Linda’s career in coaching and mentoring follows over 20 years of working in the fields of management and people development with her final corporate role focusing on strategic change and people development as Head of People and Leadership Development at Skipton Building Society. She is Principal Consultant of Coach Mentoring Ltd and Chairperson of the Board of Trustees at Leeds Mind.
When you have decided to engage with supervision you need to consider which mix of activities will best suit you and your practice. There are three formats of coaching supervision available to a coach:
Peer (individual and group)
This article briefly outlines each of these to help you consider which might be the right choice for you.
Initially the reason a coach engages with supervision may be to simply satisfy the requirements of a professional body. However, experience suggests that once the coach has undertaken supervision they see the value of supervision and what it brings to them and their coaching practice. Supervision supports the personal and professional development of a coach in whatever their capacity as a coach. There are numerous benefits for individual coaches, whether they are an external or internal coach, as well as benefits for organisations with internal coaching programmes.
How do you make sure you are well equipped for your role as a coach after gaining your qualification? How do you make sure that you are keeping yourself and your clients safe as a practising coach? Can you make sure that you and your practice are ‘fit for purpose’? The answer is to make sure that, as part of your continuing professional development as a coach, you undertake effective coaching supervision.
Are you interested in becoming a Group Coach? Do you work with different groups of people and want to feel more confident in coaching them? Then join this Introduction to Group Coaching Webinar Programme in Autumn 2021!
Group Coaching is more effective than training and has the potential to develop quicker and better results with groups of individuals.It is an emerging and interesting field in coaching and one that many coaches lack the confidence to engage with. Continue reading →
The months of lockdown have had a huge impact on us all. With the ongoing restrictions and uncertainty that we continue to face, and the added strain of shorter days and worsening weather, the impact and stresses are unlikely to lessen over the coming months.
Resilience is something I don’t usually lack—so why am I feeling anxiety and worry? The unprecedented lockdown conditions and uncertainly of what lies ahead after these times, have caused many of us to feel anxiety and worry—and quite rightly so. There are no predetermined rules for the intensity of the emotions we might feel; we don’t need to be preforming a particular role, or be in a specific working environment to experience them.
The backbone of many organisations and a key resource for many leaders and managers are the office professionals. But are your PAs/EAs “forgotten workers” when it comes to tapping into their abilities and providing opportunities for development and progression? What can you do in your organisation to help motivate and develop this vital resource?