Individual, Group & Support.

Individual Coach Supervision

Just because a coach holds a Master Certified Coach credential (or Master Practitioner with EMCC), doesn’t mean learning is over. It is appropriate to call our work a “practice”, because we must always be learning. Coaches who seek maturity stop regularly to explore ethical issues, confusing clients, personal reactions to clients and to ask the question, “Why are my competencies not enough?”

The kind of learning available in supervision calls for coach and coach supervisor to enter a deeply reflective space, to be vulnerable enough for exploring subtle hints that point to possible improvements.

Coaching always involves a system of individuals and relationships. They include the coach, the client and the system (typically an organization), plus the external supervisor. Each of these has internal thoughts, feelings and wants. Each relationship – coach to client, coach to supervisor, coach to system, client to system – offers information and insights that can affect coaching quality .

Structure: One to one supervision sessions held as a package of six to eight session. Well established supervision relationships allows scheduling one session at a time for as long as the coach and supervisor want to continue, often times for years.

I’m just heading into my 3rd year of coaching supervision with Sam and am not sure there are words to encapsulate what a pleasure it’s been. He’s introduced such unique and insightful ways for our group to explore case studies and coaching challenges. It’s opened us all up to new ways of thinking and approaching our own self-reflection and coaching.  Sam’s also aware and responsive to what our group wants and needs and takes our feedback to create an enriching, connective, and expansive experience.

Janine Davis

MCC, CDTLF l Managing Partner, Evolution

Group Supervision

Groups of four to six coaches meet two hours per month for six months (or longer). At each session, issues or cases are selected by the group and the supervisor. One approach uses conversations like one-to-one supervision, but with the hugely valuable insight of the group. Metaphorically, the group climbs onto a balcony and observes the conversation. From that vantage point, more can be learned than when just the supervisor and coach talk. Together, we illuminate the many relational, systemic and personal issues involved. The rich humanity of a diverse group offers an amazing degree of intelligence.

Services for Internal Coaches

Simply Supervision for internal coaches (or OD consultants and facilitators) provides an opportunity to explore the many relationships and dynamics continually present. There is no such thing as pure1 to 1 coaching by internal coaches for internal clients. Consider just four people usually involved: client, client’s boss, coach, and coach’s boss. Add the corporate intentions around coaching and performance indicators about them. Add HR who is watching the client for possible promotion or…..

Working with an external coach supervisor illuminates how each of these legitimate stakeholders influence the coaching. Contracting, expectation setting, role clarity, confidentiality, progress reports…and more exist in addition to the coaching itself.

Sam contracts with organizations to establish a place of confidential reflection in order to maintain the well-being of the coach and their well-developed competence.

Structure – Packages of one to one supervision virtually or in person, typically six hours over six months.