Coaching Supervision

Coaching Supervision Practice –

My Supervision Model

PERSON FIRST

The PERSON FIRST Model is a model that helps inform clients on the value of supervision and supports them prioritise their needs during the contracting process prior to getting started. The model supports the supervisor gain clarity of the priorities of their client and ensure they are met; it also acts as a reflective development tool post client session. Aspects of the model were inspired by the EMCC supervision competencies framework

PERSON

P = Professional Standards a) Professional Practice Supervisee is a member of and accredited with either the Internal Coaching Federation, the European Mentoring and Coaching Council or the Association of Coaching professional coaching body and is aware of and follows the formal code of ethics and the competency framework of the association they are affiliated with in their coaching practice. In supervision, the code of ethics and the competency framework the coach uses for their practice with be referenced. If appropriate, it will be recommended that the supervisee will have insurance and be awareness of legal and professional requirements for the country in which they practice coaching. The use of AI within the coaching practice and the consideration of any legal considerations is also important to note here. b) Ethical Practice The supervisor will work with the supervisee in managing and resolving ethical dilemmas and will demonstrate an inclusive approach which acknowledges and respects difference. If relevant the supervisee will be recommended to take additional/alternative professional support if required.

E = Evaluation of Process Explains the purpose of supervision and how it differs from coaching/mentoring and describes the frameworks that underpins the supervision practice. Agrees and reviews the practical, professional and relational aspects of the supervision process with the supervisee and other stakeholders, as appropriate. Practical example; duration, frequency, cost and location. Professional expectations may include roles, responsibilities, boundaries and power dynamics within the supervisor/supervisee relationship. Relational aspects concern creating the right conditions for the relationship, e.g. openness, authenticity and confidentiality. Works with the supervisee to evaluate the supervision and determine the process for ending the relationship

R= Reflective Practice Brings examples of reflective practice post client work along to supervision and uses reflexivity during supervision to support ongoing development. Completes a minimum number of supervision session per year according to the accredited body where reflective practice will be present

S = Systemic Awareness Supervisee’s is made aware of the systems in which they are operating, the effects of power, influence and relationship within the system/s and the influence of culture within the system/s during the supervision practice. Where appropriate, the supervisee’s organisational awareness is increased in the areas of dynamics associated with leadership; including authority, subservience and

competition and relevant organisational dynamics, e.g. formal and informal roles, networks and coalitions.

O = Oral & Written Contracts Supervisee and Supervisor maintain an informal, oral contract which evolves with the supervision relationship. Signs a formal, written contract as part of the joint agreements made prior to the supervision sessions commencing.

N= Nature Inspired Mindfulness Practice is introduced during supervision to give the supervisee a chance to clear their mind. Supervisee is encouraged to become grounded and be present in the session. Nature inspired photos and virtual journeys are introduced to promote a sense of calm and wellness during the mindfulness practice. Photos can also be used to introduce metaphors in practice.

FIRST

F = Facilitates Development Supports supervisee to develop their coaching /mentoring knowledge, skills and behaviours Offers interventions that challenge and disrupt the supervisee’s existing perspectives, assumptions and paradigms Engages the supervisee in a process of critical reflection regarding their practice and supports them to develop their own reflective capability Encourages the supervisee to explore and use different frameworks, tools, techniques and perspectives including AI consideration for their practice Supports the supervisee to develop their understanding of diversity and apply an inclusive approach in their practice

I = Integrated Approach Supervisor will employ a range of models, theories and frameworks in order to support and develop the supervisee. These will be explained prior to starting supervision practice. Supervisor on occasions will shares personal and professional experience, as well as additional resources, appropriately, in service of the supervision process

R= Relationship Awareness Supervision is a non-judgmental, collaborative, learning relationship. The supervisor will adapt the style and structure of the supervision session to the needs of the supervisee.

S = Supportive Space Creates a safe, reflective space for the supervisee and believes in their potential and resourcefulness. The supervisor will offer support where appropriate, examples of this could be when: Recognises signs of stress and voices these concerns, as appropriate Supports the supervisee to maintain their well-being, safety and resilience Works with the supervisee on difficult coach/mentoring cases Shares ideas regarding practice development, business challenges and professional goals Explores options for additional support, when necessary Supports the development of the supervisee’s professional identity

T = Transformational Change Facilitates change and growth in the client Explains how motivation plays a key role in changing perspective and invites the supervisee to share any motivational strategies they use during their own practice The concept of self-actualization is discussed with the supervisee and creates awareness how this sit within various supporting motivational theories to support ongoing growth. C) Supervision Competency Framework – Self-Evaluation Checklist