​Mindfulness has been trending in popular western culture recently. It is promoted as almost a panacea; mindfulness is said to help with everything from pain management to burnout prevention to psychotherapy and self-help. Indeed, the latest research indicates that mindfulness can play a part in helping folks with a variety of conditions such as obesity, anxiety, and even preschool learning outcomes – so clearly this mindfulness trend is not only hype (for more information on latest research see American Mindfulness Research Association). This article will first explore  manifestations of mindfulness in some of the "third wave" therapeutic approaches, and will conclude with a description of some ways that mindfulness is an important (yet not explicit) part of good Motivational Interviewing (MI) practice.

Agenda setting is an important part of the one-on-one supervison meeting. Agenda setting is "a short focusing metaconversation in which you step back with the client to choose a direction from among several options" (Miller and Rollnick, 213). When used in a one-on-one supervison meeting (referred to in this article simply as "supervision"), this term refers to a collaborative conversation between the supervisor and the supervisee about what supervision topics are important to talk about. Ideally this conversation ends with a prioritized list of topics for supervison that is agreed to by both the supervisor and supervisee. 

As an MI enthusiast, I am always seeking opportunities to practice OARS skills. As a supervisor of 8 clinicians, the primary way that I interact with individuals one-on-one is during supervision, so it naturally fits that I have taken advantage of this time to practice the use of OARS. At first this practice was clumsy and awkward, and after about 6 months of practicing this 8 times weekly, it continues to be challenging yet rewarding.  I find that when I am able to use OARS with staff, it helps them to develop their inner locus of control, builds their perceived self efficacy and helps to strengthen the relationship between supervisor and supervisee. I have found that using OARS with staff is the most efficient way of communicating information and the use of these skills yields better results from the supervision conversation.