Coaching supervision case study
- S – Situation – working with an organisation who are using their internal HR team as a coaching resource. The HR staff have been on a Coaching Training Programme and are now ready to support their colleagues coaching needs within the business.
- T – Task – to work with the HR team in a supervision role. This enables the team to further develop their self awareness and coaching skills with the help to support (and if required challenge) their current coaching practices. Part of this role involves being a ‘wise advisor‘ ensuring that the HR team are operating safely within their roles as coaches inside the organisation. Throughout this process being ever mindful to address any conflicts of interest.
- A – Action – all members of the team attend a review meeting where we discuss their current coaching workload and what they are coaching colleagues on. The team would also share any issues or dilemmas that they had experienced whilst coaching – providing a safe place to ‘check them out‘. Many of the issues raised centred around boundaries becoming blurred and compromises of confidentiality.
- R – Result – creating a safe place to engage with a qualified supervisor. Offering guidance and further developing the individuals coaching resources within the HR department of the organisation. The HR team members now operate both professionally and ethically in the best interest of their colleagues. The individuals coaching craft is also developing as they gain further insight through a broadening of their awareness in supervision.
- S – Spin offs – Through the group supervision sessions the HR team is prepared for the situations that can arise, ensuring that when they do, they are not on the back foot. Setting up a peer coaching forum within the organisation to further develop skills and compliment the regular supervision sessions the HR team attend. The organisation reported an uptake in the demand for coaching from staff as the HR team has made a noticeable difference through their work with the senior leaders of the organisation.
*Due to the confidential nature of the work Janice Clare Consultancy is involved in, the scenarios (above) best describe typical situations and outcomes. Specific references and testimonials are available upon request.
