Intern Development Program

Developmentally minded. Formation focused, Relationally attentive.

Develop and Hone
Clinical Skills

Learn a Business Mindset

Engage Personal Formation

Grow Into Who You Are Becoming

Explore our program.
Assess its fit for you.
Apply.

On Our Developmental Nature

In most employment situations people are typically hired because they are already qualified to do the job they are being hired for. They enter the workplace with the knowledge needed and the skills to their responsibilities. They are expected to know how to do it, and figure it out if they don't.

We are quite the opposite. 

In some ways we might say that internship is about learning to see and developing the skills to engage with what is seen. When we begin our internships, we typically know neither what to look at nor what to do with it. It is developmental. It is a training program, not a job. While we hold the professional expectations of behavior, responsibility, and engagement as would be expected in professional work environments, the goal of the BJTG Internship Development Program is learning and growing, not producing or accomplishing. 

Our assumption is that we bring on graduate students who have neither the skills, nor the developed knowledge to even know what they are looking at, nor the ability to figure it out. That's what supervision and training are. And they are intended to be progressive.

Because of this, we ask our entire team to actively engage the practices of bravery, vulnerability, and curiosity. 

  • Self-motivated, willing to ask questions, and willing to take risks

  • Carry intentionality toward the integration of theology and psychology in the therapy room and view their clinical work as participation in God’s restorative work in this world

  • Desire development that includes professional, personal, and spiritual engagement

  • Developmentally minded, formation focused, relationally attentive.

    Note: While it is not a requirement and does not guarantee rightness-of-fit, BJTG has special interest in developing interns with background in Christian pastoral ministry.

Best-Fit Interns

Intern Responsibilities

  • Actively participate in BJTG developmental trainings with vulnerability, bravery, and curiosity

    • Weekly supervision (2x/month each of dyadic and individual supervision)

    • Bi-weekly Launch Intern Development Hour

    • Monthly Professional Development

    • Monthly Integration Development

    • Monthly Mentorship

    • Periodic marketing events

  • Remain responsive to supervisor direction, development, expectations, and accountability.

  • Take initiative to ask questions, request resources, and name needed support as they engage in an environment that is intentionally organized to be high in responsiveness and low in attentiveness. We prefer not to micro-manage, but that requires interns who can take responsibility to voice needs and ask for help when they become stuck.

  • Grow their caseload through BJTG referrals to complete on average 10 sessions/week. The schedule can be mostly flexible and is progressively grown. To balance this progression, interns are expected to carry a higher caseload in the latter third of the internship (sometimes up to 15 sessions/week).

Expectations of Team Engagement

  • We expect our interns to know how to do the things that have been explicitly taught to them. Even if they bring in skills from beyond, we do not hold it as an expectation they would know how to integrate them. If it has not been taught, then the intern is not held accountable for not having done it.

  • We expect our leadership team to provide feedback when they are noticing gaps in what the intern is doing. It is impossible to provide all the information necessary at the beginning. And it is equally impossible to retain everything this is presented. As such we expect the leadership team to ask questions about gaps to clarify if things have been forgotten or if they have not yet learned. This will allow the leadership to identify where areas of new learning are needed.

  • We expect our interns to ask questions when they realize they don't know something, or something is not clear. There are many times where information is given, but interns are not in a place where it logs and sticks (because it cannot all log and stick at the beginning). By asking the questions, or by acknowledging that is not something that they have yet learned, it allows the leadership to intentionally provide the necessary learning at the stage of growth that it becomes learnable and useful.

Interested in completing your practicum and internship at
BrianJames Therapy Group?

A growth-minded and integration-oriented apprenticeship model of development.

Here’s what you need to do:

  1. Complete the interview request form on this page.

  2. Email your resume to hello@brianjamestherapy.com.

  3. Complete the Pre-Interview Questionnaire accessed here.

Once we have received your interview request, resume, and questionnaire responses, we will review them and reach out to regarding a formal interview.

Interview Request Form

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