Join three virtual sessions of group supervision in early 2022. Ideal if you’re a coach or a mentor wanting to share your experiences and learn from others. Your expert supervisor will guide the group and hold the space, so that you feel comfortable to express yourself, reflect on your relationships and learn more skills. Supervision is a crucial part of your practice with educative, quality control and ethical check-in qualities.
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:
- Individual (one-to-one)
- 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.
As an experienced coach who qualifies as a coach supervisor, you will be able to:
- Offer supervision to others both individually and in groups;
- Gain more from your own supervision;
- Lead coaching and coach supervision in your organisation;
- Consolidate and strengthen your coaching practice.
Mentoring programme design during a pandemic is no different to how you would normally develop and design a programme. However, there are certain tweaks you need to make to ensure the programme flexes to some of the constraints and challenges of this Covid-19 time. Here are our top tips of what to be aware of when designing a mentoring programme currently.
A good question and one that Paul Stokes and I were chewing the cud over earlier this week. We have been asked to update our chapter for the second edition of Coaching and Mentoring Supervision and Practice on this very topic. We found the absolute paucity of new research and interest in mentor supervision very disappointing.
This week for #iwd2019 I have been extolling the benefits of how useful mentoring and sponsorship are for women’s careers. But actually is it always helpful? Mentors and sponsors can sometimes cause harm in supporting women and also negatively impact gender equity and equality. So what can go wrong? Continue reading
Fill in our contact form.