Coaching Supervision.
Professional Coaching Supervision
For centuries, the power of reflection has restored well-being, illuminated fresh perspectives and provided clarity. Reflecting together in professional supervision supports the coach's capacity, the client and the wider system.
2023 EMCC Global Supervision Award
The EMCC Global awards selection panel recognised Tammy for her strong contribution to the field of supervision as a practitioner, provider of training and researcher culminating in creating books, articles and webinars developing the field of supervision informed by evidence-based research. Tammy's work on supervision is rooted in extensive experience,
a depth of knowledge and enquiry, with more than a dash of creativity. The panel described Tammy as a very wise person who approaches supervision by taking the necessary height to avoid falling into a reductive technicality.
Something that I love and find incredible about the coaches that I work with is their intrinsic dedication to their practice, their clients, and their client's clients, all of which I get to see in supervision. I would like to thank every coach who has ever opened up when they were stuck, asked questions when they
were unsure and trusted their supervisors to help them develop and grow; this is, to me, what supervision is for.
Types of Supervision
Professional individual coaching supervision
Individual coaching supervision provides a supportive individualised co-created learning environment. This is a dedicated space for personal reflection, encouraging a depth of exploration that is possible with a one-to-one supervision relationship. Together supervisor and coach explore their work in a way which supports the coach, their clients and the wider system. The format and frequency will be contracted to suit your particular requirements. A choice of supervisors will be provided for you to choose from. To book a free consultation please find a time which best suits you here.
Professional group coaching supervision
Within a group context, supervision provides a supportive multi-person forum for on-going development where the coach can explore any personal, relational, professional, organisational and/or contextual issues coming from the coaching process and thus building their ability to self-assess and provide increased value to their clients. Additionally, participants can bring team coaching discussions to these groups, delving into the complexities of team dynamics and engagements.
Groups give participants the opportunity to learn from others’ experiences as well as their own. Oftentimes coaches report feeling part of a wider coaching community as a result of reflecting with others. Group intakes happen regularly. To find out more please book into a free 30 minute conversation to see if this is the right fit for you or register your interest below.
Professional coaching supervision is a reflective learning environment where the supervisor is hired by the practitioner(s) and is specifically qualified to look at the entire system in which the work is being undertaken. Although the reflective space is co-created, the professional supervisor is purposefully of service to the practitioner(s) and their clients. What is significant is that the supervisor’s intention is to develop the practitioner’s competence, capability and capacity to become a reflective practitioner of their own work.
(Turner, T., Lucas, M. and Whitaker, C., 2018)
If you are a professional supervisor and are wanting supervision of your supervision, we can support you. We understand the complexity of your work and have the experience to enhance your work with individuals, groups or team coaching supervision.
Peer group coaching supervision with training through the International Coaching Federation (ICF)
This unique program has been designed in partnership with the ICF to offer both membership and support of coaching peer supervision groups. This specially designed program offers you the opportunity to develop a deep understanding of peer supervision processes and methodologies, and the skills to challenge and delve deeply into issues that will make your coaching more substantial, sustainable and successful.
The groups are organised by the ICF. You will receive guidance from Master Certified Coach, Tammy Turner, and will receive training on how to set up a group for success (including establishing a contract and processes) and how to maintain it over time. As part of the program, you receive a copy of Peer Supervision in Coaching and Mentoring: A Versatile Guide for Reflective Practice, Turner, T., Lucas, M. and Whitaker, C. (Routledge, 2018).
To find out more and register your interest, please contact the ICF Australasia.
Supervision for International Coaching Federation
Please note that supervision is unique within the coaching industry. If you are a member of the ICF and are seeking to become Credentialed, you must go through specific mentoring, rather than supervision as it is described above. If you are interested in ICF mentoring for Credentialing purposes,
If you are already an ICF Credential holder, as of January 2021, you may claim 10 hours of any sort of supervision – professional or peer, individual or group for the 40 hours required to renew your Credential. You may not claim any hours spent in supervision for your initial Credential. Please let us know when you engage in supervision what your plans are so we can best support you.
Supervision for all other professional bodies
If you are a member of one of the other professional associations, you may be able to claim the hours spent in supervision as part of your Accreditation and/or as part of your on-going professional development. Please let us know when you engage in supervision what your plans are so we can best support you.
Professional supervision of supervision
Whether it’s individual or group supervision, some of the purposes of supervision include:
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Enjoying personal and professional support as a collective reflection on your work
- Receiving feedback from another perspective.
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Developing skills through the exchange of information, observation and practical experience review.
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Accelerating greater understanding and awareness through collaboration
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Discussing individual client issues and developing pro-active solutions.
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Learning new approaches, theories, models and techniques.
- Sharing and comparing experiences.
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Co-creating an environment within supervision that can inform the client system.
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Appreciating diversity and difference in coaching, with clients/coachees, their organisations and the wider context.
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Having time to observe and reflect as well as disclose and discover.
Description
What happened?
Action Plan
If it arose again, what would you do?
Conclusion
What else could you
have done?
The Reflective
Cycle
Feelings
What were you thinking and feeling?
Evaluation
What was good and bad about the experience?
Analysis
What sense can you make of the situation?
Reflective Practice
Though there are many reasons people undertake coaching supervision, extending your coaching capability by developing your 'inner awareness' - ultimately increase your effectiveness, personal power and confidence. To prepare for the supervision and provide the best opportunity for you to develop this ‘inner awareness’ we ask that you keep a learning journal. The purpose of the journal is to reinforce your learning and develop a system by which to examine your work. If you have not done reflective practice previously, Gibbs[1] provides a simple reflective practice model to get you started. If needed, we can give further guidance on how to apply this model to your specific requirements.
[1] Gibbs, G. (1988) Learning by Doing: A guide to teaching and learning methods. Further Education Unit, Oxford Brookes University, Oxford.
Issues that might be taken to coaching supervision
As you develop your reflective practice, areas where you want to improve and/or areas where you have improved will become apparent. If you are new to supervision, some of the areas you may like to explore in your practice include:
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Not feeling ‘good enough’ to effectively coach a successful or domineering client.
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Thinking you know the answer to a client’s problem and then being disappointed when they don’t follow your advice.
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Dealing with erratic client emotions and being unsure about whether to refer on or continue to coach.
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Feeling uncertain or doubting the impact of the interventions used in individual or team coaching assignments.
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Using the same techniques, models and/or approaches to all coaching assignments regardless of the client need, due to lack of confidence.
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Having the feeling that what’s happening to your client is also happening to you and/or other clients in your portfolio.
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Establishing trust.
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Confidentiality, ethics and boundary issues.
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Celebrating successes and what this means for you and your client.
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Delivering specific outcomes within organisational requirements.
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The impact of the system on the client/coachee and the coach.
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Negotiating expectations between the client/coachee and their sponsor or manager.
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Managing your own and your client/coachees’ emotions.
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What you're noticing in the parallel process of the supervision relationship.
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Establishing and reinforcing best coaching practices and application, including applying theories to diagnose, inform and identify intervention strategies and interventions.
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More experienced coaches find identifying and shifting parallel process, blind spots and/or transference in the coach/client context invaluable with regard to the ‘quality’ they bring to their clients.
How does Supervision Work?
Coaching supervision takes a systemic approach. Using a variety of methods, the coach (supervisee) reflects on their work prior to the session in order to provide context which will best serve their learning and the organisations in which they’re working. The supervisor surfaces and works closely with the supervisee as needed.
The supervision approach provides you the opportunity to view alternatives looking through all ‘eyes’ of the situation to extend your own and, if in a group, others’ perspectives. Throughout the process you will be provided with reflective practice tools and ideas to strengthen your ability to consider yourself in your work within the overall system.
Before you begin any supervision, we can discuss and agree upon a format that best supports your requirements. As a supervisee, you will need to prepare beforehand for the session and be open to sharing both your knowledge and wisdom, along with any areas for improvement.