Why Supervision?

The supervision relationship is an integral component for assuring high standards of professional practice of people who work with others in the contexts of coaching, leadership, HR etc. by discussing and reflecting on their work with a qualified supervisor in a collaborative working alliance. Supervision is a requirement of membership of all Professional Coaching bodies.  

Founded in 2004, by Patti Stevens, Coaching Supervision Consultancy Limited (CSC) was born out of a profound vision & belief that the supervision process is a vital professional relationship necessary to ensure that coaching in all its forms i.e. executive, leadership etc. delivers return on investment and expectation and ensures the attainment of ethical, successful and healthy functioning individuals at all levels within organisations and the wider community be they ‘in-house’ or independent coaches, leaders, and learning and development practitioners.

Supervision Delivery & Training as a Service:

As an established leader in supervision services with an unrivalled wealth of knowledge and experience, CSC provides:

  • Supervision support using Coaching Signatures Profile®(CSP) for coaches, leaders, and learning & development practitioners. We supervise individual practitioners, and those working in private and public sector organisations, educational institutions, charities etc.

  • Training & Accreditation of supervisors and experienced coaches to use the Coaching Signatures Profile®(CSP) in their own organisations or individual practices giving them a unique advantage to build a successful supervision practice.

  • Training to achieve the CSC Diploma in Supervision: An Integrative Relational Approach which includes accreditation to use the Coaching Signatures Profile®(CSP).  

How Supervision benefits Individuals & Organisations:

Many human service professions require supervision to be undertaken. The supervision relationship assures a quality, confidential encounter which develops reflective practice, reflexive learning, ethical maturity and the healthy functioning for individual and corporate coaches, leaders, HR and L&D professionals and indeed anyone who is engaged in working with others in a professional role. Once a supervision contract has been negotiated (as distinct from a coaching contract), dialogue with a qualified supervisor proceeds to explore in a trusted, psychologically safe environment, the issues that arise for the supervisee within their working relationships and wider organisational systems. How these issues and reactions impact on their own well-being, interactions and performance with others is very much the focus as seen through the supervisory lens.

Increasingly, over recent years, organisations, institutions, charities etc. have become familiar with the concept of supervision of their internal and external coaches and so realise how valuable and important the supervision relationship is. They are therefore seeking to engage qualified supervisors not only for coaches but also for their leaders and others in the context of continuing personal and professional development (CPPD) through the supervision working alliance.
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