1. My accessibility to staff feels more obligatory than genuinely welcoming.
2. Staff members seem hesitant or uncomfortable approaching me with questions or concerns.
3. My welcoming demeanor varies significantly based on my mood, stress level, or workload.
4. I struggle to convey genuine interest when staff members seek guidance or support.
5. My body language or verbal responses inadvertently discourage staff from approaching me.
6. Staff members have limited or unclear options for accessing guidance when they need it.
7. I rely primarily on scheduled supervision rather than creating multiple accessibility pathways.
8. My accessibility pathways feel cumbersome or complicated for staff to navigate.
9. Staff members are unsure about when or how to appropriately access my guidance.
10. I lack systematic approaches for different types of consultation needs (urgent vs. routine).
11. I struggle to maintain appropriate professional boundaries while being accessible to staff.
12. My accessibility leads to feeling overwhelmed or burned out by constant staff demands.
13. I have difficulty saying 'no' or setting limits when staff seek guidance inappropriately.
14. My boundaries around accessibility feel unclear or inconsistent to staff members.
15. I either over-protect my time or fail to protect it adequately, creating accessibility problems.
16. Staff members appear anxious or worried when approaching me for guidance.
17. I inadvertently create environments where staff feel judged for seeking help.
18. My responses to staff questions sometimes increase rather than decrease their anxiety.
19. Staff members avoid approaching me with certain types of concerns or questions.
20. I struggle to create emotional safety that encourages staff to seek guidance freely.
21. My accessibility feels performative or artificial rather than genuinely welcoming.
22. Staff members seem to sense that my 'open door' policy is more theoretical than real.
23. I maintain accessibility out of obligation rather than genuine desire to support staff.
24. My welcoming behavior feels forced or inconsistent with my natural communication style.
25. Staff members receive mixed messages about whether my accessibility is authentic.
26. I discourage or limit spontaneous interactions in favor of scheduled supervision only.
27. My accessibility fails to enable the natural consultations that enhance clinical work.
28. Staff members handle situations alone rather than seeking spontaneous guidance.
29. I miss opportunities for real-time consultation that could improve clinical outcomes.
30. My approach to accessibility prevents the informal learning that strengthens clinical practice.
31. My accessibility practices lead to personal burnout or stress that compromises my effectiveness.
32. I struggle to balance accessibility demands with other essential supervisory responsibilities.
33. My accessibility feels unsustainable over time, leading to periodic withdrawal or unavailability.
34. I lack strategies for maintaining accessibility during high-stress or high-demand periods.
35. My accessibility practices create more problems than they solve for both me and staff.