“At its simplest, supervision is a forum where supervisees (in this case coaches) review and reflect on their work in order to do it better. Coaches bring their practice to another person… and with their help review what happened in their practice in order to learn from that experience. Ultimately, supervision is for better coaching work. It is not the only help to better work but in the estimation of many it is one of the most effective interventions. In a relationship of trust and transparency, supervisees talk about their work and through reflection and thoughtfulness learn from it and return to do it differently. Supervision is based on the assumption that reflecting on work provides the basis for learning from that work and doing it more creatively.” Michael Carroll (2007), ‘Coaching Psychology Supervision’ in Palmer and Whybrow (eds) The Handbook of Coaching Psychology, Hove: Routledge
Reflecting on how you would like to utilize your supervision sessions will make it more productive.
Here are some ideas:
- Bringing issues from your coaching which are pre-occupying or puzzling you right now
- Sharing the good work you have done with a particular coachee – think about what worked and why
- Reviewing an aspect of your work as a coach you would like to improve, for example ending a coaching contract
- Specific coachees and the organisational system in which they operate – how they might be connected or not
- Any ethical questions that you’re unsure about
- What you’re choosing to leave out or not take to supervision and why
- A coachee you have difficulty with
The supervision framework used is the seven-eyed model of supervision developed originally by Peter Hawkins and Robin Shohet for supervisors working in Human Service professions.