Coaching Institute

Details

The groups are "semi-open " :

· Each participant commits to a first ten-day cycle, and can prolong by any number of five-day supplementary commitments. The calendar is determined a year ahead of time.
· It continuously accepts new members with a maximum limit of fifteen participants.

MODUS OPERANDI

The operating process of the systemic executive coaching and team coaching supervision and mentoring groups is "emerging", delegated and evaluative.

The group processes, operating principles and rules, and a good part of its day to day organization are co-defined by its members and are principally centered on the performing development of their systemic executive coaching and team coaching competencies.

These processes, rules, and operating principles are evaluative as they can be modified in the course of time depending on the group's maturation, the appearance of new objectives, the arrival of new members, the definition of new work models and other coach training imperatives.

Each supervision and mentoring session is managed under the shared responsibility of all its members. This can concern:

· arranging for a work location,
· bringing real-life executive coaching and team coaching supervision issues,
· coaching these executive coaching and team coaching issues, and sharing commentaries and options for future development and improvement
· moderating the day's work and co-managing the group processes.
· moderating and/or coaching collective sequences concerning the mentoring group's processes,

All these responsibilities are assumed by each participant in turn on a volunteer basis and occur within the group supervision, mentoring and training context.

RESPONSABILITY

Each team coaching, executive coaching or consultant participant is fully responsible for his or her own learning process. This includes:

· the intensity, the rhythm and the content of their work
· proposing executive coaching and team coaching real-life situations for group supervision and mentoring
· their comprehension and the content of their personal conclusions following each supervision and mentoring sequence.

Each is therefore invited to be fully responsible for the consequences of their perceptions and communication, for regularly expressing their training needs and for their professional choices.

Furthermore, each is invited to actively participate in the group systemic "co-management" process, to ensure its performance and the respect of its operating principles proposed by the group mentor or supervisor and validated by each and everyone.

In as much as the systemic supervision and mentoring groups for executive and team coaching professionals is not a therapeutically environment, each participant is strongly advised to arrange for another environment to provide for more personal or psychological support (personal development group, therapy, etc.).

SYSTEMS ANALYSIS

The supervision, mentoring and training operating principles rests on a shared strategic and "systemic" group learning process. A Systems Approach structure permits the simultaneous integration of group work on several different levels of reality:

· First as a diagnostic and developmental tool that can be applied to each "real life" executive coaching or team coaching case study or problem proposed by any of the participants.

Client case study or problem proposed by a participant.

· Second as a diagnostic and developmental tool to propose strategic options for the future practice of the participant who proposes the case study or problem for supervision.

Strategic options for the participant who presents the client case or problem.

· Third as a diagnostic and developmental tool to deliver future options to the 'here and now" coach in the mentoring or supervision situation and who helps the participant clarify his or her executive coaching or team coaching "real life" case study or problem.

Supervision or mentoring of the participant's coach within the environment.

· Fourth as a diagnostic and developmental tool applied to the supervision or mentoring process as a metaphor of a "learning network" or team within peer or hierarchic relationships depending on situations and perceptions. This level permits a continuous reflexion on the operating modes of the supervision, mentoring and training process and guarantees it's potential for evolution.

Questioning of supervision group operating modes

· Fifth as a diagnostic and developmental tool applied to the supervision, mentoring, training and modeling proposed by the group supervisor, and to search for new creative executive coaching and team coaching options for the future of the profession.

Group supervisor or mentor and coaching practice level
The analysis and integration of all these different levels permits:

· The simultaneous application of Systems Analysis in multiple related realms revealing numerous parallels characteristic of a systemic coaching practice.
· The discovery of numerous options for development of each participant's future systemic practice in both executive coaching and team coaching situations.

This training, mentoring and learning process is profitable both on a personal and professional level for each participant. It concerns all potential executive coaching and team coaching interpersonal interfaces within the supervision and mentoring group as a "learning environment" network or team.

THE "TEAM COACHING" ENVIRONMENT

As the interaction between these different supervision or mentoring levels demonstrate, the systemic supervision group is designed as a coherent and evolutive teaching whole. It is the equivalent of a learning "network team" structured to permit experimentation, modeling and personal development through a permanently evolving systemic collective process.

In that light it's seasonal and life cycles, its operating modes, its internal processes and the complexity of its continuously reconfigured internal interfaces make it a collective "systemic experiment" that permits:

· The exploration, training and learning of diverse approaches and techniques for breakthrough executive coaching and team coaching practice
· Numerous opportunities for executive coaching and team coaching supervision, mentoring and training for each participant to grow and professionally develop.