Because mental health professionals are susceptible to impairment and burnout that may negatively affect clinical work, it is ethically imperative that they engage in self-care. Previous research has found direct effects of self-care on self-awareness and well-being (e.g., Coster & Schwebel, 1997). Likewise, mindfulness has been found to positively affect well-being (Brown & Ryan, 2003). However, no studies currently available demonstrate a link between self-awareness and well-being. Mindfulness may be the link needed to support this association. A survey of mental health professionals (N = 148) revealed that mindfulness is a significant mediator between self-care and well-being. Consequently, mental health professionals are encouraged to explore their involvement in and beliefs about self-care practices.

The authors investigated the relationship among trainees' counseling experience. familiarity with specific client symptomatology. case conceptualization integrative complexity (l.e .. the ability to differentiate and integrate knowledge related to specific client symptomatology). and preference for supervisor style. Data from 100 beginning practicum to intern-level counselor trainees revealed that general trainee experience and familiarity with specific client symptomatology were related to trainee case conceptualization integrative complexity. However. contrary to developmental models of counselor supervision. neither trainee experience. familiarity with specific symptomatology. nor trainee case conceptualization integrative complexity significantly predicted preference for supervisor style.

Interviews were conducted with 11 psychotherapy supervisors about an experience of supervisor countertransference with a predoctoral intern. On the basis of a qualitative analysis, results revealed that supervisor countertransference manifestations consisted of affective (e.g., emotional distress), cognitive (e.g., questioning one's own competence), and behavioral (e.g., disengagement) components. Sources of supervisor countertransference always included both the intern's interpersonal style and the supervisor's unresolved personal issues and at times pertained to intern-supervision environment interactions, problematic client-intern interactions, intern-supervisor interactions, and supervisor-supervision environment interactions. Supervisors typically believed their supervisor countertransference initially weakened but eventually strengthened the supervisory relationship. Most supervisors managed their supervisor countertransference reaction by talking with colleagues, and most acknowledged they had received little or no training in addressing supervisor countertransference issues with trainees.

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