiche et al., 2019). EDs also exact a significant economic toll in the United States. In the 2018–2019 fiscal year, Streatfeild et al. (2021) found that EDs generated financial costs of nearly $65 billion, averaging about $11,000 per affected individual. Moreover, their study estimated an additional $326.5 billion in non-financial costs due to reduced well-being among those with EDs. Given their associated comorbidities with other mental health illnesses (Ulfvebrand et al., 2015), enduring somatic issues (Galmiche et al., 2019), and facilitation of psychological distress (Kärkkäinen et al., 2018), EDs pose significant public health and economic threats that necessitate further consideration. However, the literature lacks meaningful attention to ED prevention and treatment (van Hoeken & Hoek, 2020), an oversight that needs to be redressed within counselor education (CE) graduate training programs. A failure to examine this clinical issue threatens the maintenance of quality assurance and ethical standards within the profession, enabling short- and long-term client harm.

Challenges and Gaps in ED Education and Training
     Given the steady rise in the prevalence of EDs and their associated consequences, counseling trainees must be equipped with comprehensive training in order to effectively conceptualize and treat these complex conditions. However, across the decades, research has illuminated ED education and training deficits, particularly in graduate programs (Biang et al., 2024; Labarta et al., 2023; Levitt, 2006; Thompson-Brenner et al., 2012). For instance, Labarta et al.’s (2023) recent study examined clinician attitudes toward treating EDs, revealing challenges related to the lack of specialized graduate training. Among surveyed respondents, only 25.7% reported that their programs offered a specialized course on EDs, while approximately half of the sample (41.3%) divulged that their program dedicated only 1–5 hours of ED-related instruction throughout the curricula. Furthermore, one participant indicated that ED education is “rarely more than one lecture at the master’s level” (Labarta et al., 2023, p. 21). This is particularly concerning as research shows that trainees are not only very likely to encounter a client battling an ED at some point in their professional career (Levitt, 2006) but are also going to be less prepared and effective in treating such clients without specialized ED training in graduate programs (Biang et al., 2024; Labarta et al., 2023).

As a result of this lack of ED education, scholars have noted negative implications for helping professions, contributing to clinician incompetence, increased burnout, and diminished self-efficacy when working with ED clients (Labarta et al., 2023; Levitt, 2006; Thompson-Brenner et al., 2012). Clinician competence is a necessary vehicle to not only promote individual accountability but to also ensure the integrity of the broader counseling profession. However, holistic competency development is threatened without adequate, targeted ED training, increasing the likelihood that counselors-in-training (CITs) will encounter recurring treatment failures when working with clients struggling with an ED (Williams & Haverkamp, 2010). Williams and Haverkamp (2010) echoed this sentiment, stating that the field risks the occurrence of “iatrogenesis . . . particularly when the practitioner has a poor understanding of EDs, the negative reactions that eating disordered clients can evoke in the clinician are not managed, and/or there are specific types of process and relationship errors made in therapy” (p. 92). For example, although a school counselor may not serve as the primary treatment provider for an adolescent with bulimia nervosa, their understanding of warning signs and symptoms, supportive collaboration with students and families, and knowledge of specialized community referrals are invaluable to the counseling process (Carney & Scott, 2012). As such, counselor educators must assist CITs with developing essential competencies for treating EDs during graduate training programs, ultimately working toward bridging this gap and improving the quality of care.

Addressing the deficit of multicultural research in the field of EDs is of paramount importance, as it directly impacts the practice and education of counselors. Accrediting and professional bodies expect counselor educators to impart multicultural knowledge and skills to CITs, including a focus on diverse cultural and social identities (American Counseling Association [ACA], 2014; Council for the Accreditation of Counseling and Related Educational Programs [CACREP], 2023). Furthermore, Levitt (2006) emphasized that the significant consequences and growing prevalence of EDs across diverse cultural groups necessitate that clinicians “gain exposure to the etiology, manifestation, and treatment of eating disorders within multiple contexts” (p. 95). This assertion underscores the critical need for a more inclusive and culturally competent approach to assessing, treating, and educating about EDs, emphasizing the urgency of addressing the existing gaps in research. Ultimately, the absence of targeted ED research and training, notably conceptualization and assessment strategies, poses ethical concerns for safeguarding clients’ welfare, rendering trainees ill-equipped to address milder presentations of these disorders, let alone complex cases with more severe symptoms, such as heightened suicidality, enduring medical complications, and acute psychological distress (Kärkkäinen et al., 2018).

Research concerning client experiences is also imperative when assessing education and training needs for effective ED treatment. Babb et al. (2022) conducted a meta-synthesis of qualitative research on ED clients’ experiences in ED treatment, illuminating important themes on clinicians’ roles in supporting clients. Several clients reported that some staff perpetuated stereotypes about EDs (e.g., viewing the client as an illness versus a person) and tried to fit clients into specific theoretical frameworks. Clients attributed this lack of awareness and sensitivity to the providers’ lack of specialized training in EDs. Conversely, clients in this study felt empowered when providers were empathic and provided individualized approaches to treatment. These participants noted that “being seen as an individual” facilitated motivation for treatment, with the therapeutic alliance as an essential factor in this process (Babb et al., 2022, p. 1289). These client perspectives provide valuable insights that should inform the development of CE training programs to better prepare CITs for working with individuals with EDs.

Training Recommendations for Counselor Education Programs

Collectively, the findings cited above underscore the importance of comprehensive ED training for counselors to be able to effectively and compassionately serve diverse clients with EDs. However, accessibility to such education and training remains a challenge to both the graduate students and practitioners (Biang et al., 2024; Labarta et al., 2023). Furthermore, despite the efficiency of manualized approaches, Babb et al.’s (2022) study emphasized the need for both flexibility and avoiding a one-size-fits-all approach to ED treatment, particularly given the diversity of clients with EDs, including those from traditionally underrepresented backgrounds (Schaumberg et al., 2017). Clients’ lived experiences corroborate these gaps, reporting instances of stereotyping, rigid adherence to theoretical frameworks, and a lack of empathy stemming from inadequate specialized training (Babb et al., 2022). These findings highlight the pressing need for training strategies that ensure competence and uphold ethical standards within the treatment of EDs, including ongoing education for new practitioners entering the field.

The following section offers competency-based recommendations for CE programs to incorporate into their curricula and experiential training. We propose a conceptual model that we call the 3 Cs of ED Education and Training. The 3 Cs are: (a) cultivating trainee self-awareness, (b) capturing contextual and sociocultural factors, and (c) collaborating with interdisciplinary professionals (see Figure 1). We also provide an overview of recommended activities and associated reflective prompts that can be used in a special topics course on EDs (see Appendix A), as well as suggested adaptations for integration across counseling curricula. By integrating these teaching strategies, CE programs can enhance competency-based education for EDs (Williams & Haverkamp, 2010), which may empower CITs to provide compassionate, empirically supported services to this vulnerable population.

Figure 1
The 3 Cs of ED Education and Training
 


Cultivating Trainee Self-Awareness
     Cultivating trainee self-awareness is essential to ethical and multiculturally competent ED treatment. As espoused in our ethical codes (ACA, 2014), counselors are expected to examine their own beliefs, attitudes, and emotional responses when working with clients. Without such conscious examination, clinicians risk projecting their personal biases onto their clients or responding in ways that might inadvertently cause harm. For instance, the pervasive weight stigma embedded in our society can unconsciously influence counselors and may result in microaggressions, victim blaming, or the dismissal of symptoms, particularly when working with clients in larger bodies (Veillette et al., 2018). Counselors may also experience countertransference reactions triggered by ED behaviors or other challenging treatment components, such as high relapse rates, resistance to treatment, or insurance coverage issues (Labarta et al., 2023; Warren et al., 2013), negatively influencing the therapeutic relationship (Graham et al., 2020). Reflexive exercises, paired with targeted deliberate skill practice, are valuable mechanisms for facilitating conscious self-examination and building relevant knowledge and skills for effective ED treatment. 

Encouraging Reflexivity and Deliberate Practice
     Reflexivity, defined as “a practice of observing and locating one’s self as a knower within certain cultural and socio-historical contexts,” allows CITs to engage with courses on cognitive, affective, and experiential levels (Sinacore et al., 1999, p. 267). The integration of reflexive exercises and critical discussions into ED curricula is essential for cultivating self-awareness and, in effect, mitigating potential client harm. Such practices create opportunities for trainees to identify and address any unconscious biases or beliefs, which, if unaddressed, can undermine the quality of care provided. By establishing a habit of mindful self-inquiry, educators can take the first critical step in preparing ethically conscientious counselors attuned to ED clients’ diverse needs (Labarta et al., 2023).

This intentional practice of reflexivity should be paired with deliberate practice strategies focused specifically on promoting skill development for treating EDs. Deliberate practice is a systematic and intentional training method that targets skill development in order to attain expert performance in a given area or domain (Ericsson, 2006; Irvine et al., 2021). Research shows that integrating deliberate practice strategies early in CE training promotes competency development (Chow et al., 2015). Ericsson (2006) developed five crucial tasks of deliberate practice: self-assessment, skill repetition, formative feedback, stretch goals, and progress monitoring. The first task is a necessary step in increasing trainee self-awareness, which is particularly crucial when working with vulnerable populations, such as those struggling with EDs. Deliberate practice empowers trainees to refine their skills and continuously evolve as competent, empathic, and effective counselors. Thus, deliberate self-reflection on personal assumptions is key, as examining one’s relationship with food and body is imperative to prevent issues like value imposition and orient the focus of treatment to the client’s healing process.

Integrating reflexivity and deliberate skill practice early in CE training is vital to promoting lasting competency. CITs often overestimate their competence at the end of their training, necessitating that CE programs systematically monitor the congruence between CITs’ self-assessments and counselor educators’ assessments of CITs’ competency and skill development (Gonsalvez et al., 2023). Routine reflexive exercises can illuminate areas for growth, while deliberate practice strategies provide structured mechanisms for targeted skill refinement. As trainees embark on their professional journeys, ongoing and intentional efforts to self-reflect and evolve through skill refinement will empower them to provide safe, ethical, and effective ED treatment.

Capturing Contextual and Sociocultural Factors
     It has been well-documented that EDs impact individuals across social and cultural identities despite the misconception that only thin, White, affluent, cisgender women are affected (Schaumberg et al., 2017). Indeed, scholars have pointed to the need for intersectional, social justice–informed research that addresses the unique ways that context and culture influence EDs and body image concerns (Burke et al., 2020; Halbeisen et al., 2022). The prevalence of EDs and pervasive body image issues is alarming in today’s sociocultural landscape. For instance, the recent increase in gender-affirming care bans and anti-LGBTQ+ legislation poses profound and detrimental effects on individuals battling an ED (Arcelus et al., 2017), as these restrictive policies exacerbate the mental and emotional distress already experienced by LGBTQ+ individuals, further isolating them and undermining their access to critical health care services (Canady, 2023). As a result, members of this community are more apt to experience intensified body dysphoria, heightening the risk of developing or worsening an ED in an attempt to conform to societal norms (Arcelus et al., 2017).

In the wake of the COVID-19 pandemic, the world has experienced a collective trauma that triggered a series of physical and mental health consequences that will linger for years to come, including rising rates of disordered eating and body-related concerns. Termorshuizen et al. (2020) surveyed 1,021 individuals across the United States and the Netherlands, revealing that ED diagnoses increased at a rate of roughly 60%, with respondents noting increased binge episodes (30%) and restriction behaviors (62%) during this time. Scholars have also shown the deleterious effects of the pandemic on body image perception. For instance, in one study of 7,878 respondents, 61% of surveyed adults and 66% of surveyed children (17 and under) disclosed frequent negative feelings regarding their body image, with 53% of adults and 58% of children reporting that the pandemic has significantly exacerbated these feelings (House of Commons, 2021). Unfortunately, weight stigma was also pervasive in the media, with concerns regarding quarantine weight gain (e.g., “Quarantine-15”) contributing to eating and body image challenges (Schneider et al., 2023). Amidst the multifaceted challenges presented by recent sociopolitical events and the intersecting struggles faced by diverse individuals with EDs, it is essential that counselors implement culturally responsive approaches to treatment and advocacy efforts.

Centering Culturally Responsive Approaches
     Given the diversity of clients who struggle with eating and body image concerns (Schaumberg et al., 2017), CE programs must integrate culturally sensitive theories into the curriculum to ensure that CITs possess the necessary competencies to explore relevant cultural factors and effectively treat diverse clients with EDs (Williams & Haverkamp, 2010). Two theories that fostered the development of the Multicultural and Social Justice Counseling Competencies (MSJCC; Ratts et al., 2016) are intersectionality theory and relational–cultural theory (Singh et al., 2020). Intersectionality is a framework for comprehensively understanding the interaction of systemic inequalities and oppression that significantly affect marginalized community members (Burke et al., 2020; Crenshaw, 1991). This theoretical paradigm deepens our understanding of factors such as age, race, ethnicity, sexual orientation, ability status, body size, and gender identity and how these factors influence an individual’s lived experience. Intersectionality is vital for promoting social justice and culturally responsive treatment while also serving as a tool to dismantle oppression and colonizing practices within the profession (Chan et al., 2018; Singh et al., 2020). Intersectionality-informed practice may assist researchers and counselors with considering risk and protective factors for EDs; however, the lack of attention to the intersecting roles and identities of ED clients (e.g., a Catholic, bisexual, Latina) remains a concern, which is crucial for informing culturally competent counseling and training practices (Burke et al., 2020).

Relational–cultural therapy (RCT; Jordan, 2009) is another promising theory that may decolonize dominant counseling approaches (Singh et al., 2020). Due to its emphasis on relational connection, social justice, and empowerment, RCT has been applied to the treatment of EDs (Labarta & Bendit, 2024; Trepal et al., 2015). Infusing RCT into practice may help counselors understand sociocultural influences that maintain ED (e.g., diet culture, weight stigma, acculturation) and perpetuate feelings of disconnection for individuals who do not conform to prevailing body or appearance standards. RCT also aligns well with counseling’s wellness orientation due to its relational and strengths-based focus, emphasizing resilience over pathology in the treatment of ED (Labarta & Bendit, 2024). Counselor educators can expand beyond traditional ED treatment approaches by integrating culturally responsive theories like intersectionality and RCT into course curricula, thus highlighting the intrapersonal, interpersonal, and systemic components that impact clients with EDs.

Collaborating With Interdisciplinary Professionals
     The counseling profession has recognized the importance of interdisciplinary practice, encouraging counselors to participate in “decisions that affect the well-being of clients by drawing on the perspectives, values, and experiences of the counseling profession and those of colleagues from other disciplines” (ACA, 2014, Code D.1.c, p. 10). The CACREP Standards (2023) also emphasize the need for counseling students to learn about collaboration, consultation, and community outreach as part of interprofessional teams (Section 3.A.3). Indeed, interdisciplinary collaboration provides an opportunity for individual and systems-level advocacy (Myers et al., 2002). The challenge remains in how counselors can balance establishing a distinct professional identity while simultaneously fostering a sense of community among various helping professions (Klein & Beeson, 2022). Researchers have underscored common experiences of counselors within interdisciplinary teams, including challenges with building legitimacy and credibility, especially among more well-established helping professions such as psychiatry or psychology (Klein & Beeson, 2022; Ng et al., 2023). Given that multidisciplinary collaboration is also crucial to ED treatment (Crone et al., 2023; Williams & Haverkamp, 2010), counselor educators must prepare CITs to effectively work within interdisciplinary treatment teams while utilizing their counseling values and training to best serve their clients and advocate for the inclusion of counselors across ED treatment settings (Labarta et al., 2023).

Strengthening Counselor Professional Identity
     Given that EDs are biopsychosocial in nature, effective treatment commonly involves collaboration among various health professions (e.g., medicine, psychiatry, counseling, psychology, dietetics) to ensure holistic, comprehensive client care (Crone et al., 2023). Counselors’ developmental, preventive, and wellness-based perspectives can help provide a strengths-based approach to interdisciplinary collaborations (Labarta et al., 2023). For example, a psychiatrist at a residential facility may focus on assessing a client’s pathology, comorbidity, and changes in symptoms throughout treatment. Although counselors can also focus on assessing client symptoms, their training allows them to provide insight into protective factors that foster client resilience in their recovery process (e.g., social support and cognitive flexibility). Both professionals bring unique expertise, knowledge, and skill sets that provide a distinct conceptualization of the client’s concerns with food or with their body. However, the ultimate goal of the treatment team is to ensure ethical and competent care for the client.

Outside of intensive ED treatment, counselors in school settings and community agencies can offer prevention-based approaches to mitigate risk factors leading to the development of EDs. Prevention-based efforts, such as community programs and workshops, are essential to the field of ED, given the alarmingly low rates of help-seeking in adults with lifetime EDs (34.5% for anorexia nervosa, 62.6% for bulimia nervosa, and 49.0% for binge eating disorder), which are even more pronounced among marginalized communities (Coffino et al., 2019). As such, counselors and other helping professionals can collaborate on ways to increase accessibility to mental health services for underserved groups with increased risk of eating or body image concerns (e.g., LGBTQ+; Nagata et al., 2020). Regardless of the settings within which CITs will work, students can benefit from developing teamwork, leadership, and advocacy skills, as well as a systemic conceptualization of client care (Ng et al., 2023). Ultimately, counselor educators can encourage the exploration of shared goals across helping professions and the utilization of counseling values and training to enhance interdisciplinary work for diverse clients and communities recovering from EDs (Klein & Beeson, 2022; Labarta et al., 2023; Ng et al., 2023).

Implications for Counselor Educators

The 3 Cs for ED Education and Training pose several implications for counselor educators and counseling programs. Although intended for ED treatment, this framework captures essential competencies across counseling specialties, such as counselor self-awareness, cultural and diversity issues, and interdisciplinary practice (CACREP, 2023). As such, integrating these foci into the counseling curriculum can help reinforce competencies regardless of the settings within which students will work. Counselor educators teaching about EDs should also consider ways to incorporate other ED counseling competencies, such as relevant ethical issues, assessment and screening, and evidence-based treatments into coursework (Williams & Haverkamp, 2010). These topics can be integrated into the 3 Cs for ED Education and Training in several ways. For instance, ethical issues and scenarios, such as determining when a client may need a higher level of care, can be presented to students as a standard component of collaborating with interdisciplinary professionals. Counselor educators can also review common ED assessments and encourage students to critically evaluate gaps in the diagnostic process that impact underrepresented populations (e.g., men with EDs), capturing contextual and sociocultural factors and enhancing culturally responsive care (see Appendix B for more examples.)

We also recognize the potential challenges of implementing the 3 Cs of ED Education and Training, as a stand-alone, special topics course on EDs may not be possible for all counseling programs. However, counselor educators can adapt and incorporate the suggested activities in Appendix A into various CACREP core courses to enhance ED education across the curriculum. CE programs can also utilize their Chi Sigma Iota chapters to host events on EDs, such as an interdisciplinary panel discussion followed by a group discussion on professional counseling identity and advocacy (Labarta et al., 2023). Opening these events to the local community could encourage continuing education, collaboration, and advocacy.

Directions for Future Research
     Given that the 3 Cs of ED Education and Training is a conceptual framework, there are several directions for future research. Counselor educators and researchers may consider developing a stand-alone course to test the effects of this framework on CITs’ competence in treating EDs. To our knowledge, limited ED competency measures exist, especially for counselors. As such, researchers could explore developing an instrument that measures ED competency areas that include the 3 Cs of ED Education and Training. Such a tool would be helpful for research, clinical, and teaching purposes. An ED competency tool may also enhance CITs’ and counselors’ deliberate practice efforts, promoting quality care for clients across ED treatment settings. Additionally, one theoretical framework educators can modify to help enhance trainees’ clinical competencies in treating EDs is Irvine and colleagues’ (2021) Deliberate Practice Coaching Framework (DPCF), given its structured guidance for skill refinement through individualized coaching and feedback. The development and future testing of an adapted DPCF for EDs may further enhance reflexive and deliberate practice efforts for CITs and counselors working with this population.

Conclusion

In this article, we have proposed our 3 Cs of ED Education and Training to address current gaps in ED education and enhance trainee preparedness across CE programs. Informed by existing literature, this framework incorporates essential elements of comprehensive ED treatment, including counselor self-awareness, cultural and contextual factors, and interdisciplinary practice. The flexibility of this framework allows educators to adapt current curricula to strengthen ED training in CE programs and to meet the needs of their students. Further research that tests a stand-alone course incorporating this framework is needed. The 3 Cs of ED Education and Training offer a path forward in remedying the salient gaps in ED education, ultimately advocating for more compassionate, ethical, and inclusive care across counseling settings.

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

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Termorshuizen, J. D., Watson, H. J., Thornton, L. M., Borg, S., Flatt, R. E., MacDermod, C. M., Harper, L. E., van Furth, E. F., Peat, C. M., & Bulik, C. M. (2020). Early impact of COVID-19 on individuals with eating disorders: A survey of ~1000 individuals in the United States and the Netherlands. International Journal of Eating Disorders, 53(11), 1780–1790. https://doi.org/10.1002/eat.23353

Thompson-Brenner, H., Satir, D. A., Franko, D. L., & Herzog, D. B. (2012). Clinician reactions to patients with eating disorders: A review of the literature. Psychiatric Services, 63(1), 73–78. https://doi.org/10.1176/appi.ps.201100050

Trepal, H., Boie, I., Kress, V., & Hammer, T. (2015). A relational-cultural approach to working with clients with eating disorders. In L. H. Choate (Ed.), Eating disorders and obesity: A counselor’s guide to prevention and treatment (pp. 261–276). https://doi.org/10.1002/9781119221708.ch18

Ulfvebrand, S., Birgegård, A., Norring, C., Högdahl, L., & von Hausswolff-Juhlin, Y. (2015). Psychiatric comorbidity in women and men with eating disorders results from a large clinical database. Psychiatry Research, 230(2), 294–299. https://doi.org/10.1016/j.psychres.2015.09.008

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Appendix A

The 3 Cs of ED Education and Training: Suggested Activities and Reflective Prompts

 

3 Cs of ED Education & Training Suggested

Activities

Activity Sample

Reflective Prompts

Adaptations for Integration Across Counseling Curricula
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Cultivating Trainee

Self-Awareness

Reflexive Journaling:

Have CITs maintain a journal, reflecting on their experiences (e.g., biases, assumptions, insights, challenges) throughout the course.

Instructors can provide suggested weekly prompts based on the content or topic area discussed.

Deliberate Practice:

During the first week, CITs will read Williams and Haverkamp’s (2010) article on ED counseling competencies.

CITs then write a reflection paper identifying 2–3 targeted, actionable areas for development and growth.

Revisit these competencies at the end of the course to assess CIT growth and ongoing development areas.

Reflexive Journaling Prompts:

Reflect on your beliefs, values, and attitudes about counseling ED clients. What would you like to learn? What challenges do you anticipate?

How might cultural factors impact how counselors work with ED clients? Consider how your cultural and social identities shape your relationship with food and body image.

Complete the Anti-fat Attitudes Questionnaire (Crandall, 1994) and interpret your score. What insights did you gain? Why might self-assessment in this domain be an important tool for counselors? (Kerl-McClain et al., 2022)

Deliberate Practice Prompts:

Using a Likert scale of 1 (not confident) to 5 (very confident), how confident do you feel to treat clients with EDs?

Using a Likert scale of 1 (not prepared) to 5 (very prepared), how prepared do you feel to treat clients with EDs?

Identify 2–3 areas of personal or professional development and growth.

Identify 2–3 actionable steps for this semester and beyond.

 

Psychopathology and Diagnosis Courses:

Before teaching ED diagnoses, facilitate a brief activity to promote reflexive practice (see suggested prompts).

Follow up with a class discussion on CITs’ reflections, reactions, insights, and the possible impact of biases or assumptions on the diagnosis and treatment process for ED clients.

Practicum and Internship Courses:

CITs working in ED treatment settings can use the deliberate practice prompts to continually assess strengths and growth areas.

Encourage CITs to complete the self-assessment on ED knowledge and skills. Based on the identified gaps, campus instructors can invite guest lecturers to discuss topics of interest.

3 Cs of ED Education & Training Suggested

Activities

Activity Sample

Reflective Prompts

Adaptations for Integration Across Counseling Curricula
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Capturing Contextual

and

Sociocultural Factors

Media Critique:

Have CITs select and analyze a form of media (e.g., movies, TV series, social media).

CITs can then consider the messages conveyed about EDs and body image.

Class Discussion:

Engage in a class discussion on CITs’ observations, noted themes, and implications for counseling practice.

Educators may also initiate a discussion on media literacy and how to broach similar discussions with clients and colleagues.

 

Individual Reflection Prompts:

How were EDs and/or body image concerns portrayed explicitly and implicitly?

How do sociocultural factors (e.g., race, ethnicity, gender, etc.) influence media portrayals and messages about EDs/body image?

How might these portrayals or messages influence one’s beliefs about EDs?

Class Discussion Prompts:

What were the overarching themes or messages across the various media?

How can culturally responsive theories (e.g., RCT, intersectionality) inform how we conceptualize the impact of media on EDs and body image concerns?

How can counselors work with clients impacted by harmful media ideals?

How can counselors advocate for more culturally inclusive and responsible ED portrayals in media?

Social and Cultural Diversity Course:

Facilitate a discussion on CITs’ observations of ED media portrayals, considering the impact of limited representation on mental health access.

Provide a case study of a client with intersecting minoritized identities and encourage CITs to identify culturally responsive treatment approaches and theories that can benefit the client’s recovery.

3 Cs of ED Education & Training Suggested

Activities

Activity Sample

Reflective Prompts

Adaptations for Integration Across Counseling Curricula
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Collaborating with Interdisciplinary Professionals

ED Expert Panel:

Invite professionals across disciplines specializing in treating EDs (e.g., M.D., psychiatrist, psychologist, dietician).

Engage the panelists in a discussion on their respective training, roles, responsibilities, and experiences working in interdisciplinary treatment teams.

Reserve Q&A time for CITs to share any thoughts, questions, and insights (Labarta et al., 2023).


Professional Identity Reflection Paper:

After the ED expert panel discussion, have CITs write a reflection paper on what they learned from the panelists.

CITs can reflect on how counselors contribute to interdisciplinary teams using their developmental, prevention-focused, and wellness-based training.

Facilitate a broader discussion with CITs during the subsequent class meeting.

Expert Panel Discussion Prompts:

Briefly discuss your ED treatment experiences and describe your main roles and responsibilities.

Discuss the benefits and challenges of working in interdisciplinary treatment teams.

What would you say are the most prevalent issues faced by ED professionals today?

What words of wisdom can you share with CITs considering working with ED clients?

Professional Identity
Paper Prompts:

·      What challenges and opportunities do you foresee as a counselor working in an interdisciplinary treatment team?

·      How can counseling values inform an interdisciplinary perspective on ED treatment?

·      What personal strengths could you contribute as an interdisciplinary treatment team member?

·      Reflect on the MJSCC (Ratts et al., 2016), discussing how they can inform a counselor’s work with diverse clients struggling with eating and/or body image concerns.

Introduction to Mental Health Counseling Course:

If coordinating an ED expert panel is not feasible, consider inviting other professionals across specialty areas (e.g., EDs, addictions, integrated behavioral health) to share their experiences

CITs can complete a reflection paper on their insights and reactions to the guest panelists using the professional identity paper prompts as a guide.

 


Appendix B

Educator Checklist for Integrating the 3 Cs of Eating Disorder (ED) Education and Training Into Counselor Education Curricula

Cultivating Trainee Self-Awareness
Increase trainee awareness by incorporating ED warning signs, risk factors, and conceptualization strategies into assessment and treatment approaches.
Routinely assess student competency on ED-related knowledge and skills, evaluating for any incongruence between the students’ and educators’ scores. Additionally, assess multicultural counseling competencies related to EDs during student evaluations. Provide feedback for growth.
Encourage student attendance at ED-focused workshops, webinars, and conferences to enhance deliberate practice efforts, promoting professional growth and development.
Promote student exploration of their own cultural identities, values, and biases related to appearance, health, and eating behaviors.
Capturing Contextual and Sociocultural Factors
Incorporate diverse ED case examples and vignettes that reflect a range of intersecting cultural identities and experiences.
Provide training on culturally responsive ED treatment approaches like RCT and intersectionality. Be sure to cover strategies for adapting evidence-based ED treatment approaches to be culturally relevant for diverse clients.
Emphasize the importance of cultivating cultural humility and client empowerment, particularly when working with ED clients from diverse or marginalized backgrounds.
Collaborating With Interdisciplinary Professionals
Critically examine course syllabi to identify where ED content and scholarship could be incorporated or expanded (e.g., textbooks, media, articles). Include resources from interdisciplinary helping professionals.
Compile a list of interdisciplinary community referrals and resources to support students working with ED clients.
Provide opportunities (e.g., guest lecture, course assignment) for students to learn from ED experts in various helping disciplines. Encourage students to reflect on ways to utilize their counseling values and training within interdisciplinary treatment collaborations.

Note. This checklist is a framework for integrating ED education into CE graduate training. Consider modifying components to align with your specific curriculum, resources, and student population. The goal is to integrate ED education in a way that provides students with foundational knowledge, skills, and practical experience to effectively support clients struggling with EDs and body image issues in their future counseling practice.

Taylor J. Irvine, PhD, NCC, ACS, LMHC, is an assistant professor at Nova Southeastern University. Adriana C. Labarta, PhD, NCC, ACS, LMHC, is an assistant professor at Florida Atlantic University. Correspondence may be addressed to Taylor J. Irvine, Department of Counseling, Nova Southeastern University, 3300 S. University Dr., Maltz Bldg., Rm. 2041, Fort Lauderdale, FL 33328-2004, ti48@nova.edu.

2024 Dissertation Excellence Awards

In the eleventh year of TPC‘s Dissertation Excellence Award program, awards were presented to the authors of two winning dissertations, one in qualitative research and one in quantitative research. After an extensive review of submissions from across the United States, the committee selected Drs. Patti Lindsey and April Brown to receive the 2024 Dissertation Excellence Awards. Dr. Lindsey received the award in quantitative research for her dissertation entitled Training School Counselors to Close the Gap in College and Career Readiness: A Brief Intervention Study, and Dr. Brown received the award in qualitative research for her dissertation entitled Lived Experiences of Black Women Counselor Educators Mitigating Experiences of Racial Trauma in the Workplace.

Patricia “Patti” Lindsey, PhD, NCC, LSC, LPC (MN), is a licensed school counselor and a licensed professional counselor and holds the National Certified Counselor certification. Dr. Lindsey has served 7th–12th grade students in rural Southern Minnesota public schools for the past 16 years. Dr. Lindsey co-led the ASCA Affinity Group for rural school counselors over the past 2 years and was a member of the MN ACT Council for 9 years, helping plan and host an annual professional conference for educational stakeholders. Her passion for school counseling and college and career readiness led her to pursue her PhD in counselor education and supervision and research these topics for her dissertation. She earned her PhD from the University of the Cumberlands in December 2023 and is ready to use her knowledge, experience, and expertise to make a difference in our profession.

April Brown, PhD, NCC, CPCS, LPC, is a licensed professional counselor, wellness expert, business consultant, Kaiser Permanente awardee, and founder of The Wellness Room, LLC and The Wellness Room Coaching & Consulting, LLC. Dr. Brown combines 10 years of training and experience in counseling and education to deliver evidence-based practices and a solution-focused approach to help people and businesses prioritize mental health, elevate wellness, and embrace self-care. Dr. Brown was awarded the Thriving Schools Honor Roll Award from Kaiser Permanente in 2018 for her work in designing a wellness room for teachers and staff to improve employee wellness.

A firm believer in mental health awareness and self-care, Dr. Brown is passionate about teaching people how to prioritize self-care to reduce stress, obtain mental health resources, find work–life balance, and improve their overall well-being. Dr. Brown is on a mission to help people and businesses achieve optimal wellness by providing individual therapy, wellness coaching, business consulting, and wellness event planning and hosting wellness retreats. Dr. Brown plans to continue her research journey, develop innovative ways for more people to access mental health resources, create corporate wellness programs for businesses, and engage in advocacy to promote policy change around safety in the workplace.

Aside from her professional pursuits, Dr. Brown is passionate about faith, family, food, and fitness. She is a devoted wife, sister, aunt, friend, and avid plant mom. When she is not working, Dr. Brown enjoys traveling with her husband, spending time with family, reading books, and cooking vegan-friendly recipes. To learn more about Dr. Brown and her work, visit www.trythewellnessroom.com. Also, keep up with Dr. Brown on social media @thewellnessroomatl.

TPC looks forward to recognizing outstanding dissertations like those of Drs. Lindsey and Brown for many years to come.

Read more about the TPC scholarship awards here.

Career Counselors Addressing Social Determinants of Mental Health in Rural Communities

Kaprea F. Johnson, Alexandra Gantt-Howrey, Bisola E. Duyile, Lauren B. Robins, Natese Dockery

Career counselors practicing in rural communities must understand and address social determinants of mental health (SDOMH). This conceptual article details the relationships between SDOMH domains and employment and provides evidence-based recommendations for integrating SDOMH into practice through a rural community health and well-being framework. Description of the adaptation of the framework for career counselors in rural communities, SDOMH assessment strategies and tools, and workflow adjustments are included. Conclusions suggest next steps for practice and research.

Keywords: social determinants of mental health, career counselors, rural communities, health and well-being framework, assessment

     Career counselors in rural communities address standard employment needs of the population, but they also must be aware of the socioeconomic circumstances that impact their community’s mental health and, in return, employment. Such socioeconomic factors are termed the social determinants of mental health (SDOMH). SDOMH are nonclinical psychosocial and socioeconomic circumstances that contribute to mental health outcomes (Office of Disease Prevention and Health Promotion [ODPHP], n.d.). Healthy People 2030, a government initiative to promote health and well-being, describes a five-domain framework of SDOMH which includes: economic stability, education access and quality, health care access and quality, neighborhood and built environment, and social and community context (ODPHP, n.d.). Collectively, SDOMH can disrupt overall well-being and have a cyclical relationship with employment. For example, in rural communities, minimal access to public transportation may make sustaining employment difficult, which can then impact health insurance. Without insurance, a person loses access to health care; with unmet health care needs, a person who is unwell and without access to treatment has less opportunity for employment. Thus, understanding and addressing SDOMH is critically important for career counselors working in rural and other underserved communities (Pope, 2011). This conceptual paper will define SDOMH, introduce a theoretical framework for addressing SDOMH, provide evidence-based recommendations for assessment and treatment, and conclude with national resources to support career counselors in rural communities as they incorporate addressing SDOMH into their work.

Rural Communities, Employment, and Career Counselors

The U.S. Census Bureau considers rural communities as a group of people, counties, and housing outside of an urban area. More specifically, the Office of Management and Budget defines rural as areas with an urban core population of fewer than 50,000 people (Health Resources and Services Administration, 2017). After the 2010 Census, it was estimated that approximately 15% of the population lives in rural communities (Health Resources & Services Administration, 2017). Rural communities experience higher rates of unemployment and poverty, and residents are therefore more likely to live below the poverty line (United States Department of Agriculture [USDA], 2014). This is largely rooted in the fact that rural communities experience underdevelopment, economic decline, and neglect (Dwyer & Sanchez, 2016). Economic focus in rural environments typically centers around agriculture, rather than technological advancement (Dwyer & Sanchez, 2016). This contributes in part to a dearth of economic resources and thereby to increased unemployment and poverty and reduced health and well-being outcomes (Bradshaw, 2007; Brassington, 2011; Dwyer & Sanchez, 2016).

According to research conducted by the USDA, the unemployment rate in rural communities steadily declined for approximately 10 years prior to the COVID-19 pandemic; in September of 2019, the rural unemployment rate was 3.5% (Dobis et al., 2021). However, unemployment in rural communities reached 13.6% in April 2020, with unemployment disparately affecting those in more impoverished communities (Dobis et al., 2021). The role and goal of the career counselor is to help individuals in a specific community obtain or retain employment (Landon et al., 2019). For example, career counselors start the counseling process by systematically assessing clients’ needs, qualifications, and job aspirations. They provide career planning services and effective job search strategies. They help with résumé writing, interview preparations, skill development, and training opportunities (Amundson, 1993). Further, career counselors provide case management services by tracking and monitoring their clients’ progress. They record client information, document counseling sessions, track job applications, and survey employment outcomes (Amundson, 1993). Through tailored support, the career counselor works with the client throughout the life span to support the search for and maintaining of employment, while building client resilience and feelings of empowerment along the way.

However, rural communities have limited employment options and self-employment opportunities, which makes the role of the career counselor difficult in rural settings. Individuals in rural communities seeking employment may find it difficult to trust an outside counselor, and they may experience limited or no access to mental health services, health care practitioners, and transportation services, thereby negatively impacting their ability to participate effectively in the employment process (Landon et al., 2019). Career counselors in rural settings must develop a broader range of skills and connections to better serve their clients. These inequities experienced in rural settings reflect SDOMH and are factors which interfere with the role of the career counselor.

Social Determinants of Mental Health and Employment
     SDOMH are the nonmedical factors shaped by the unequal distribution of power, privilege, and resources that influence the health outcomes of individuals and communities (World Health Organization, 2014). SDOMH concern the environmental living conditions that affect a wide range of health, functioning, and quality-of-life outcomes and risks (Centers for Disease Control and Prevention, 2020). In the Healthy People 2030 framework, the ODPHP (n.d.) defined social determinants of health (SDOH) through five primary domains: Economic Stability, Education Access and Quality, Health Care Access and Quality, Neighborhood and Built Environment, and Social and Community Context. These five domains are important to understand within the context of employment. In the Economic Stability domain, employment is the most pertinent issue (ODPHP, n.d.), as a lack of employment typically influences both mental and physical health (Norström et al., 2019). A few distinct factors related to economic stability and employment include job security, work environment, monetary factors (e.g., pay), and the demands of the job (ODPHP, n.d.). For example, in rural communities, agriculture is a significant source of employment for individuals. However, this source of income is seemingly unstable, as farming and agriculture are mostly dependent on the season (Liebman, 2010). In the Education Access and Quality domain, enrollment in higher education or holding a higher education degree has been found to have a positive impact on employment, as well as yielding more positive overall health outcomes and optimal well-being (ODPHP, n.d.; USDA, 2017). For adults living in rural communities, unemployment rates are higher for those with lower education attainment, further supporting the connection between education and employment (USDA, 2017). Regarding the Health Care Access and Quality domainspecifically in rural communitiesfactors such as proximity to hospitals, lack of insurance, and the overall cost of health care can reduce accessibility. Health care, especially higher-quality health care, aids in preventing disease and improving individuals’ quality of life (ODPHP, n.d.). However, inadequate health care leads to higher rates of disease, which have a direct impact on individuals’ ability to sustain employment, due to factors such as missing work because of illness or having to travel further to receive health care (Dueñas et al., 2016).

Ability to travel is also a cause for concern in rural communities and is closely related to the Neighborhood and Built Environment domain. Healthy People 2030 proposed various objectives related to neighborhood and built environment, with one being to increase access to mass transit (ODPHP, n.d.). It is apparent that a lack of reliable transportation is directly tied to unemployment, especially in rural communities due to distance and limited accessibility (U.S. Department of Transportation, 2019). Public transportation carries many noteworthy benefits, such as reducing air pollution, being inexpensive compared to purchasing a car, minimizing the cost of fuel and upkeep for personal vehicles, and increased convenience. Although these positive aspects of public transportation are ideal, individuals living in rural communities may not be able to reap these benefits due to the lack of public transportation in these areas, perhaps also limiting employment options (Shoup & Homa, 2010; U.S. Department of Transportation, 2019).

Lastly, the fifth domain, Social and Community Context, is interrelated with employment, as it tends to have a significant impact on workplace conditions, influences individuals’ overall mental and physical health, and can hinder growth and development (Norström et al., 2019). Additionally, social cohesion and adequate support in communities can be leveraged to locate and obtain employment and other helpful resources; however, this often falls short in rural communities. For example, in rural communities, the inability to secure gainful employment is notably linked to geographical disparities, such as those within the Neighborhood and Built Environment SDOH domain. Examples of such geographic disparities which affect employment include limited or nonexistent options for public transportation, a lack of available local jobs, and a lack of childcare facilities for use by working parents. Rural communities also often experience a lack of resources to improve the employment outlook and overall well-being of their population (Bradshaw, 2007; Dwyer & Sanchez, 2016). In addition, structurally, it has been observed that economic resources tend to cluster or aggregate together. For example, businesses that have been successful in a community invite and attract more businesses, thus pulling resources away from rural communities that might not have such a history of business success. Meanwhile, communities that are left behind experience economic restructuring and delays in receiving new technologies, leading to fewer employment opportunities (Bradshaw, 2007; Landon et al., 2019). Thus, providing employment or vocational services in rural America can be particularly challenging.

Furthermore, unemployment, poverty, and mental health concerns are inextricably linked. When career counselors uncover and address these factors in rural America, they must consider the surplus of needed services and resources to systemically address interrelated issues. To be intentional, career counselors practicing in rural communities should consider using a theoretical foundation that provides direction for action on the SDOMH which impact their clients’ lives and ability to be gainfully employed. The Rural Community Health and Well-Being Framework (Annis et al., 2004) is a framework that would be exceedingly helpful in this pursuit.

Theoretical Framework for Action: Rural Community Health and Well-Being Framework

Rural communities make up over 20% of the population and are often classified by a lack of necessary resources, lower levels of education, and persistent economic inequities (Hughes et al., 2019; Mohatt et al., 2006). Although they face many challenges, individuals in rural communities have been found to be resilient, especially when the proper resources are available (Annis et al., 2004). Application of a theoretical framework to practice centered on the unique needs of rural communities is important in addressing SDOMH through career counseling. The Rural Community Health and Well-Being Framework (Annis et al., 2004) strategically builds upon community resiliency and identifies economic, social, and environmental factors which are seen as essential components of health in rural communities. This framework also implores career counselors to consider how SDOMH indicators impact the community as a whole as well as individual people. For example, the framework provides specific areas for increased career counselor awareness and action: health, safety and security, economics, education, environment, community infrastructure and processes, recreation, social support and cohesion, and the overall population. These specific areas for rural communities are within the SDOMH domains, but emphasis is placed on recognition of the specific areas within the SDOMH domains that have the greatest impact on the community.

This comprehensive framework centers the needs of rural communities and provides direction for assessing and addressing SDOMH that impact employment and overall well-being. This framework will assist in uncovering employment issues and barriers faced by individuals within rural communities. Using this framework to assess SDOMH conditions (e.g., economic, social, environmental) will aid in developing employment and mental health interventions that are socially conscious and address root causes of unemployment and poor mental health. Overall, this framework provides a model for assessing and addressing SDOMH in rural communities.

Adaptation for Career Counselors
     Career counselors in rural communities who wish to use the Rural Community Health and Well-Being Framework for practice should consider doing the following: (a) increasing their awareness and understanding of SDOMH and the framework, (b) increasing their understanding of the specific community needs outlined by the framework, and (c) assessing the values and needs of the community. However, because the framework is primarily focused on community-level indicators of need, career counselors will need to adapt what they learn about the community to inform their practice with individual community members. The role of the career counselor is multifaceted; thus, career counselors can engage various aspects of their role, such as listener, leader, and evaluator, in their advocacy efforts.

To begin this process of learning about community and individual needs, Annis et al. (2004) suggested the importance of listening. For example, based on the community-level indicators of need, career counselors can assess individual clients for their unmet needs within those specific areas. By understanding how members of the community are experiencing indicators such as health, recreation, social support, transportation, and resources, career counselors will become better equipped to understand and address issues that are impacting their clients’ ability to obtain and maintain employment. Beyond the use of assessments, this framework equips career counselors to broach important conversations about social needs (Andermann, 2016) with their clients, to inform potential connection with community resources. These conversations may include explicit discussion about particular SDOMH challenges (e.g., education, safety, access to affordable childcare), as well as about the client’s sense of belonging, or lack thereof, within their community. These conversations should allow for increased understanding and rapport building through genuine listening and empathy (Annis et al., 2004; Covey, 1989).

Finally, the framework implores career counselors to advocate with and for individuals within their rural community to provide equitable employment opportunities (Crumb et al., 2019). Such advocacy may take place through connection with local rural community leaders, who may have power to alter or increase the distribution of certain resources within the community setting. For example, a career counselor may advocate on behalf of their clients to the local county board of commissioners for increased budget toward affordable transportation access within that county, thereby broadening clients’ access to job opportunities. Advocacy with local leaders outside of government might include collaboration with community college administrators for provision of additional support for working adults and parents who wish to return to school, such as more evening course options, advisor support, or readily available information on scholarships. Again, considering the aforementioned roles career counselors may have (e.g., leader, evaluator), career counselors may also consider further training in program evaluation—or collaboration with those who have such training—to better understand the efficacy of their community partnerships, referrals, and other advocacy-related efforts made toward supporting clients’ SDOMH.

Assessing and Addressing Social Determinants of Mental Health
     As noted earlier, SDOMH are inextricably linked to employment, which means career counselors in rural communities must acknowledge these challenges and seek to address these issues with their clients. However, researchers have also highlighted the importance of considering both facilitators and barriers to addressing SDOMH challenges (Browne et al., 2021). In a qualitative case study of staff at a community health center and hospital, participants identified practical facilitators of SDOMH response, including community collaboration and support from leadership, as well as barriers such as time limitations and lack of resources (Browne et al., 2021). As career counselors hold similar client outcome goals as community mental health providers, they can take these findings into consideration when determining how to best respond to clients’ SDOMH challenges through attention to opportunities for collaboration with community leaders (e.g., religious leaders, politicians) and resources within the community (e.g., food banks, health care providers). Another study highlighted the importance of collaboration, partnerships with local agencies, and understanding the role of the counselor in SDOMH response (Johnson & Brookover, 2021; Robins et al., 2022). With these findings in mind, career counselors in rural communities are well positioned to assess for and address SDOMH challenges faced by their clients (Crucil & Amundson, 2017; Tang et al., 2021) through individual-level action (i.e., counseling) and systems-level advocacy action.

Systems-Level Advocacy Through Assessment
     To effectively engage in systems-level advocacy, it is important for career counselors to recognize and understand the needs of their rural communities. When using the Rural Community Health and Well-Being Framework in practice, it is important to complete an assessment of the rural health of one’s community. Ryan-Nicholls and Racher (2004) purport that it is imperative to assess rural health within five categories: health status, health determinants, health behavior, health resources, and health service utilization. Counselors may consider these items when assessing the needs of their clients in rural communities, as these items provide a basis for assessment of other health factors, such as indicators of community health (e.g., environment and lifestyle) and economic well-being, and provide a foundation for systems-level advocacy and planning. This level of action focuses on improving the lives of the entire community through strategic advocacy efforts that improve population health and well-being (Ryan-Nicholls & Racher, 2004). A career counselor engaged at this level might focus their energy on advocating for increased economic development in their rural community, livable wages, universal health care, immigration issues, employment discrimination legislation, and other employment-related issues that impact the community directly or indirectly. Additionally, a career counselor may address client self-advocacy and utilize empowerment approaches to increase the voices of community members and their clients as related to work and employment needs.

In connection with this framework (Annis et al., 2004), career counselors can utilize this broader community-level assessment to inform specific points of advocacy. As an example, Annis et al. (2004) provided a sample form that may be utilized to collect community data on alcohol consumption (p. 79). Upon noting concern from individual clients on alcohol consumption, a career counselor may collaborate with public health professionals, for instance, to collect such data from the local community. Annis et al. encourage consideration of the implications for such findings, as well as opportunities for follow-up. After determining a need in the community for support regarding high alcohol consumption, the career counselor may utilize the framework to consider points of community resilience, including existing supports, attitudes about alcohol consumption, existing resources, and any actions the community is already taking in this area. Overall, assessment through the context suggested by Ryan-Nicholls and Racher (2004) may yield individual and community data to inform action to address SDOMH challenges through Annis et al.’s (2004) framework.

Individual-Level Action Through Assessment
     When a client seeks services from a career counselor, the relationship centers on exploration and evaluation of the client’s education, training, work history, interests, skills, personality, and career goals. Through engaging with the Rural Community Health and Well-Being Framework, the career counselor might also examine the SDOMH facilitators and barriers that impact a client’s employment goals. To address employment and SDOMH, a career counselor must understand the community-level needs (i.e., systems approach) and the individual needs of their clients; for these goals, one strategy is to use assessments. There are various assessment tools that career counselors may find helpful, including the Protocol for Responding to and Assessing Patients’ Assets, Risks, and Experiences (PRAPARE; National Association of Community Health Centers, 2017), an SDOH assessment tool purposed to empower professionals to not only understand their clients more holistically through assessment, but to better meet clients’ needs through the use of such information. The PRAPARE assessment tool includes questions related to four domains: Personal Characteristics, Family and Home, Money and Resources, and Social and Emotional Health. PRAPARE emphasizes the importance of assessing SDOMH needs of clients in order for providers to “define and document the complexity of their patients; transform care with integrated services and community partnerships to meet the needs of their patients; demonstrate the value they bring to patients, communities, and payers; and advocate for change in their communities” (https://prapare.org/). There are several benefits of using the PRAPARE assessment tool, such as it being free of charge, having a website linked to the tool with an “actionable toolkit and resources,’’ and being evidence-based. Barriers to using PRAPARE include that it is a long assessment tool that clients must complete in-office, which may slow workflow.

Another SDOH assessment tool is the WellRx Questionnaire (Page-Reeves et al., 2016). The WellRx Questionnaire is an 11-item screening tool that gathers information on various SDOMH, like food security, access to transportation, employment, and education. Participants are to answer “yes” or “no” to each item on the questionnaire. According to Page-Reeves and colleagues (2016), the WellRx Questionnaire provides a feasible means of assessing patients’ social needs and thereby addressing those needs. Benefits to using the WellRx include that it is free of cost, questions are at a 4th-grade reading level, and it can typically be completed by a client individually without the help of a professional. A potential barrier is that it does not assess a wide range of SDOMH challenges. Lastly, Andermann (2018) conducted a scoping review of social needs screening tools and found that the focus on such screening has increased over time. Andermann suggested that health care workers take advantage of the existing means of assessment, and made a number of specific resource recommendations, such as the Canadian Task Force on Preventive Health Care (2019) and the U.S. Preventive Services Task Force (2022).

Addressing SDOMH Through Action
     Documenting and defining the needs of clients through assessment is the first step in addressing SDOMH. The next step is taking action through an integrated career counseling approach. An integrated approach may include consistent collaboration with other professionals, like medical doctors, nurse practitioners, social workers, probation officers, or case managers. Additionally, scholars like Andermann (2016) suggest integrated efforts such as ensuring social challenges are included in client records and shared with other professionals to best support care. For “particularly isolated and hard-to-reach patients . . . [actions like] assertive outreach, patient tracking and individual case managers” may be helpful (para. 19). Another practical suggestion for beginning to address clients’ SDOMH challenges is adding an SDOMH assessment tool or specific SDOMH questions to an intake form that the client completes independently or during the intake session. Selection of specific questions can be derived from the data that displays community-level needs (e.g., systems-level advocacy through assessment). For example, if a community-level assessment found that public transportation was lacking, then transportation might be an important assessment question on the SDOMH screener.

Another consideration specific for career counselors is that counselors are obligated by their code of ethics to take appropriate action based on assessment results (American Counseling Association [ACA], 2014, Section E.2.b.). Appropriate action can include consultation and collaboration with other professionals within and outside of counseling and/or advocacy to address the SDOMH need. After establishing the need through assessment, it is important for the career counselor to support the client in understanding system-level challenges and to work to address SDOMH issues while simultaneously supporting employment needs. For example, a career counselor who determines that their client is struggling with food insecurity might address this issue in several ways. At the individual level, the counselor might print resources for local food pantries, assist the client in applying for SNAP benefits, and counsel the client on resources within the community to access food. They could establish a small food pantry within the office, collaborate with local restaurants to receive pre-packaged food that might otherwise be disposed of, or consult with local food pantries and free food kitchens to establish a mobile pantry and kitchen. At the systems level, a career counselor may build partnerships with local farmers to increase locations where fresh fruits and vegetables are available for little or no cost.

Collaboration and consultation are imperative to addressing the complex needs of clients in rural communities who are both seeking career counseling and challenged by SDOMH issues. For example, as noted earlier, health care access and quality are major disruptors of employment, and addressing these challenges will afford benefits for employment. The career counselor can consider using interprofessional collaboration and telehealth to support the health care needs of their rural clients (Johnson & Mahan, 2020). Interprofessional collaboration is a practice in which health care providers from two or more professional backgrounds interact and practice with the client at the center of care (Prentice et al., 2015). Using telehealth, the distribution of health-related services via telecommunication technologies is a useful strategy to support the health care needs of persons in rural communities. A career counselor can address health care access through telehealth in several ways, including education (e.g., introduce their client to telehealth; assist them in understanding the technology), telehealth (e.g., provide the telecommunication equipment in the office), and collaborative partnership (e.g., use a portion of the career counseling session to assist the client in connecting with health care providers using distance technology). As a collaborative partner in addressing health care access and quality, the career counselor can also use future sessions to follow up with the client on their experience with telehealth and, if needed, assist them in connecting to other health care providers. Figure 1 provides a visual for conceptualizing how career counselors may navigate the SDOMH needs of their clients, from assessment to action.

Figure 1
Working to Address Clients’ SDOMH Needs

Lastly, in the work of addressing SDOMH and employment, counselors should be aware of local, state, and national resources. Local and state resources are unique to every state but have similar purposes which include disseminating information on local resources and initiatives and providing public services that address SDOMH (e.g., food banks, public programs). National resources that are accessible to every community include 211 and the “findhelp.org” website. The Federal Communications Commission designated 211 as a national number in the United States that anyone can call for information and referrals to social services and other assistance. The services provided by 211 are confidential and free, available 24/7, and help connect people in the United States to essential community services. Moreover, the “findhelp.org” website is designed to help people search and connect with social care support based on their ZIP Code.

Integrating career counseling and social care support in rural communities is a strategy to facilitate the readiness of clients for work and the sustainability of employment for clients because basic needs are met or being addressed. While every rural community is unique, the foundation of understanding both systemic and individual SDOMH needs—and addressing those needs through strategic partnerships and individual counseling, as well as advocacy—is important in every rural community and to the success of any career counseling endeavor.

Discussion

In rural communities, career counselors hold a significant role. They are tasked with aiding individuals with employment needs; they may often address mental health concerns, and while doing so, it is important for them to be aware of and prepared to address SDOMH. Career counselors can gain more insight into issues related to SDOMH through consultation, collaboration, and advocacy, which should all be a part of the repertoire of a rural career counselor. The use of theoretical frameworks such as the Rural Community Health and Well-Being Framework (Racher et al., 2004) provides direction for career counselors seeking to understand the systemic issues impacting employment access and opportunities in the community, as well as direction for intervention. This framework will assist in identifying and minimizing barriers to employment that may exist within rural communities. More specifically, this framework will help to uncover SDOMH challenges that exist in the community and serve as barriers to well-being and employment and provide direction for advocating for resources necessary for equitable work opportunities and environments. Being that individuals in rural America experience various barriers that have huge impacts on their lives, such a guide for career counselors is essential.

Lastly, addressing SDOMH within career counseling is a social justice issue that counselors should address (ACA, 2014; Crucil & Amundson, 2017; Ratts et al., 2016). The Multicultural and Social Justice Counseling Competencies (MSJCC; Ratts et al., 2016) serve as a guide for counselors to address social justice issues and were endorsed by the ACA in 2015. Like the aforementioned framework and empirically based suggestions, the MSJCC includes four areas of competence: counselor self-awareness, client worldview, counseling relationship, and counseling and advocacy interventions. The authors of the MSJCC also implore counselors to consider “attitudes and beliefs, knowledge, skills, and action,” and suggest that competent counselors are aware of the experiences of marginalized clients (Ratts et al., 2016; p. 3). Thus, career counselors’ efforts to assess and address the individual and systems-based SDOMH challenges faced by their clients is social justice work that career counselors are trained and prepared to address.

Implications

Given this review, there are specific implications for career counselors practicing in rural communities, counselor educators training career counselors, and pertinent policy needs.

Practicing Career Counselors
     The role of the career counselor often entails identifying employment objectives, goals, and needs for both the job seeker and employer. In addition, the career counselor is responsible for résumé development, teaching job placement and retention skills, providing self-advocacy tips, teaching organizational goal–redefining skills, and many other components (Ysasi et al., 2018). However, providing these services can be difficult when the individuals reside in rural communities because of the SDOMH disparities such as limited available resources, isolation, increased poverty, and decreased educational and employment opportunities (Temkin, 1996).

Therefore, career counselors must actively work to ensure their visibility and accessibility to individuals in rural areas who are seeking employment opportunities. Further, career counselors need to market themselves and their skills to employers and job seekers of rural communities. Consequently, marketing generally entails engaging and developing community partnerships with employers and job seekers, which involves educating individuals unfamiliar with the specific services that career counselors provide. In addition, employers are often interested in services that improve their business (e.g., increase revenue), while job seekers may be searching for skill training to achieve employment goals (Richardson et al., 2010). Therefore, career counselors can enhance service delivery and provide adequate services when they intentionally market their services to the community members.

Furthermore, job insecurity has been linked to mental health concerns like stress and anxiety, financial concerns, and fear of organizational change (Holm & Hovland, 1999). Therefore, career counselors need to be aware of the impact of job insecurity on rural communities and devise strategies to help organizations and workers manage job insecurity. Managing job insecurity of workers in rural organizations could include helping organizations to redefine their present and future goals and commitments made to employees. Organizations could also manage organizational transitions depending on the skills and resources available to affected employees (Holm & Hovland, 1999). Clearly stated organizational objectives, goals, and plans can help employees feel less insecure about their jobs and increase focus on their roles and responsibilities instead of devising means to move out of the community for a better and more secure future. In addition, career counselors in rural communities should be aware of the mental health concerns experienced by employees and job seekers and connect them to available mental health resources.

Counselor Educators
     Counselor educators are responsible for the training and development of the next generation of counselors, including career counselors. It will be important for counselor educators to include training on SDOMH, interprofessional collaboration, and telehealth, as these are especially relevant for rural communities ( Johnson & Mahan, 2021; Johnson & Rehfuss, 2021). It is essential to provide adequate time to review and discuss SDOMH in all courses throughout the curriculum (Waters et al., 2022) to ensure the competence of career counselors. To ensure this continuity, counselor educators should advocate for an SDOMH module across the curriculum. This would ensure the inclusion of this content throughout the program, providing ample opportunity for the understanding of SDOMH and how they should be addressed. Career counselors must be prepared to address the complex employment and social health needs with which their clients might present. Without adequate education and training, these will seem much more difficult to address.

Policy
     In addressing both SDOMH and employment needs in rural communities, advocating for policy and legislative change is imperative. Lewis et al. (2002) described counselors’ roles in sharing public information as awakening the public to macro-systemic issues related to human dignity and engaging in social/political advocacy, or “influencing public policy in a large, public arena” (p. 2). Thus, career counselors are encouraged to benefit their clients through engaging in advocacy to influence policy at the local, state, and national levels. Similarly, Crucil and Amundson (2017) implore career counselors to engage in the work of influencing politics and policy and suggest awareness as a first step to enacting change through the sharing of information and impacting policy. To develop such awareness, career counselors may begin by reading about SDOMH disparities related specifically to employment issues from reputable sources. For instance, the National Alliance on Mental Illness (NAMI; 2014) has published various reports related to such issues, including the informative publication entitled Road to Recovery: Employment and Mental Illness. NAMI (2021) also published a legislative coalition letter written in support of increased SDOH funding to Congress. Career counselors may work to build their own awareness and understanding of the social and political events and influences which impact their clients, building toward eventual action in this realm.

Moreover, regarding policy change, researchers have suggested career counselors should be aware of and actively engaged in policy efforts (Crucil & Amundson, 2017; Watts, 2000). Watts (2000) described public policy considering career development as including four distinct roles: legislation, remuneration, exhortation, and regulation. Watts described these roles in detail and implored career counselors to influence these policy processes by seeking the support of interest groups and communicating with policy makers. Again, career counselors can work individually and within their own communities to increase their awareness and knowledge of policies and their impact. They can work toward influencing policies at the state and national levels to improve the accessibility and existence of important social programs and resources.

Conclusion

Career counselors in rural communities have a responsibility to acknowledge and address SDOMH challenges that are disproportionately impacting their clients. Collaboration, consultation, counseling framed through the lens of SDOMH, and advocacy appear to be strategies to support the employment needs of individuals and the rural community. Employment services in rural communities must be framed through a socially conscious (e.g., aware of the SDOMH systemic issues), action-oriented (e.g., prepared to engage in advocacy), and resiliency-focused lens that provides tailored individual services while simultaneously addressing systemic issues.

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

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Kaprea F. Johnson, PhD, LPC, is a professor and Associate Vice Provost for Faculty Development & Recognition at The Ohio State University. Alexandra Gantt-Howrey, PhD, LPC (ID), is an assistant professor at Idaho State University. Bisola E. Duyile, PhD, LPC, CRC, is an assistant professor at Montclair State University. Lauren B. Robins, PhD, is a clinical assistant professor and distance learning coordinator at Old Dominion University. Natese Dockery, MS, NCC, LPC, CSAM, is a licensed professional counselor and doctoral student. Correspondence may be addressed to Kaprea F. Johnson, The Ohio State University, 1945 N. High Street, Columbus, OH 43210, johnson.9545@osu.edu.

The More, the Merrier? A Phenomenological Investigation of Counselor-in-Training Simultaneous Supervision

William B. Lane, Jr., Timothy J. Hakenewerth, Camille D. Frank, Tessa B. Davis-Price, David M. Kleist, Steven J. Moody

 

Interpretative phenomenological analysis was used to explore the simultaneous supervision experiences of counselors-in-training. Simultaneous supervision is when a supervisee receives clinical supervision from multiple supervisors. Sometimes this supervision includes a university supervisor and a site supervisor. Other times this supervision occurs when a student has multiple sites in one semester and receives supervision at each site. Counselors-in-training described their experiences with simultaneous supervision during the course of their education. Four superordinate themes emerged: making sense of multiple perspectives, orchestrating the process, supervisory relationship dynamics, and personal dispositions and characteristics. Results indicated that counselors-in-training experienced compounded benefits and challenges. Implications for supervisors, supervisees, and counselor education programs are provided.

Keywords: clinical supervision, simultaneous supervision, counselors-in-training, interpretative phenomenological analysis, counselor education

     Supervision is a key component of counselor education in programs accredited by the Council for the Accreditation of Counseling and Related Educational Programs (CACREP; 2015) and an ethical requirement in the ACA Code of Ethics (American Counseling Association, 2014). Supervision of counselors-in-training (CITs) serves the purpose of guiding counselor development, gatekeeping, and, ultimately, ensuring competent client care (Borders et al., 2014). For the present study, we defined simultaneous supervision as a pre-licensure CIT receiving weekly individual or triadic supervision from more than one supervisor over the same time period. At the time of the study, the 2016 CACREP standards required that internship and practicum students receive individual and/or triadic supervision averaging 1 hour per week throughout their clinical experience (Standards 3.L. & 3.H.). Some CITs may gain field experience at multiple clinical sites requiring individual site supervision at each site. Many programs require students to engage in faculty advising meetings (Choate & Granello, 2006), which may take a form analogous to formal supervision. Additionally, supervisees may have clinical supervision, focused on supervisee development and client welfare, as well as administrative supervision, focused on functionality and logistics within an agency; these roles may be fulfilled by the same person or at times by two separate supervisors (Kreider, 2014; Tromski-Klingshirn & Davis, 2007). Consequently, although simultaneous supervision is not required in and of itself, it often occurs in counselor education practice.

Supervision Foundations
     Counseling supervision research has increased significantly in the last few decades (Borders et al., 2014). Borders and colleagues (2014) developed best practices for effective supervision, including emphasis on the supervision contract, social justice considerations, ethical guidelines, documentation management, and relational dynamics. Previous research has overwhelmingly demonstrated that a strong supervisory alliance is the bedrock of effective supervision (Bernard & Goodyear, 2019). Sterner (2009) further studied the supervisory relationship as a mediator for supervisee work satisfaction and stress. Lambie and colleagues (2018) developed a CIT clinical evaluation to be used in supervision, with strength in assessing personal dispositions in addition to clinical skills. A review of the supervision literature revealed that a strong supervisory relationship based in goal congruence, empathic rapport, and transparent feedback processes (Bernard & Goodyear, 2019; Borders et al., 2014; Sterner, 2009) generate mutual growth between supervisor and supervisee, enhancing clinical work. Additionally, CACREP mandates that faculty and site supervisors foster CIT professional counselor identity through the supervisory process (Borders, 2006; CACREP, 2015).

Counselor development is also a crucial factor in clinical supervision. An entire category of supervision models centralizes the professional development of supervisees in their approach (Bernard & Goodyear, 2019). One of the most widely known models, the Integrative Developmental Model, plots learning, emotion, and cognitive factors across multiple stages of therapist development (Stoltenberg & McNeill, 2010). By focusing on overarching themes of self–other awareness, autonomy, and motivation, the Integrative Developmental Model (Stoltenberg & McNeill, 2010) illuminates how supervisees fluctuate and grow in their anxiety, self-efficacy, reliance on structure, and independence. All these factors may have substantial impact when considering the complexity that simultaneous supervision brings. Furthermore, professional dispositions of openness to feedback and flexibility and adaptability (Lambie et al., 2018) may have additional developmental implications when considering the complexity of simultaneous supervision.

Ethics similarly serve as a foundation of supervisory experiences. Multiple standards and principles of the ACA Code of Ethics (2014) may be complicated by simultaneous supervision and require special attention. Veracity may be of particular interest given the commonality of supervisee nondisclosure (Kreider, 2014), multiplied by the added number of supervisors in one time period. Furthermore, specific standards in Section D: Relationships With Other Professionals may be implicated by obligations in working with multiple professionals; multiple standards in Section F: Supervision, Training, and Teaching may be indicated because of the convergence of both teaching and clinical supervision in counselor training programs; and, finally, reconciling the additional complexities of simultaneous supervision not explicitly identified elsewhere in the 2014 Code of Ethics may elicit a need to carefully consider Section I: Resolving Ethical Issues. With more parties involved, greater nuance would be expected in ethical decision-making.

Much of the foundational research and reviewed contextual factors have either focused specifically on sole supervision or do not differentiate between sole and simultaneous supervision. When considering best supervision practices, the phenomenon of simultaneous supervision presents distinct practical concerns. Exploration is needed to better understand how supervisees might navigate different but related supervisory relationships, how goals and tasks can be congruent across separate supervisory experiences, and how supervisees would make meaning of multiple sources of feedback. Despite the apparent use of simultaneous supervision in counselor education programs, few researchers have explored these dynamic concerns.

Multiple Supervisors and Multiple Roles
     Early researchers began to conceptualize the challenges and strengths inherent in simultaneous supervision in both counseling (Davis & Arvey, 1978) and clinical psychology (Dodds, 1986; Duryee et al., 1996; Nestler, 1990), with mixed results overall. Nestler (1990) identified the difficulties in receiving contradictory feedback from multiple supervisors, reflective of fundamental differences in the supervisors’ approaches. Dodds (1986) similarly identified multiple potential stressors in having concurrent supervisors at agency and training settings. Dodds argued that although the general goals to teach and serve clients overlapped, each had inherent differences in their primary institutional goals and structures. Duryee and colleagues (1996) described a beneficial view of simultaneous supervision, in which supervisees overcome conflicts with site supervisors via support and empowerment from academic program coordinators. Davis and Arvey (1978) presented a case study in which supervisees, in a raw comparison, more highly favored the dual supervision overall. These findings highlight the dynamics that occur in the context of simultaneous supervision and connect with recent findings.

Recent researchers have focused on dual-role supervision, defined as one individual supervisor serving as both a clinical and administrative supervisor to one or more supervisees (Kreider, 2014). Kreider (2014) investigated supervisee self-disclosure as related to three factors: supervisor role (dual role or single role), supervisor training level, and supervisor disclosure. Level of supervisor disclosure was found to be significant in explaining differences in supervisee self-disclosure and was hypothesized as a mitigating factor in supervisor role differences (Kreider, 2014). Tromski-Klingshirn and Davis (2007) surveyed the challenges and benefits unique to dual-role supervision for post-degree supervisees. Most supervisees reported neutral to positive outcomes from a dual-role supervisor, but a minority of supervisees noted power dynamics and fear of disclosure as primarily problematic (Tromski-Klingshirn & Davis, 2007), similar to the earlier hypotheses of Nestler (1990) and Dodds (1986). The small amount of existing research solidifies the prevalence of simultaneous supervision and the challenges and benefits for the supervisees. A missing link emerges in understanding how CITs come to understand their experience in simultaneous supervision from a qualitative perspective.

The distinct focused phenomenon of simultaneous supervision is limited in counseling literature. The few conceptual examinations of simultaneous supervision in the mental health literature have indicated confusion and role ambiguity (Nestler, 1990), while at other times simultaneous supervision has been noted to improve comprehensive learning (Duryee et al., 1996). Our study addresses the gap in the literature regarding current simultaneous supervision in counselor education utilizing qualitative analysis.

Method

Given the limited research on simultaneous supervision and its prevalence within the profession, we decided to explore this phenomenon qualitatively. Our research question was “What is the experience of CITs receiving simultaneous supervision from multiple supervisors?” We used interpretative phenomenological analysis (IPA) to explore this question because of its utility with counseling research, grounded methods of analysis, and emphasis on both contextual individual experiences with the phenomenon and general themes (Miller et al., 2018).

Research Team
     At the time of the study, the research team consisted of four doctoral students—William B. Lane, Jr., Timothy J. Hakenewerth, Camille D. Frank, and Tessa B. Davis-Price—who each had previous experience with simultaneous supervision as supervisees and supervisors. The team’s perspective of this phenomenon from both roles informed their interest in and analysis of the phenomenon. The fifth member of the team, David M. Kleist, was our doctoral faculty research advisor. The sixth author, Steven J. Moody, provided support in the writing process.

Participants and Procedure
     Our participants were four CITs from CACREP-accredited graduate programs accruing internship hours. Smith et al. (2009) suggested seeking three to six participants for IPA, as this allows researchers to explore the phenomenon with individual participants at a deeper level. All four participants specialized in either addiction, school, or clinical mental health counseling, and identified as White, female CITs ranging from 23 to 37 years old. Additionally, each participant reported receiving supervision from at least two supervisors to include university-affiliated supervisors and site supervisors. Each participant came from a different university representing the Rocky Mountain and North Central regions of the Association for Counselor Education and Supervision. To protect confidentiality, each participant selected a pseudonym for the study.            

After securing approval from our university’s review board, we recruited participants through purposive convenience sampling. We posted a recruitment email to the CESNET listserv, an informational listserv for counselor educators and supervisors. This listserv was selected as an initial step of convenience sampling to increase the potential to reach a broad range of counseling programs. Nine individuals responded to the call to participate in the research by taking a participant screening survey that helped us determine suitability for the study. After removing individuals from research consideration because of potential dual relationships, nonresponse, or not meeting inclusion criteria, four individuals were selected as participants. We further planned to engage in serial interviewing to gain richer details of the phenomenon and achieve greater depth with the four participants (Murray et al., 2009; Read, 2018). Prior to data collection, the researchers completed a brief phone screening with each participant to review the interview protocol and explain the phenomenological approach guiding the questions. A $40 gift card was provided as a research incentive to participants. Our selection criteria included (a) being a master’s student within a CACREP counseling program, (b) currently accruing internship hours, and (c) receiving simultaneous supervision. We selected participants in internship only because homogenous sampling helps produce applicable results for a given demographical experience (Smith et al., 2009).

Data Collection
     Consistent with the recommendations of Smith et al. (2009), we conducted two semi-structured interviews with each participant lasting between 45–90 minutes. We utilized the online videoconferencing platform Zoom to conduct and record the interviews. First-round interviews consisted of four open-ended questions (see Appendix) that allowed participants to explore the experience of simultaneous supervision in detail (Pietkiewicz & Smith, 2014). These questions were open-ended to allow participants to explore the how of the phenomenon (Miller et al., 2018). The final interview questions were developed through initial generation based off research and personal experiences with the phenomenon, refinement in consultation with the research advisor, and interview piloting with volunteer students who did not participate in the study. Research participants were asked about their overall experience with having multiple supervisors, benefits and detriments of simultaneous supervision, and the meaning they made as a result of experiencing simultaneous supervision. Second-round interview questions were developed based on participant responses to first-round interview questions. After two rounds of interviews and analysis, we conducted a final member check to confirm themes. All participants expressed that the developed themes were illustrative of their lived experiences with simultaneous supervision.

Data Analysis
     We followed IPA’s 6-step analysis process as outlined by Smith et al. (2009) and added a seventh step with the use of the U-heuristic analysis for group research teams (Koltz et al., 2010). Our process consisted of first coding and contextualizing the data individually, followed by group analysis, triangulated with the fifth author, Kleist, as research advisor. We completed this process for each participant and then analyzed themes across participants as suggested by Smith et al. We reached consensus that four superordinate themes emerged with 11 subthemes across the two rounds of interviews. All participants endorsed agreement with the themes from their experiences in simultaneous supervision during the member check process.

Trustworthiness
     We integrated Lincoln and Guba’s (1985) framework in conducting multiple procedures for establishing trustworthiness and credibility. We demonstrated prolonged engagement and persistent observation through consistent coding meetings over the span of 1 year. Additionally, we adapted the U-heuristic analysis process during data analysis to analyze data individually and collectively to strengthen the credibility of our findings (Koltz et al., 2010). Finally, after we developed the themes, we triangulated the results with participants via a member check, ensuring the individual and group themes matched their idiographic experiences.

We bridled our personal experiences with simultaneous supervision throughout the research process. Bridling recognizes that researchers have had close personal experiences with the phenomenon and that bias is best managed by recognition rather than elimination (Stutey et al., 2020). The four principal investigators, Lane, Hakenewerth, Frank, and Davis-Price, individually engaged in memo writing, discussed personal reactions to the data, and participated in group discussions regarding meaning-making of the phenomenon with Kleist serving as research advisor.

Results

Our data analysis produced four superordinate themes identified across all cases. These themes were (a) making sense of multiple perspectives, (b) orchestrating the process, (c) supervisory relationship dynamics, and (d) personal dispositions and characteristics. In the sections that follow, each theme is described in further detail and exemplar quotes are given to support their development.

Making Sense of Multiple Perspectives
     Making sense of multiple perspectives was defined as the receipt and conceptualization of supervisory feedback from multiple supervisors during the same academic semester. Supervisees identified their supervisors as having differing professional orientations. At times, these differing backgrounds led to supervisors providing differing opinions for the same client.

Participants used metaphors to make meaning of the distinct offerings of their supervisors’ feedback. An example of capturing multiple perspectives was one participant, Emma, utilizing the ancient Indian parable of “The Blind Men and the Elephant” (Saxe, 1868): “The point of the story is all the world religions might have a piece of the picture of God, you know. And so between all of us [clinicians and supervisors] together, maybe we have a perspective of truth.” Through retelling of the Indian fable, this participant was able to vividly capture her personal perspective of differing viewpoints through an integrative lens as opposed to a conflict of ideas. Within this superordinate theme, the two subthemes of supervisee framing and safety net vs. minefield emerged.

Supervisee Framing
     Supervisee framing focused on the participant’s personal view of hearing multiple perspectives from supervisors within simultaneous supervision. Some participants described hearing varying perspectives as being helpful and valuable, providing support, and increasing confidence. They typically framed the idea of receiving various feedback as a way to gain ideas and then make their own informed decisions. Molly shared this positive perspective when she stated, “I like coming to [my differing supervisors] with different issues I have with different clients because I feel like they both have valuable experience, but in different ways.” In contrast, Hailey identified multiple perspectives as being “really difficult,” and Diana noted they were “more frustrating than beneficial” and confusing. Similarly, Hailey stated, “My supervisors are all very different, so they give me different feedback, and a lot of times it conflicts with what the other one has said.” The supervisee’s framing of discrepant feedback impacted their overall perceptions with simultaneous supervision. Supervisees either valued or were confused by the feedback. Generally, participants spoke of times when multiple perspectives were beneficial and difficult, but it appeared all participants were left with the task of making sense of multiple perspectives while receiving simultaneous supervision.

Safety Net vs. Minefield
     Making sense of multiple perspectives was described as creating a safety net of support, while others found the experience to be a minefield that increased confusion, ambiguity, and isolation. Emma and Molly characterized their experience as providing support in an often overwhelming profession. Molly articulated, “I feel like if I didn’t have that good support, that good foundation, I don’t think I could do it because it’s just so much.” She later added, “I feel like getting those different perspectives, getting that support, getting those encouragers is beneficial because I don’t feel as overwhelmed, even though it’s overwhelming.”

Participants also perceived their simultaneous supervision as a minefield wherein they believed they were in double binds. Hailey reflected on an experience when her supervisors contradicted each other and expressed, “It just sucked because I was doing what my supervisor told me to do and suggested I do, and then I was told everything I did was wrong.” Diana echoed that discrepant feedback felt like a constant dilemma needing to be managed “carefully.” In reflecting on contradicting supervision, Diana said, “It’s hard because everybody has their own thing. . . . You just kind of have to appease everyone.” In the face of conflict, it was easier to placate than resolve. Participants’ cognitive framing was a major element of the phenomenon. Whereas making sense of multiple perspectives focused on the cognitive elements of receiving feedback from different supervisors, the next theme focused on the behavioral elements.

Orchestrating the Process
     Another theme that emerged in our data analysis was that of supervisees orchestrating the process of simultaneous supervision. This theme revolved around action-oriented steps in supervision. The essence of this theme was captured when Hailey acknowledged the need for “checking her motives” on what she shared with different supervisors. She asked herself, “Am I sharing this with this [supervisor] because I feel like they’re going to answer in the way that I feel like . . . they should answer, because it’s easier for me?” Hailey acknowledged the difficulty in this, countering with, “Or am I just going to them because it’s that person that I’m supposed to see?” Hailey recognized that having options when it came to approaching supervisors meant that disclosure needed to be intentional rather than straightforward as it is when CITs only have one choice. Participants were aware of their process as they picked and chose what to share with whom, through seeking out a preferred supervisor and through managing the practical aspects of having multiple supervisors. The subthemes of picking and choosing, seeking a preferred perspective, and managing practical considerations were a part of orchestrating the process.

Picking and Choosing
     The subtheme of picking and choosing emerged in how our participants described what they would share in supervision and the course of action taken in their counseling practice. This subtheme was labeled as an in vivo code, derived from Hailey’s quote: “So I definitely pick and choose what I talk to about each one. Because—this sounds terrible—but I respect the one [supervisor] more.” Hailey also described feelings of vulnerability and self-efficacy from week to week, related to her reactions from feedback: “I knew after having such a hard supervision last week showing tape, I was like, ‘I cannot be super vulnerable right now. I need to choose something that’s more surface level.’” Molly experienced picking and choosing as a means of proactively managing the repetitive nature of supervision: “I think just bringing different things to different supervisors is really helpful, and not constantly talking about the same client or the same situation, because that gets obnoxious and repetitive, and you’re gonna get a hundred different opinions.”

After receiving feedback, participants had varying perspectives on how to integrate and transfer constructs into action. Some participants viewed discrepant feedback as mutually exclusive, whereas others had a more integrative perspective. Molly expressed frustration in choosing between differing feedback from multiple supervisors: “Sometimes I don’t really know which I should go with, which I should choose, and which would be best for the client. . . . It’s like a double-edged sword, like it’s good at some points, but then bad at others.” Diana, who expressed similar frustration in choosing between perspectives, relieved this tension by resolving that, “I have to live with myself at the end of the day, so as long as it’s not unethical, I don’t worry about it too much.  And as far as the stuff that I’m told that needs to be done, I do what I can.” Other participants espoused a much more integrative perspective. Emma stated, “I think the thing I like the best about it is actually when [my supervisors] have different advice . . . because then I feel like between the two, I can kind of find what I really like.” All participants spoke about selecting what to share with supervisors and choosing how to integrate feedback into action.

Seeking a Preferred Perspective
     Coinciding with picking and choosing, participants also sought a preferred perspective in the process of receiving simultaneous supervision and orchestrating the process. Some reported the decision to go to one supervisor over another was situationally based and determined by clinical skill or specialty of the supervisor. Diana captured this as follows, “Well, I can have a conversation with either. I just get very different answers. If it’s the technical stuff of what has to be done—her. If it’s ‘how would you approach the situation?’ I do tend to talk to him.” Diana also likened seeking a preferred perspective to a child searching for a desired answer: “It’s like, who do I want to talk to? It’s almost like, talk to the person you want for the answer you want. It’s like, ‘Well, if Mom doesn’t have the right answer, go talk to Dad.’”

Managing Practical Considerations
     All participants spoke to the practicality of meeting with multiple supervisors. Even though some participants strongly valued having multiple supervisors, all participants spoke to the larger time commitment needed in having simultaneous supervision. Molly captured how simultaneous supervision felt overwhelming, adding to the many other sources of feedback she received: “I already have two group supervisions. I’ve heard opinions about this, and I’m hearing other perspectives of my classmates, of my coworkers. Now I have to have triadic and hear their opinions and have individual. . . . It’s just a lot.” Emma framed this time commitment as detracting from her other obligations: “It just starts adding up. Like, my whole Tuesday evenings are gone, and that’s time I could be seeing clients.” Hailey expressed frustration about the obligatory nature and placating to the program’s requirement to see multiple supervisors: “Honestly, I just give the other supervisor little things because I know I have to talk to him . . . and it’s more, like, checking a box.” Finally, Emma captured how this time commitment was epitomized in documentation: “And the paperwork got exhausting, too, because I had to do everything in triplicate sometimes.” She further talked about the additional mental labor: “And now what are we gonna talk about since I just talked about all of this with [a different supervisor] and feel like I found good solutions, you know?” Supervisees had to manage their time and fit more supervision into their schedules. Simultaneous supervision added complexity, and participants needed to orchestrate this process to manage it efficiently and effectively.

Supervisory Relationship Dynamics
     Supervisory relationship dynamics was determined to be a superordinate theme as it reflected on the connecting and disconnecting elements of the supervisory relationship. This theme was broken into three subthemes. The subthemes of vulnerability, power dynamics, and systems of supervision illustrated the relational dynamics within simultaneous supervision.

Vulnerability
     In supervisory relationships, feelings of safety and vulnerability influenced interactions with different supervisors. To illustrate, Hailey noted:

There are certain supervisors I feel more safe with. And so those are the ones that I share more with . . . versus some of them I feel less safe with . . . I don’t share as much with them that is vulnerable, or that makes me vulnerable.

Participant experiences highlighted how vulnerability dictated what and how elements were shared in simultaneous supervision. 

Power Dynamics
     The determination of safety occurred within power dynamics. Diana commented that multiple supervisors serving as evaluators and gatekeepers can create “this weird relationship where you don’t want to be too vulnerable because this person is also your boss and can decide if you are going to stay in that position or not.” Diana and Hailey noted feeling disempowered and disengaged from supervision, referring to supervisors as “bosses” throughout their interviews. When participants perceived their supervision as a firmly directive process, discrepant directives were especially distressing. Diana rephrased this sentiment: “I guess the best thing to compare it to would be if you have more than one boss, but they all give you a different, ‘I want this, I want this, I want this.’” Emma’s experience was more accordant, and she specifically expressed at one time, “None of [my supervisors] are really super bossy either.” Participants identified power dynamics as salient aspects of how they experienced supervision and with whom they connected. Working with more than one supervisor sometimes resulted in characterization of “good” and “bad” supervisors, making individual supervisory relationship dynamics crucial.

Systems of Supervision
     Participants conceptualized the phenomenon as broader systems of supervision in which individual supervisors were interacting with each other. Emma noted, “The two faculty supervisors work very closely together and I assume talk all the time.” Emma and Molly provided multiple examples of supervisors working together to best serve clients, thus bolstering supervision through their combined expertise. Molly stated, “It was nice because [my two supervisors] were in agreement and I felt comfortable going into session with [my client].” Even negative experiences contributed to systems of supervision. Hailey reported seeking out additional support when her assigned supervisory relationships did not meet her needs, widening the reach of simultaneous supervision even more: “By not being a good supervisor, he helps me seek out other resources and figure it out for myself.” Finally, Molly noted that supervisor coordination was primarily for evaluation at the end of the semester and only if problems arose. However, she imagined what it would be like if they were more collaborative:

They would have had a better understanding of the way I work in a counseling room. . . . Because my site supervisor really understood how I approached things and the way I would interact with my clients, but I feel like my university supervisor didn’t really, like, she had little snippets of what I was like in a counseling room.

Power, vulnerability, and systems in the supervisory relationship impacted supervisees from multiple levels in their clinical journey.

Personal Dispositions and Characteristics
     Personal dispositions and characteristics resulted from participants speaking about the phenomenon as well as what they said about their supervisors. Three dispositions that emerged as relevant were tolerance for ambiguity, curiosity, and availability. The first two subthemes were identified as they spoke about the phenomenon and the third subtheme was a characteristic present because of the nature of simultaneous supervision.

Tolerance for Ambiguity
     Tolerance for ambiguity was found to be a critical disposition. This disposition allowed participants to see differences in opinion as helpful. Emma shared that she “very rarely” saw people as giving her “conflicting information.” She said that she saw it as everybody having their own perspective. This connected to her ability to view multiple perspectives as “pieces of the puzzle,” as she expressed earlier in her retelling of the Indian fable. Although participants sometimes expressed concern about direction, Diana shared, “You can ask questions and you can not know and it’s okay.” This disposition directly related to how they reconciled and then reacted to multiple perspectives of simultaneous supervisors.

Curiosity
     Curiosity also manifested more implicitly with supervisees. Participants showed curiosity by taking interest in what supervisors had to say, seeking more information, or staying open to difficult feedback. Hailey shared that simultaneous supervision “definitely requires a lot of continuing to look inward and examining your motives and yourself and what the supervisors have said.” In speaking more broadly, Emma shared, “So I don’t think I’ll ever give [simultaneous supervision] up now that I’ve kind of experienced how valuable it is to get another professional opinion.” Curiosity manifested itself as a transient characteristic for other participants. Diana experienced transference with one of her supervisors, which was a barrier to her ability to exhibit this helpful disposition. One of her supervisors suggested that she try and work things out with another supervisor she was having difficulty with, to which Diana said, “No. Who is gonna walk into their supervisor and be like, ‘Okay, so my problem with you is you’re a bitch. You remind me of my abusive ex.’ . . . But at the same time, I have to work with her.” This was an example of Diana demonstrating a closing off to feedback. Both tolerance for ambiguity and curiosity manifested and impacted their experience of multiple perspectives.

Availability
     An important disposition was emotional and physical availability. Emma expressed that “there’s always somebody I can get a hold of.” Hailey expressed that she had “more coverage just in general,” but also questioned her supervisors’ true availability: “Do I even need to bring this to supervision or can I work on this on my own? Because sometimes I feel like I annoy them.” All participants expressed that availability was important to their experience, although physical availability did not always translate to being available to discuss what the supervisee wanted. Those participants who identified supervisors within simultaneous supervision as being more available had more positive thoughts regarding simultaneous supervision.

Discussion

All four participants identified the complex position of CITs receiving supervision from more than one supervisor. The results align with the growing body of literature affirming the importance of a positive working relationship between CITs and supervisors (Bernard & Goodyear, 2019; Borders et al., 2014; Sterner, 2009) as well as significant differences between faculty and site supervision (Borders, 2006; Dodds, 1986). The results parallel supervision literature detailing the multiple roles of supervisees (Bernard & Goodyear, 2019) who, unlike supervisors, are not required to have specific education in supervision. The theme of personal dispositions has been studied extensively in counselor education, resulting in prominent placement in clinical assessment instruments (Lambie et al., 2018). The presented themes diverge from the current research base in their construction of a clear model of simultaneous supervision. The subthemes of picking and choosing, seeking a preferred perspective, and systems of supervision illustrate the interpersonal dynamics of simultaneous supervision that is distinct from sole supervision, an underrepresented phenomenon in the supervision literature. Participants in this study reported mixed feelings with simultaneous supervision. Four primary themes emerged from this study: making sense of multiple perspectives, orchestrating the process, supervisory relationship dynamics, and personal dispositions and characteristics. These four themes encompass many areas of the supervisory experience while illuminating guidelines for supervisors engaging in simultaneous supervision.

Implications
     Results from this study reinforce the complex levels of integration CITs experience when receiving supervision from multiple supervisors. This process of integration can lead to confusion, ambiguity, and also deeper understanding. The results indicate that the perceived benefit of simultaneous supervision was often based on the relationship between the supervisor and CIT, ability and support to organize the process, and the personal dispositions of the CIT. The implications for this research target three populations.

Supervisors
     The findings of this study indicate several implications for supervisors working with clinicians receiving simultaneous supervision. First and foremost, the critical importance of the supervisory relationship to supervision in general (Bernard & Goodyear, 2019) was further substantiated as a foundation for effective simultaneous supervision. Questionable supervisee behaviors such as intentional nondisclosure via seeking a preferred perspective or picking and choosing can be avoided through purposefully fostering trust in the relationship. Similarly, supervisors may support the perspective of simultaneous supervision as a safety net if support for vulnerability is established and the relationship is actively attended to. Supervisors should be mindful of their availability to CITs and periodically check in to see if they are meeting the needs of the supervisee.

Supervisors who are aware of the themes developed from this research may be better equipped to capitalize on benefits and mitigate challenges. One benefit was that simultaneous supervision allowed participants to receive multiple synergistic perspectives regarding their work with clients. Depending on the developmental level of the supervisee and the demeanor of the supervisor, however, these multiple perspectives may present challenges. Supervisors can apply their knowledge of developmental models to tailor their interventions. Supervisors might anticipate that CITs earlier in development (e.g., in practicum) may require structured support in simultaneous supervision to avoid performance anxiety and frustration from rigid applications of multiple perspectives consistent with this stage (Stoltenberg & McNeill, 2010). Supervisors may also wish to focus supervision on interventions that actively facilitate development of these dispositions, such as employing constructivism to elicit greater cognitive flexibility (Bernard & Goodyear, 2019).

Some early-stage supervisees may experience challenges when navigating varying perspectives and feedback provided to them by multiple supervisors. Challenges can be mitigated when supervisors broach the topic of simultaneous supervision with supervisees early. Additionally, when supervisors ensure they respect other supervisors and create collaborative relationships, supervisee difficulty with simultaneous supervision may decrease. When a supervisor learns of a differing opinion of another supervisor, it is important that it is broached as a variance in approach rather than an incorrect practice. Supervisees experiencing difficulties with simultaneous supervision may also benefit from supervisors checking in with them regarding the variable feedback they are receiving. A collaborative supervisory system may strengthen supervisee development and integration of counseling constructs. Counseling programs can play a key role in setting systemic expectations for supervisors and supervisees.

Counselor Education Programs
     Accredited counselor education programs have autonomy in how they meet various CACREP (2015) supervision and clinical requirements. Programs may choose to require simultaneous supervision, may require multiple clinical sites, and may utilize faculty advising as supplementary clinical supervision. In unique situations such as students completing two tracks or receiving additional supervision for gatekeeping reasons, how programs manage simultaneous supervision can become complex. Best practice guidelines, policies, and procedures regarding simultaneous supervision can be made clear in clinical handbooks, with clinical coordinators, and in material for site supervisors. This would help to address the supervisee confusion from the programmatic side. Another important implication with simultaneous supervision is to consider the supervisory process through a systemic lens. When simultaneous supervision is utilized, there will be many interactions occurring outside of the dyad or triad apparent to one individual supervisor. When supervisors collaborate and communicate, supervisees may be more likely to receive congruent feedback, understand gatekeeping action, and receive consistent expectations. In particular, communication between academic and clinical supervisors can bridge the gap between idealism and practicality (Bernard & Goodyear, 2019; Choate & Granello, 2006). Programmatically mandated, semesterly site visits and opportunities for regular check-ins could fulfill this purpose.

Supervisees
     Participants often spoke to the challenge of organizing simultaneous supervision effectively in relation to feedback, documentation, and case presentation material. Although a certain level of organizational skill is expected of graduate students, the coordination required in simultaneous supervision often seemed unanticipated and unwieldy for students. Preparing for the supervision experience in another course and/or an orientation in lab supervision may aid in this. All participants discussed, at varying distress levels, how having supervision scheduled too close together (e.g., same day or two days in a row) increased repetitiveness and thus made simultaneous supervision feel less efficacious. Supervisees may want to intentionally schedule supervision sessions spaciously to avoid potential repetition or redundancy. With the steady increase in virtual supervision, scheduling supervision in ideal time frames may be easier with increased access and absent travel time. Programmatic preparation, intentional scheduling, and collaborative supervision notes may aid the simultaneous supervision process.

In the areas of core dispositions, CITs who embraced ambiguity and fostered reflexivity, curiosity, and flexibility tended to navigate simultaneous supervision with more ease. Reflexivity, curiosity, and tolerance for ambiguity seemed to strengthen the ability to receive feedback from multiple sources, integrate feedback appropriately, and maintain strong supervisory relationships. A typical guiding question from participants was, “How can I apply this combined feedback to my particular site and client while still maintaining my own clinical identity?” Necessarily, students will enter a program with differing levels of core strengths, yet any student can be encouraged to strengthen their core dispositions. Supervisees are encouraged to think about simultaneous supervision with the same organization and openness required for other courses such as pre-practicum and multicultural counseling. Correspondingly, supervisors have complex responsibilities maintaining ethical competent care, organizing supervision, and fostering these core dispositions.

Ethical Implications of Simultaneous Supervision
     In addition to recommendations for the three populations above, findings from this study highlight ethical considerations. Worthington et al. (2002) identified “intentional nondisclosure of important information” (p. 326) and “inappropriate methods of managing conflict with supervisors” (p. 329) as two major ethical issues that are unique to supervisees and correlate with some of the participant supervisees’ experiences of triangulating supervisors, seeking outside consultation to circumvent supervisors, or intentionally withholding information. To ensure client welfare, supervisors and supervisees may benefit from explicitly discussing ethical implications and considerations unique to this phenomenon at the outset of supervision and again when conflicts arise. Future research that addresses limitations of this study will further clarify the role of supervisors, supervisees, and programs in simultaneous supervision as well as specific ethical guidelines.

Limitations and Future Directions
     Limited information was gathered about the specific counselor education programs in which our participants were enrolled, restricting the inferences able to be made about simultaneous supervision in context. We also chose a convenience sampling method using CESNET and selected four participants. The choice of indirect sampling, primarily through counselor educators redirecting calls to their students, may have limited participants. Further, all participants of this study identified as the same gender and race, which limits the diversity of experience shared. Future researchers may consider sampling more participants to get a broader exploration of the phenomenon. In doing so, researchers may be able to obtain greater representation in gender and race to increase the transferability of this study.

This study focused on the phenomenon of simultaneous supervision as experienced within individual and triadic supervision. Simultaneous supervision is embedded within the broader experience of supervision, and isolating the phenomenon required vigilance by the researchers. Future researchers would benefit from intentional follow-up questions that better focus participants on simultaneous supervision rather than individual experiences with supervisors. As our study did not explicitly ask participants to distinguish between university-affiliated and site supervisors, future researchers may pursue a qualitative study that highlights the difference. Other research may utilize grounded theory to develop a model of simultaneous supervision for supervisors and supervisees to follow or focus explicitly on supervisors’ perspectives of simultaneous supervision. Quantitative research may illuminate the frequency and use of simultaneous supervision in counselor education programs overall or identify correlations between counselor dispositions such as tolerance for ambiguity and supervision outcomes in simultaneous supervision. Because of the lack of information regarding the phenomenon of simultaneous supervision, many opportunities for research regarding the phenomenon persist.

Conclusion

Overall, the findings from this research indicate CITs valued greater support and thrived when integrating “both/and thinking” in navigating feedback from multiple supervisors. This perspective reinforces the need for systemic communication among counselor educators and supervisors. Additionally, results suggest CITs would benefit from supervisors broaching the topic of simultaneous supervision early in their clinical experience.

Conflict of Interest and Funding Disclosure
The authors reported no conflict of interest
or funding contributions for the development
of this manuscript.

 

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William B. Lane, Jr., PhD, NCC, BC-TMH, LPCC, is an assistant professor at Western New Mexico University. Timothy J. Hakenewerth, PhD, NCC, LPC, is an assistant professor at the University of Illinois Springfield. Camille D. Frank, PhD, NCC, LMHC, LPC, is an assistant professor at Eastern Washington University. Tessa B. Davis-Price, PhD, LMHC, LCPC, is an assistant professor at Saint Martin’s University. David M. Kleist, PhD, LCPC, is a professor and department chair at Idaho State University. Steven J. Moody, PhD, is a clinical professor at Adams State University. Correspondence may be addressed to William B. Lane, Jr., 1000 W College Ave, Silver City, NM 88061, william.lanejr@wnmu.edu.

 

Appendix

Interview Protocol

Interview Questions
Round 1
What has been your experience with having multiple simultaneous supervisors?

In your own experience, how has simultaneous supervision been a strength?

In your own experience, how has simultaneous supervision been challenging?

What have you learned about yourself and the counseling profession as you’ve experienced simultaneous supervision?

Round 2
How has having simultaneous supervision been different from times when you have only had one supervisor?

What has it been like to have your supervisors interact with each other in regard to the supervision that you have received from them?

What personal dispositions (characteristics/qualities) do you think you have that influenced your experience of simultaneous supervision?

How has simultaneous supervision impacted your experience of safety or vulnerability in supervision?

What practical considerations have you needed to consider for having multiple simultaneous supervisors?