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.
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)
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. 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.
Professional group supervision for team coaching
This special offering is for graduates of team coach training who want support with their team coaching work. These international groups typically have a variety of internal and external coaches trained in different individual and team coaching approaches. The group will be limited to 8 people, so please act quickly, if you're interested.
What may be covered
The groups will be governed by the content you bring, but previous groups have brought things like:
Working with a co-coach
Handling a difficult client sponsor
Moving a team [and my comfort zone!] from facilitation, team building, training, strategy, etc to team coaching
What to do when psychological safety suffers
Working with the team leader [who is a bully/perfectionist/mother hen/hides behind a mask]
Ethical considerations [my client sponsor wants to co-coach with me; the team isn’t changing is team coaching working; I’ve worked with the team for years, what does this mean for me, the team and the system?]
Team dynamics [nothing sticks in between sessions/conflict/niceness or politeness/covid or working virtually]
Using PERILL pillars
What to expect
As a co-learning environment, each session will be supervised by either David or Tammy, but you will be expected to be a peer contributor and share your observations and learning with others in the group. Each 90-minute session will be held on zoom and the group will decide what topics, issues or cases will be covered. This means you may be more of a participant, rather than someone who directly receives supervision.
If you like to learn with others, this is the place for you. Some common benefits include:
To accelerate greater understanding and awareness through collaboration
Learning new approaches, theories, models and techniques
Receiving support about things you’ve not previously encountered in your work
Enjoying personal and professional support as a collective reflection on your work
Developing skills through the exchange of information, observation and practical experience review
Professional supervision of 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.
Whether it’s individual or group supervision, some of the purposes of supervision include:
Enjoying personal and professional support as a collective reflection on your work
- Receiving feedback from another perspective.
Developing skills through the exchange of information, observation and practical experience review.
Accelerating greater understanding and awareness through collaboration
Discussing individual client issues and developing pro-active solutions.
Learning new approaches, theories, models and techniques.
- Sharing and comparing experiences.
Co-creating an environment within supervision that can inform the client system.
Appreciating diversity and difference in coaching, with clients/coachees, their organisations and the wider context.
Having time to observe and reflect as well as disclose and discover.
If it arose again, what would you do?
What else could you
What were you thinking and feeling?
What was good and bad about the experience?
What sense can you make of the situation?
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 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.
 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:
Not feeling ‘good enough’ to effectively coach a successful or domineering client.
Thinking you know the answer to a client’s problem and then being disappointed when they don’t follow your advice.
Dealing with erratic client emotions and being unsure about whether to refer on or continue to coach.
Feeling uncertain or doubting the impact of the interventions used in individual or team coaching assignments.
Using the same techniques, models and/or approaches to all coaching assignments regardless of the client need, due to lack of confidence.
Having the feeling that what’s happening to your client is also happening to you and/or other clients in your portfolio.
Confidentiality, ethics and boundary issues.
Celebrating successes and what this means for you and your client.
Delivering specific outcomes within organisational requirements.
The impact of the system on the client/coachee and the coach.
Negotiating expectations between the client/coachee and their sponsor or manager.
Managing your own and your client/coachees’ emotions.
What you're noticing in the parallel process of the supervision relationship.
Establishing and reinforcing best coaching practices and application, including applying theories to diagnose, inform and identify intervention strategies and interventions.
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.