The great thing in this world is not so much where we stand as in what direction we are moving.
– Oliver Wendell Holmes

Coach development

I have provided coach development for professional coaches since 2007; both newer coaches and those more experienced whether career or executive coaches. You could be working as an independent or on an associate basis within an organisation. You could be an ‘external’ coach or working as an ‘internal’ coach. You could be a coaching business who wants to grow. You’ll find information below to help you decide what’s the best option for you.

If you are a coaching business wanting coaching then take a look in Group development

The development for you as a coach can be mentor coaching or coach supervision else a mixture of both. It can be individual i.e. one to one or within a group.

What's the difference between 'mentor coaching' and supervision?

Mentor coaching with me covers:

coaching skills development including at least 3 'observed' coaching sessions with feedback
personal coaching
development of your coaching business

For credentialing requirements for the International Coach Federation (ICF), 'mentor coaching' consists of observed coaching and feedback on the presence or absence of the ICF core competencies in a coaching session. The requirement for credentialling is 10 hours of mentor coaching of which at least 6 must be on your coaching skills.

As an ICF assessor I am clear what constitutes coaching at ACC, PCC, MCC levels. There is huge value in 'observed' coaching - for clients as well as coaches. I have my own coach who provides coaching supervision as well as observes me coaching at MCC level. The challenge for me is the hours to get the MCC accreditation! Slowly, but surely.

Coaching Supervision is reflecting on your coaching clients so you can provide the best coaching to them. It's often referred to as reflective practise. I provide an opportunity for you the coach to discuss your work regularly with someone who is experienced in coaching, supervision, tools and techniques. It's a confidential, non-judgmental space for you as the coach to explore what is going on in your coaching, to discuss what issues come up for you and to have meaningful conversations about these issues. It may also include observed coaching.

For a coach starting off, I recommend an emphasis on coaching skills development and then adding supervision (reflective practise) once you have regular clients.

For experienced coaches, the emphasis will be reflective practise with occasional coaching skills observation. We can all learn something new or we can get into bad habits!

For reference ICF information