Supervision

| Costs | Details | Registration | Agenda 2006-2007 |

 

 
Supervision is a confidential interactive face to face or collective learning process, who's minimum objective of is to help a professional (such as a coach) continue training by undertaking in-depth analysis of real client cases, and ''in fine'' to operate a transformation of coaching practice by confronting oneself to other options and other larger professional frames of reference.
In this light, and to avoid simply getting answers on conscious needs or superficial levels and get real confrontation on more fundamental issues, it is useful to choose a supervision process that in itself permits a frame of reference transformation. There indeed exists a number of different supervision processes which each provide radically different angles to explore coaching and consulting frames of reference.
The relatively palpable danger of supervision as an almost imposed quality process is that some coaches (and clients) seem to think that by just being enrolled in a supervision setting, one has done enough to automatically prove their quality level. As everywhere else, a process to improve quality is not synonymous with ensured quality as an end result.

 
OBJECTIVES

The coaching and consulting mentoring and supervision groups aim to develop confirmed practitioners in two main dimensions:

•The professionalism, creativity and pleasure in their systemic executive coaching, team coaching and consulting competencies.
•The capacity to develop their sales, their marketing, their products, their success strategies, their "business sense", their capacity to network and cooperate with peers, to write and publish, etc.

SPIRIT

In these two dimensions and over a year-long cycle (one day per month) the systemic  supervision group aspires to become a "learning network" or mentoring team for each executive coach, team coach or consultant participant.

·  It stays resolutely practical and operational. Executive coaching and team coaching training and learning occurs through modeling and practice.
·  It is a systemic co-learning experimentation environment where new executive coaching and team coaching practices and strategies are tested rather that presented.
·  It questions and challenges each of its members to stimulate personal and professional growth and development.
·  Its members practice positive confrontation of their differences and respect their diversity of approaches.
·  For each coach, it is a personal sharing and professional support and mentoring network.

The structure of the  systemic supervision and mentoring group is designed to permit multiple applications of Systems Analysis applied to the executive coaching and team coaching professions and to its strategic practice. (this is further developed below)

It accepts and integrates all the participants prior theoretical training and approaches that apply to executive coaching and team coaching. The supervision and mentoring groups are not limited to the use of any one theoretical or conceptual field.

For those who wish to acquire a solid foundational training to executive coaching or team coaching theory and practice, we strongly recommend prior attendance to a certified school or curses. Check with the International Coach Federation to find certified coach training providers.

For those who wish to acquire knowledge in a specific theoretical field such as T.A., N.L.P., P.C.M., Gestalt, Jung, Systems Analysis, etc, we strongly recommend attendance in a certified organization competent to deliver validating professional training.

ETHICS

It is understood that within  supervision and mentoring groups:

·  all work demonstrated by each participant and
·  all reference to precise clients

remains strictly confidential.

Furthermore, the  systemic supervision, mentoring and training groups accept and apply the coaching profession code of ethics as defined by the International Coach Federation.