EMCC Global’s Post

Are your NEEDS being met in your coaching supervision? Join us on 10 July for an EMCC UK webinar for coaches and supervisors interested in enhancing the value of supervision conversations and practice. Supervisor and researcher Jeremy Lewis will highlight why coaches do not fully engage in supervision, and what they want and need from it. He will present his NEEDS intervention framework, with the opportunity to explore how it aligns with the functions of supervision and can be applied in your practice. Learn more and book your place at https://lnkd.in/eBgityRv ✔ Hear fresh research on how effective coaching supervisors are intentional in choosing their interventions to best meet their supervisees’ NEEDS. ✔ Understand more about why some coaches don't engage fully with supervision despite its many benefits. ✔ Learn about the NEEDS framework as a practical tool - for coaches, to know and ask for what you want and need in supervision, and for supervisors, to know how best to respond. ✔ Explore how the NEEDS framework aligns with the resourcing, developmental and qualitative (restorative, formative and normative) functions of supervision. ✔ Reflect with peers on how to apply the NEEDS framework in your own supervision and reflective practice.

I recently explained the similarities and differences between practice supervision and coaching to a colleague. Both supervision and coaching should be safe spaces where the receiving client should feel heard, valued, and safe. Both may provide space to reflect on and think through aspects of development and change in professional practice or personal life. Both may draw on psychological models to raise self-awareness. The International Coaching Federation (ICF) defines coaching as ‘partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership’. A coaching relationship typically is of a finite length, often agreed at the start of the engagement (although can be extended by mutual agreement). An applied practice supervisory relationship is usually longer-term (perhaps a year) and may take various forms. In my supervision practice, I have found Hewson and Carroll’s (2016) ‘Supervisory Spaces’ model (see below) helpful in understanding the ways in which supervision might be used by a client to achieve learning and development aims. As an Educational Psychologist registered with the Health and Care Professions Council (HCPC) I have welcomed the insights and personal development that applied practice supervision has brought. At other times, accessing coaching has enabled me to reach a different level of transformative change in my practice. ‘Which approach would be best’? asked my colleague. That all depends on the purpose and aim that is desired. As a practitioner psychologist on the British Psychological Society’s Register of Applied Psychology Practice Supervisors, and an accredited Practitioner Level Coach with the European Mentoring and Coaching Council (EMCC), I have the credentials to help with either. I work with leaders in education and applied psychology practices to unlock potential. If you would like to talk more about how I could help deliver transformative change in your organisation then drop me a message, I would love to hear from you.

🌟 Isn't all coaching and SUPERvision relational? 🌟 Yes, and... The coaching and SUPERvision landscape is evolving dramatically, influenced by what experts term the the 'relational turn'. This focus isn't just trendy jargon; it signifies a profound reevaluation and realization of how we perceive human growth, learning, and organizational dynamics across diverse fields like neuroscience, psychoanalysis, psychotherapy, organizational consulting, coaching ad SUPERvision. It's about the significance of human connections in shaping every facet of our existence. Whether it's personal development or group dynamics, the quality of our relationships profoundly influences our growth, interpretation of experiences, and navigation of the intricacies of modern organizational settings. So, what implications does this hold for coaches and SUPERvisors? A primary challenge we confront is finding balanace between individual needs and the realities of teams, the organizations our clients inhabit, communities, the field they operate... As coaches and SUPERvisors, we're tasked with helping our clients harmonize their distinct aspirations and identities with the expectations and limitations of their organizational environments. This entails guiding them in managing diverse stakeholder dynamics, navigating complex webs of relationships, and responding to unforeseen hurdles with resilience and ingenuity. To confront these challenges effectively, we draw from a diverse array of theoretical frameworks and practical methodologies. By incorporating insights from relational neuroscience, personality development theories, psychoanalytic principles, and complexity theory, we deepen our understanding of the intricate dynamics prevalent in today's fast-paced, unpredictable organizational landscapes. However, mere theory isn't sufficient. We must complement our knowledge with actionable guidance and enlightening perspectives. By blending a relational systemic focus, fostering heightened self-awareness, facilitating meaningful interpersonal connections, and embracing vulnerability as a catalyst for growth, we empower our clients to thrive amidst the ongoing flux and complexity. All of our coaching and SUPERvision #ICFCoachingImpact award-winning training and all of our coaching and SUPERvision practice uses invaluable tools to support our clients' personal and professional journeys. By embracing a relational approach in our coaching and SUPERvision practices, we expand our effectiveness, enabling our clients to navigate the modern organizational terrain with confidence and resilience. Together, lets enrich our impact through relational coaching. Reach out for a chat about our April Relational Systemic SUPERvision Professional Certificate and Diploma: office@beckett-mcinroy.com Further information here too with all dates, times and content: https://lnkd.in/djmH8_-t #Coaching #SUPERvision #RelationalTurn #ProfessionalDevelopment

Our EMCC Supervision SIG has arranged a fantastic webinar next week (10th July at 12pm) about the needs of coaches within coaching supervision. If you can make it, get yourself along to the session, and I'd love to hear your thoughts afterwards - just get in touch!

🌟 Isn't all coaching and SUPERvision relational? 🌟 Yes, and... The coaching and SUPERvision landscape is evolving dramatically, influenced by what experts term the the 'relational turn'. This focus isn't just trendy jargon; it signifies a profound reevaluation and realization of how we perceive human growth, learning, and organizational dynamics across diverse fields like neuroscience, psychoanalysis, psychotherapy, organizational consulting, coaching ad SUPERvision. It's about the significance of human connections in shaping every facet of our existence. Whether it's personal development or group dynamics, the quality of our relationships profoundly influences our growth, interpretation of experiences, and navigation of the intricacies of modern organizational settings. So, what implications does this hold for coaches and SUPERvisors? A primary challenge we confront is finding balanace between individual needs and the realities of teams, the organizations our clients inhabit, communities, the field they operate... As coaches and SUPERvisors, we're tasked with helping our clients harmonize their distinct aspirations and identities with the expectations and limitations of their organizational environments. This entails guiding them in managing diverse stakeholder dynamics, navigating complex webs of relationships, and responding to unforeseen hurdles with resilience and ingenuity. To confront these challenges effectively, we draw from a diverse array of theoretical frameworks and practical methodologies. By incorporating insights from relational neuroscience, personality development theories, psychoanalytic principles, and complexity theory, we deepen our understanding of the intricate dynamics prevalent in today's fast-paced, unpredictable organizational landscapes. However, mere theory isn't sufficient. We must complement our knowledge with actionable guidance and enlightening perspectives. By blending a relational systemic focus, fostering heightened self-awareness, facilitating meaningful interpersonal connections, and embracing vulnerability as a catalyst for growth, we empower our clients to thrive amidst the ongoing flux and complexity. All of our coaching and SUPERvision #ICFCoachingImpact award-winning training and all of our coaching and SUPERvision practice uses invaluable tools to support our clients' personal and professional journeys. By embracing a relational approach in our coaching and SUPERvision practices, we expand our effectiveness, enabling our clients to navigate the modern organizational terrain with confidence and resilience. Together, lets enrich our impact through relational coaching. Reach out for a chat about our April Relational Systemic SUPERvision Professional Certificate and Diploma: office@beckett-mcinroy.com Further information here too with all dates, times and content: https://lnkd.in/dikytqkW #Coaching #SUPERvision #RelationalTurn #ProfessionalDevelopment

🌟 Isn't all coaching and SUPERvision relational? 🌟 Yes, and... The coaching and SUPERvision landscape is evolving dramatically, influenced by what experts term the the 'relational turn'. This focus isn't just trendy jargon; it signifies a profound reevaluation and realization of how we perceive human growth, learning, and organizational dynamics across diverse fields like neuroscience, psychoanalysis, psychotherapy, organizational consulting, coaching ad SUPERvision. It's about the significance of human connections in shaping every facet of our existence. Whether it's personal development or group dynamics, the quality of our relationships profoundly influences our growth, interpretation of experiences, and navigation of the intricacies of modern organizational settings. So, what implications does this hold for coaches and SUPERvisors? A primary challenge we confront is finding balance between individual needs and the realities of teams, the organizations our clients inhabit, communities, the field they operate... As coaches and SUPERvisors, we're tasked with helping our clients harmonize their distinct aspirations and identities with the expectations and limitations of their organizational environments. This entails guiding them in managing diverse stakeholder dynamics, navigating complex webs of relationships, and responding to unforeseen hurdles with resilience and ingenuity. To confront these challenges effectively, we draw from a diverse array of theoretical frameworks and practical methodologies. By incorporating insights from relational neuroscience, personality development theories, psychoanalytic principles, and complexity theory, we deepen our understanding of the intricate dynamics prevalent in today's fast-paced, unpredictable organizational landscapes. However, mere theory isn't sufficient. We must complement our knowledge with actionable guidance and enlightening perspectives. By blending a relational systemic focus, fostering heightened self-awareness, facilitating meaningful interpersonal connections, and embracing vulnerability as a catalyst for growth, we empower our clients to thrive amidst the ongoing flux and complexity. All of our coaching and SUPERvision #ICFCoachingImpact award-winning training and all of our coaching and SUPERvision practice uses invaluable tools to support our clients' personal and professional journeys. By embracing a relational approach in our coaching and SUPERvision practices, we expand our effectiveness, enabling our clients to navigate the modern organizational terrain with confidence and resilience. Together, lets enrich our impact through relational coaching. Reach out for a chat about our April Relational Systemic SUPERvision Professional Certificate and Diploma: office@beckett-mcinroy.com Further information here too with all dates, times and content: https://lnkd.in/dikytqkW #Coaching #SUPERvision #RelationalTurn #ProfessionalDevelopment

Join us for a group coaching supervision demonstration on June 17! Two times will be offered to accommodate different schedules. Bring a case and join a circle of up to five coaches participating in this opportunity to experience the power of supervision (the rest of us will hold the space and share our collective learning after the demonstration). Supervision is a non-judgmental partnership in which a coach brings their coaching work experiences to a coaching supervisor to explore challenges, ethical dilemmas, emotional responses, patterns and questions, and places where personal bias and beliefs may get in the way of their coaching flow. The reflective dialogue of the supervision space supports coaches’ ongoing development as a coach, including expanded awareness, capacity, and perspectives – and provides much needed support, energy recharging, and connection in a profession that can be isolating. ICF research has identified key benefits for coaches who receive Coaching Supervision, which include: •Increased self-awareness •Greater confidence •Increased objectivity •Heightened sense of belonging •Reduced feelings of isolation •Increased resourcefulness The ICF recognizes coaching supervision as part of a coach’s continuing professional development, and up to 10 hours of coaching supervision can be counted as Core Competencies toward Continuing Coach Education requirements. By the end of the session participants will: •Reflect on their work as coaches •Be able to differentiate mentor coaching from coaching supervision •Be able to differentiate individual from group coaching supervision •Understand the benefits of coaching supervision •Experience a group supervision session Our Presenter is one of our own coaches, Judy Wolf (MS, PCC, ACTC, ITCA, EIA)! Here is a link to the ICF Global page for information on Coaching Supervision: https://lnkd.in/ek4dFXxY For more information and registration, click here: https://lnkd.in/e8CXuuUV

Join us for a group coaching supervision demonstration on June 21! Two times will be offered to accommodate different schedules. Bring a case and join a circle of up to five coaches participating in this opportunity to experience the power of supervision (the rest of us will hold the space and share our collective learning after the demonstration). Supervision is a non-judgmental partnership in which a coach brings their coaching work experiences to a coaching supervisor to explore challenges, ethical dilemmas, emotional responses, patterns and questions, and places where personal bias and beliefs may get in the way of their coaching flow. The reflective dialogue of the supervision space supports coaches’ ongoing development as a coach, including expanded awareness, capacity, and perspectives – and provides much needed support, energy recharging, and connection in a profession that can be isolating. ICF research has identified key benefits for coaches who receive Coaching Supervision, which include: •Increased self-awareness •Greater confidence •Increased objectivity •Heightened sense of belonging •Reduced feelings of isolation •Increased resourcefulness The ICF recognizes coaching supervision as part of a coach’s continuing professional development, and up to 10 hours of coaching supervision can be counted as Core Competencies toward Continuing Coach Education requirements. By the end of the session participants will: •Reflect on their work as coaches •Be able to differentiate mentor coaching from coaching supervision •Be able to differentiate individual from group coaching supervision •Understand the benefits of coaching supervision •Experience a group supervision session Our Presenter is one of our own coaches, Judy Wolf (MS, PCC, ACTC, ITCA, EIA)! Here is a link to the ICF Global page for information on Coaching Supervision: https://lnkd.in/ek4dFXxY For more information and to register, click here: https://lnkd.in/ehTveKNi

Coaching supervision I recently received the renewal of my accreditation from EMCC Global as a coach and as a coaching supervisor. This prompted me to reflect on how I sometimes behave differently when I'm supervising and when I'm coaching. My approach to both activities is client-centred. I aim through empathic and non-judgemental conversation to create a relationship of rapport and trust that enables a client to reflect on themself and their situation, to clarify what really matters, and - if they choose to - take action to realise their aspirations. For many years I described my approach as non-directive, but now consider that being client-centred isn't necessarily the same as being non-directive. This statement might come as a surprise to those who've known me for a while! There may be times when, say, offering a suggestion to a client may be appropriate and useful. I realise that many person-centred counsellors would strongly disagree here. I am more likely to offer a suggestion - or to share what I think - in supervision than in coaching. I reckon that a supervisee is more likely to weigh up a suggestion and choose whether or not to follow it, whereas there may be a risk that some coaching clients might accept a suggestion as the way forward because it came from the coach. When a supervisee asks me what I think, I generally ask them to talk through what they think first before - possibly - sharing my thoughts. Having said this, one of the joys in supervision and in coaching is when you simply sit silently while the client is working everything through for themself. At these times, the maxim Don't Just Do Something, Sit There feels wholly appropriate. One thing I often do for both coaching and supervision clients is to email afterwards a copy of a book chapter I've written or a link to an internet article. While my intention is to share some ideas that the client might find useful, I realise that there may be times when this could be seen as moving towards the directive end of the spectrum. I've written a draft chapter for a forthcoming book, Coaching in Higher Education, which is being written and edited by Christian van Nieuwerburgh and Brittany Rehal. The title of my chapter, reflecting my thinking above and the fact that I live in Shakespeare's home town, Stratford upon Avon, is To tell or not to tell: what is the question? Let me close by giving you a definitive answer to whether or not to tell. It depends!

👀 Excited to share this bit of good news I got on Friday 👀 🏆I'm now an officially qualified Coaching Supervisor🏆 That's: ➡ 120 hours of training ➡40 hours of supervision practice in class ➡40+ hours of supervision outside class ➡3,000 word case study write up covering 6 client sessions ➡1,000 words on my personal coaching supervision approach ➡30 hours of written workbooks reflectiing on my learning and practice ➡7.5 hrs group and individual development sessions ➡6 supervision sessions with a qualified supervisor ➡45 min live observation exam ❓ What is supervision❓ Supervision is a safe space for coaches to explore and consider their work in a non-judgmental, reflective environment. It's about stimulating thought provoking conversations, considerations and discussions so that the coach feels supported, resourced and recharged, with new ways of thinking about their work. In that sense it echoes what I do as a coach with my clients too: facilitating deep reflection and new ways of thinking. ❓Why does it matter❓ As an ex accountant, I'm passionate about accreditation, regulation and continual professional development as a way of being the best professional I can be and maintaining standards for the profession. So it's no surprise I want the same for coaching. And you should too. 🚀 If you're being coached, it's worth asking if your coach is supervised. 🚀If you're a coach and not being supervised currently, let's chat ❓Why am I sharing this❓ Most of us aren't great at sharing the wins. And this is a biggie for me. That's because it has enhanced my own coaching and means I can: 🚀Assure my coaching clients I'm a committed, competent, highly qualified coach, capable of supervising others and who's also supervised herself 🚀Supervise fellow coaches and in that way, resource them to resource their clients through the wonderful work they do 🚀Help raise the profile and professionalisation of the coaching industry Massive thanks to the wonderful Ruth Kudzi, MCC at OPTIMUS COACH ACADEMY for the training led so brilliantly by Julia Rogers, CPC, MCC, MA, my amazing supervisor Helen Burgess and fabulous fellow students Caroline Barber Jackie Lawrence Fay Blakey - PCC, MCMI and Sarah Fox