8/9 August – Use of self: A Transactional Analysis (TA) perspective on working positively with the parallel process in supervision: Karen Pratt
This webinar will offer opportunities to interactively explore 3 TA models (OK-OK communication, Drama triangle and Winners circle) and discuss how these frameworks can provide useful self awareness for the supervisor to notice a potential unconscious negative parallel process between supervisor and coach, and either proactively name it and work with it, or role model a positive parallel process with the coach. Such reflection and/or modelling has the potential to impact the whole system in which the coach is involved.
15/16 August – All in the small print – a brief study of contracting issues in coaching and supervision: Professor David Clutterbuck and Eve Turner
This interactive webinar will explore the issue of contracting, or more accurately, at times omissions in contracting, that for David and Eve have seemed to lie behind some of the challenges that are brought to us in supervision sessions. We will present the basic data from our research into whether this was something other supervisors and coaches also experienced. We are particularly keen to hear your views provoked by a discussion drawing on the research themes. This session will use breakout rooms.
19/20 September – Return on Investment in Supervision – Who Cares? – and How to Measure It: Colin Wilson
When in conversations with potential buyers of Supervision, they may need to hear justifications for buying, and different buyers will need to hear different things. Some will ask about ROI (return on investment). What do they need, and how do we respond/proact? This session explores a case of how we might demonstrate the value of supervision in concrete or even financial terms, in advance of doing the work and afterwards. It is hoped this will help participants consider and prepare for gaining more good supervision work.
3/4 October – Supervising coaches one-to-one — how many people are really in the room? Dr. Paul Lawrence
This session will expand on the paper “A narrative approach to coaching multiple selves” https://radar.brookes.ac.uk/radar/items/11a8381e-e0ce-4e3d-a8d2-ef1e16cdf232/1/ and consider its implications for coaching supervision. According to many philosophers and psychologists, we are each not one, but many. The origins of multiplicity theory will be very briefly outlined before we get into some practical work, exploring the nature and origins of some of our own selves, before considering how we can best manage the complex group dynamics involved in working with people one-to-one!
14/15 November – Virtual Small Group Supervision – building a safe container: Kathryn Downing
Kathryn will share key learnings from her research on 5 virtual groups engaged for 12 months in small group supervision.
5/6 December 2019. How do we serve wider stakeholders beyond our clients and including the non-human world, in our supervision sessions? Professor Peter Hawkins and Eve Turner
What can we do, as supervisors, to move coaching beyond “delivering very expensive personal development for the already highly privileged” and deliver beneficial impact to all stakeholders including the ecology? This is a question posed at the start of Peter and Eve’s book, “Systemic Coaching – delivering value beyond the individual” due out early 2020. Join in the debate on our role as supervisors: what is it, what could it be, what should it be? We will use breakout rooms for smaller discussions.
9 January 2020 – Global Coaching Supervision: A Study of Perceptions and Practices Around the World. Kimcee McAnally and Lilian Abrams
This session will present and explore the data underlying the 2019 Global Coaching Supervision study*. This research, undertaken by four (4) U.S. coach supervisor colleagues, received responses from almost 1300 coaches and coach supervisors worldwide, which captured global information about various aspects of coaching supervision. Kimcee and Lilian will discuss the data, including how supervisees report finding their supervisors, the types of supervision undertook, fees for supervision, what supervision assists them with, and other data. This work contributes a broader baseline of data than has yet been captured before on coaching supervision, and also contributes a new, especially larger representation of U.S. and Americas respondents.
*Authors: McAnally, K; Abrams, L; Asmus, M; & Hildebrandt, T (2019) Global Coaching Supervision: A Study of the Perceptions and Practices Around the World.
13/14 February – Resilience: When is Yours Tested as a Supervisor? Dr Carole Pemberton
As coaches our clients bring their resilience loss issues to us: sometimes they use the word, often as we listen, we recognise that their resources are being impacted by the demands on them and their responses to those demands. But what about us as supervisors? How do we recognise our own needs? If supervision is about restoration as well as development, then there are times our needs are restorative as we are impacted by client work that does not go well, by being sucked in by the coach’s own emotions, by dry periods of work or by being overstretched by demands. This session will look at resilience through the lens of how supervisors can manage their own needs. It will provide a space for input through breakout rooms, sharing of experience and co-coaching on resilience loss needs.
5/6 March – “We are one, they are us” – staying in dialogue about ethics in supervision and coaching. Kees de Vries
New Zealand Prime Minister Jacinda Ardern’s much quoted phrase: ‘we are one, they are us’ in the aftermath of the Christchurch killings in 2019 spoke to all of us. It underpinned something that felt ethically important and underlined how ethics is part of our daily lives. On one of the days we meet, March 5th, there is a call for a “Climate Coaching Action Day” by Coaching at Work magazine, another example of ethics in action. In this exploration of ethics, we hope to collectively share how we dialogue about ethics in supervision and stay in relationship in the here-and-now and what approaches are successful in understanding ethics in ourselves and others.
2/3 April – How do highly experienced supervisors develop throughout their careers? Natalia de Estevan-Ubeda.
This session aims to extend our understanding of the development of coaching supervisors beyond their formative years. Natalia will present the results of her Master’s research where she interviewed highly experienced (*) coach supervisors. There were fascinating subtleties and apparent paradoxes which brought about an insightful perspective of developmental sources. An example is a connection between the development of the supervisor and the supervisee, and the co-existence of spontaneous and systematic decisions when considering new development. This is a practical session which will encourage us to think about our own development and to consider how we may want to broaden our choices. The session will wrap up with a debate over a couple of interestingly controversial issues that came up throughout the research: power and making supervision mandatory.
(*) Highly experienced supervisors criteria included: scholar practitioners, individuals who have developed the coaching profession through the creation of knowledge and publish their work, authors and with over ten years’ experience.
16/17 April – Supervising the self-care of mental health and fitness coaches. A professional imperative? Anne Archer.
As an advocate of mental health, Anne’s work spans crisis through to thriving. This session will ask:
- How are you taking care of your mental fitness?
- What is our role as advocates and supervisors, in raising the bar?
- Is self-care a professional imperative?
- How do we ensure the right balance is struck between a coach enabling someone to take a step forward and someone ill equipped to spot the signs of someone who is unwell and where coaching may not be the right option?
We will explore our red, amber and green flags to enable us to be serving the mental health agenda well.
21/22 May – Supervision of organisational coaching: where are we? Dr Michel Moral
Organizational coaching (OC) is a growing area in several countries. A key challenge for supervisors is that the object “Organizational Coaching” is not precisely delimited by professional bodies. Also, approaches for such a supervision are almost unexplored. State of the art will be looked at during the session.
11/12 June – Don’t mangle the metaphors: a practical yet effective way of utilising a Clean approach to supervision. Lynne Cooper
Metaphors are fundamental to language, offering a shorthand way of describing something in terms of another thing or experience. This session focusses on how to work with supervisees’ metaphors, how to elicit metaphors, and how not to ‘mangle’ others’ metaphors. You’ll practise tuning your ear for metaphor, eliciting metaphors or symbols and you’ll hear some suggestions about what not to do when one appears – all to support your client to access their unconscious thinking, quickly and easily.