A new model to look at our coaching and leadership practice systemically


The Halos and Horns model is one Eve has been working on for a few years, with help and feedback from many of her wonderful supervisees! The plan is to load a version here for coaches, mentors, supervisors and leaders to use, but in the meantime please refer to an article outlining the model in Coaching at Work magazine: Turner, E. (2019). The horns of the dilemma. In Coaching at Work Vol 14 (2), 48-51.

The version is now slightly out of date, because it is constantly being used and refreshed with feedback. An updated version will appear in Chapter 10, Systemic Coaching Supervision, in the book by Hawkins, P and Turner, E. (2020 in press), Systemic Coaching – delivering value beyond the individual, to be published by Routledge.

Eve ran a session using Halos and Horns with two of her supervisees, Natasha Maw and Gregor Findlay at this year’s Coaching at Work conference on July 3rd in London.  One of the conference workshop participants, executive coach Lorna Clarke, wrote:

“I found the Halos and Horns model a really helpful way to take a systemic view of my practice and identify key patterns and themes.  It’s a useful self-reflection tool to increase awareness around potential biases and dynamics and how these may play out in coaching relatiionships. 

In supervision we often look at individual relationships with our clients.  Halos and Horns provides a practical way to idenitfy common themes across all our clients and how this may be affecting how we coach.  For me it’s a valuable model to ensure that I am operating from a place of greater self-awareness so I can be in better service to my clients.”


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