It was just over a year ago I set out on the quest of achieving I.L.M’s Level 7 in Coaching Supervision. As an I.L.M L7 qualified coach and mentor for 7 years already, the memory of getting through a ‘Level 7’ was still surprisingly fresh!
Well, a year on, 3 assignments and 30 plus hours of supervision practice later, I am delighted to have made it through again! I have to say the only work I now enjoy more than coaching itself, is supervision (although the term ‘supervision’ is not great, the process itself definitely is!)
Coaches will benefit from working with a supervisor in 3 key areas:
1) Support and feedback to further develop their own self-awareness, emotional learning and blind areas
2) Exposure to approaches, strategies, tools and techniques that they might not have otherwise known about
3) Talking through actual coaching situations, addressing concerns and challenges supporting best coaching practice
Through the support and exploration which supervision offers, coaches can become more aware of their own internal filters and emotional responses, making them more effective at managing their own judgments and preferences and allowing their coachees more space to think and better solve their challenges.
Whilst much of supervision is nondirective, there can also be value in the supervisor suggesting different tools and approaches that the coachee may not know about or has just forgotten are available to them. From less experienced coaches, I have had much feedback that an injection of new ideas has been stimulating for both their own development and the work with their coachees.
It is the discussion of real (and anonymised) coaching situations that triggers conversations about self-awareness and whether any new approaches or strategies are needed. It is particularly useful should ethical challenges arise.
What this very brief piece attempts to demonstrate is that supervision provides enormous potential value to any coach who decides to invest in it.
I have found in all my supervision work so far, all three areas come into play. Exposure to supervision will play a key role in building the value and credibility of coaching as a profession and its capacity to effectively support workplaces today and into the future.
If you would like to know more about how coaching could support the development of your people and specifically how our Risk to Reward coaching can help tackle inappropriate behaviour displayed by individuals, email us or ring for a confidential discussion on 01903 732782.
Coming from a strong business, training and coaching background Chris is a highly qualified executive coach and leadership and management trainer. Today's workplace needs strong leadership and Chris sees his mission as helping to develop today's managers into tomorrows leaders. In his spare time Chris plays guitar in a band. He also enjoys running and reading. https://uk.linkedin.com/in/chrisbrown0902