Content: Workplace Coaching Supervision, workplace coach supervision,
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 Is there a need for Coach Supervision?
  - Workplace Executive Coaching
    - Bridging the gap between knowledge and best practice in workplace / leadership / executive coach training ©

 Coach supervision versus Coach Mentoring from new text book 'Behavioral Coaching' by Zeus and Skiffington -by McGraw-Hill, New York)


Firstly, best-class, academic learning is the foundation training block for all professional coaches.

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For over 25 years the Behavioral Coaching Institute's unique, comprehensive coach training program has been recognized as the world's premier coach training course.

Select students learn the latest neuro-behavioral scientific discoveries that have a direct impact on organizations (large and small). Program content also directly addresses the new normal of today’s changed workplace and how to significantly boost results through next-gen, more effective people development strategies.

Designed for busy professional people developers who don't have time to waste, select participants learn how to apply new breakthrough human development insights and proven behavioral-science backed growth tools that can be delivered well into the future.

In addition to informing and enhancing the student's current business practices, they are also exposed to a large window of new business applications and obtain a comprehensive practitioner toolkit to significantly grow their practice around. Read More >


See: Next Gen Neuro-Behavioral Coach Training Courses >

Workplace Coaching Supervision versus Coaching Mentoring

Supervision is universally seen as a crucial ingredient for success in a wide range of professional groups from those working in the health care sector to management development. Professional c
oaches tend to work in isolation and can easily become very subjective about their work. In the last few years, coach supervision has been increasingly called for by user-clients and 'professional' coaching bodies. However, "supervision" certainly doesn't fit for many experienced professional people developers looking to build a coaching practice or to simply use the coaching model of change and learning inside an organization. This group of people developers typically prefer a support or mentoring model as a means for practice support.

Workplace Coach Supervision
In order to develop professional competence, new coaches need to step outside of the classroom and practice their skills in real workplace settings. Supervised work experiences provide opportunities for development through experiential learning. Because development as a professional practitioner does not end with certification, working effectively with a supervisor is an important key element in professional growth and career development. 

Supervision typically aims to identify solutions to any problems, improve practice and increase understanding of professional issues. 

Many corporations, with a large panel of internal and external coaches, now regard supervision as essential to good practice. Some of these organizations have already developed policies and programs that require all coaches to engage in supervision with a respected and senior practitioner.

What does workplace coaching supervision entail?
Firstly, it provides time for a coach to reflect on his/her work either with a senior colleague or external senior mentor (in-person or via video-conference call). Currently there are no industry or professional guidelines as to the regularity of supervision. Many coaching groups and corporate coaching managers have established their own formula for the amount of supervision in relation to practice hours.

The Rationale
By encouraging reflection on practice issues, the practitioner's skills, knowledge and professional values will be enhanced and career development and lifelong learning will be promoted.

Some Practitioner Benefits
Indicators of benefits could include: better targeting of educational and professional development issues; reduced untoward incidents; better assessment of client needs and program development options; increased compliance with professionals standards; increased innovation and better selection of appropriate methodology; reduced professional stress; improved confidence and professional development; greater awareness of professional practice boundaries and accountability; better relationship with client/management; better managed program risk and better awareness of the latest effective evidence-based practice.

Some Client Benefits
Client management is assured that the supervisor, as the third party, assists the coach to work responsibly and to the best of their ability.
Supervised experience is designed to provide the supervisee with guidance, environment and opportunities to facilitate the development of competencies. This especially enables the new coach to use his/her knowledge base in a professional and ethical manner. Professional supervision is an important component in the maintenance and development of professional competency.

Ultimately the supervision process exists for both the coach's and client's benefit.

Workplace Coaching Supervising versus Mentoring:
Unfortunately being supervised is usually based on the traditional management relationship where the 'manager/supervisor' oversees the coaches actions.
The term "supervision" certainly doesn't fit for experienced people developers looking to develop a coaching practice or to simply use the coaching model of change and learning inside an organization. Most of these professionals view the term as belonging to a hierarchical management model. Recent research suggests that this same group of experienced professionals best prefers the support provided by a specialist mentor who is typically an accredited adult educator, a successful coaching practitioner and, a subject-matter expert who also possesses specialist psychological training and knowledge in the use of the mentoring model.

Workplace Coach Mentoring
-Some key functions of coach mentoring

  • Educational - the direction feedback required to develop the knowledge, attitude and professional and personal skills required to be a professional practitioner. 
  • Professional guidance - the norms, values and best practices required.
  • Support - the re-assurance and emotional support provided to better manage professional work stresses, personal issues, doubts etc -more effectively and the sourcing of further specialist knowledge and resources as needed

Case Sample: The Behavioral Coaching Institute's Master Coach Instructors also act as Coach Mentors to Course graduates.
-The Institute describes mentoring as "our long term commitment to a graduate's professional development and success." 

As a developer of, and author on coaching best-practices, the Institute's Founder, Dr Perry Zeus, works with some the world's leading specialist coaching practitioners and corporate coaching program managers in the form of an ongoing, co-learning, developmental partnership. All of the Institute's new and established graduates receive equal access to the worldwide experience and knowledge of our Senior Faculty via our post-course mentoring program..

The Behavioral Coaching institute's pre-course and post-course mentoring program provides "the glue to creating foundational strength and resiliency" required by graduates of our invitational Certified Master Coach Course. The mentoring program is considered a vital part of the coach's professional development and acts as a form of personal and business success insurance.

Many vital behavioral-based change models, tools and techniques and assessment instruments a professional coach requires are only available to coaches trained and mentored by an educator who is a behavioral scientist as well as an educator and successful coach. The Institute's invitational, fast-tracked Certified Master Coach Course (Campus, Distance Learning or Self-Study Format) meets the critical needs for business and executive coaches to be trained and mentored in the use of validated, reliable behavioral change models, tools and techniques.  Read More >.... 

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