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Why all coaches need supervision

As a coach or consultant you may be fully aware of what supervision is and see others around you discussing it and taking part in it, but maybe feel that it’s not for you.

You may possibly be an inexperienced coach who has only just ventured out into the coaching world and feel that you don’t have “enough client work” to focus on. On the other hand you may be very experienced and feel that you don’t need supervision – any problems that arise you can check in with a colleague, so that’s Ok.

 This article is to look at supervision from another perspective that says supervision is a great opportunity for all coaches (and any others who are doing client centred work even in groups. e.g trainers, facilitators, consultants, managers).

 I personally believe that great coaches still need supervision and that this creates more successful coaches which can ultimately lead onto greater business opportunities and better financial reward.

 Now the words “more money” got your attention, right?

Brause, Collins and Froebel (Training Journal Aug 2008) likened our attitude to supervision as a bit like the way we sometimes treat our own health ie we only visit the doctor when something is wrong. But like our health if we focus on maintaining and improving our minds and bodies we are less likely to have problems in the long run. Also as coaches we are trying to encourage our clients to grow personally and professionally by developing themselves in the long term, isn’t a good idea to practise what we preach by developing our practise and our selves through supervision?

So, what exactly is supervision?

Simply, it’s a time in which a coach can reflect on all aspects of their practise, gain feedback and importantly gain insights from a relationship that may involve third parties. It is an opportunity to develop super (greater/improved) vision (far sight, higher wisdom).

“The moment one gives close attention to anything, even a blade of grass, it becomes a mysterious, awesome, indescribably magnificent world in itself” – Henry Millar

 The main focus of supervision is:

• A key part of CPD and action learning of the coach, mentor or consultant.

• Helps the coach to develop their internal supervisor and become a better reflective practitioner

• Provides a supportive space for the coach to process what they have absorbed from their clients and their clients system

• Helps keep the coach honest and courageous, attending to what they are; not seeing, not hearing, not allowing themselves to feel, or not saying.

• Looks at where and how the coach may need to refer the client on to more specialist help.

 A newly trained coach may be looking for reassurance that they are doing it right, whereas a more seasoned coach with more confidence may be looking for a supervisor to gain insight, wisdom and reflect from a wider systemic perspective.

As the coaching industry progresses and moves towards a profession with much more regulation and joined up thinking from the  various coaching bodies , then the more our clients are switched onto what supervision is then the more they will know how it might differentiate the mediocre coach from the great coach.

This can only help us as coaches to build our business because if coaching supervision builds credibility then credibility leads to better quality leads leading to better “quality” clients which ultimately leads to more financial success.

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