Group Supervision for Supervisors, Coaches and Mentors 

I am delighted to be able to work with you and look forward to a rich and rewarding experience.   Signing up group supervision for coaches and mentors makes a powerful statement about your commitment to professional development.

Having a clear Group Supervision Agreement establishes a foundation for our work together.  

This agreement is between You, (The Supervisee),  Rachel Dungan, (The Supervisor) and  the other members of the supervision group (The Group)

SUPERVISION FOR SUPERVISORS, COACHES AND MENTORS 

EMCC Global’s definition of supervision is: A safe space for reflective dialogue with a practicing supervisor, supporting the supervisee’s practice, development and well-being.

According to International Coach Federation,  “coaching supervision is the interaction that occurs when a coach periodically brings his or her coaching work experiences to a coaching supervisor in order to engage in reflective dialogue and collaborative learning for the development and benefit of the coach and his or her clients” 

The International Centre for Coaching Supervision (ICCS) definition is: “Coaching supervision is a collaborative conversation in which a supervisor and a coach reflect on the coach’s practice and wellbeing to help them develop and thrive as a coach whilst also ensuring the quality and integrity of their work for their clients, the systems they operate in and the coaching profession as a whole.”

Group coaching supervision provides an opportunity for coaches to work together with other professionals to review their cases and explore issues and challenges from a personal, professional, and systemic perspective. The process of group supervision provides insight, reflection, direction, support, and the sharing of expertise. www.associationforcoaching.com 

The purpose of supervision is

1. To enable the supervisee to maintain appropriate professional standards
2. To facilitate the development of the supervisee’s professional practice
3. To provide support for the supervisee’s well-being
4. To celebrate and honour the work of the supervisee

The aim of this supervision group is

• to provide support for your professional practice so that you can be the best coach/mentor you can be.  The Group will be your fellow traveler on your professional development journey.
• to place our primary focus on how you work with your coaching and with your clients, rather than on business development. 
• Supervision is therefore broadly defined in the context of these groups and it is up to The Group to contract how we are using the space most effectively as well as up to you to present material most relevant to you when you are given the sole attention of The Group when it is your turn to present.

Some advantages of group supervision* include:

• Hearing about the work of other members and where they are struggling; gaining knowledge by proxy.
• Learning through collegial sharing when members have knowledge/experience that you do not possess.

Meanwhile, some potential hazards include:

• Competing for time and who gets how much; or competing for the supervisor’s attention.
• Having someone dominate; or getting stuck in a murky process if expectations/conflicts are not addressed.

*See Michael Carroll & Maria Gilbert (2015). On Being a Supervisee: Creating Learning Partnerships (pp. 130-131 in 2^nd Ed.)

Your desired outcome from supervision

The desired outcomes of the supervision vary from practitioner to practitioner.  The clearer you state your intentions or development goals, the closer we can help you focus on achieving them as a group.

Possible outcomes from supervision

From my experience, possible outcomes of supervision include

• heightened (self-) awareness
• clarity of worldview (your personal as well as professional values, beliefs and ethical compass)
• knowledge of your strengths, blind spots and triggers
• a better understanding of the impact you have on your clients
• more effective coordination of professional action
• a host of practices and strategies to draw on aimed at being a more effective practitioner
• deriving greater satisfaction from your work
• a greater sense of authenticity, meaning and purpose
• the ability to confidently take decisive, ethical action in moments of doubt
• A common result is also the growth of your coaching practice, both in quality and quantity of your work

During supervision you may be faced with aspects of yourself that you had not been aware of. Experience tells us that any such new learning may be uncomfortable, particularly in the presence of a group that you may not yet know very well. Entering into a supervision relationship and developing your professional practice may therefore require leaving familiar shores and venture into uncharted waters. The journey may be challenging and your Supervisor or The Group may at times be the voice of such challenge. Rest assured that I will support and guide you through this process and that I have your success and wellbeing as well as your clients’ as my highest priority, yet the process and the results belong to you.

Personal Style and Personal Responsibility

Given my belief that every practitioner will achieve best results when practising their own authentic style rather than trying to mimic best practice of others (“who you are is how you practice”) I will not tell you what to do during supervision or provide solutions to your professional dilemmas. Similarly, The Group may offer suggestions or share their own way of thinking or working, but this is always to be taken as inspiration rather than assuming any certainty about best practice. At times I may draw on my experience as a coach, mentor, trainer and supervisor of many years to illuminate potential blind spots or brainstorm solutions with you and The Group. The understanding is that you will evaluate all and any input that The Group may provide and take full responsibility for your own actions and inactions.

While supervision is focused on your professional development, I believe that it is impossible to separate you-as-a-professional from you-as-a-person. Therefore we may also talk about personal matters, but always in relation to your professional practice.

Professional Standards, Codes of Ethics and Professional Practice affiliations of your Group Supervisor

• European Mentoring and Coaching Council as EIA Senior Practitioner Coach and Coach Supervisor
• International Coaching Federation as a MCC Credentialed Coach and ACC/PCC/MCC Mentor Coach
• National Board of Health and Wellness Coaches as a credentialed Coach
• Pharmaceutical Society of Ireland as a Pharmacist 
• Yoga Alliance as a RYT-500 Yoga Teacher 
• Supervisors Association of Ireland as a Supervisor 

Your Group Supervisor has completed rigorous Coaching Supervision Training with the International Centre for Coaching Supervision 

Coaching Supervision Training Course EMCC, AC & ICF | ICCS

The coaching supervision includes training, evaluation and continuous assessment against the best practice process and standards of EMCC, AC and ICF.  I receive ongoing supervision as part of my own professional development practice. 

The ICCS Diploma in Coaching Supervision is accredited by 

• European Supervision Quality Award (ESQA) from the European Mentoring & Coaching Council
• Accredited Diploma in Coach Supervisor Training from the Association for Coaching
• 164 Continuing Coach Education hours (76 Core Competencies) from the International Coach Federation

To make the most of our supervision together, it is important to clarify each role. 

As your group supervisor, you can expect me to:

• Act as facilitator of The Group, by providing a safe space for you to reflect on the work you do with your clients.
• Hold the space and structure for reflection, challenge and support, as agreed with The Group
• Monitor relationships, conflicts and potential ethical issues
• Adopt the role of primary Supervisor (helping you explore your work with your clients), with active input from other group members.
• Model effective initiation and contracting of the group supervision relationship   —
• Explore fully with you as supervisee what you are looking to achieve —
• Ensure we are clear about the purpose of the supervision—
• Establish measures of success in partnership with you and the supervision group —
• Fully discusses fees, time frame, and other aspects of the supervision relationship.
• Support you to honour the code of ethics to which you subscribe—   ™
• Support your self‐confidence  ™
• Write a letter of recommendation for you, verifying supervision time (e.g. if required for credential application/renewal) ™
• Demonstrate that I am learning about you as a coach practitioner and as a supervision group, at many levels at once, and am able to hold all of that in the context of
  • Who you are
  • What you are seeking
  • Honouring your unique style
  • Honouring the group dynamic and learning

At times my role may go beyond that of facilitator and Supervisor to include elements of coaching, training, consulting or elements of counselling or therapeutic tools (as appropriate within the context of your professional development goals and The Group setting). 

The role of a group may range from

• being merely a sounding board as to ensure continued best practice (for coaches who have already established a preferred, proven and effective style without any desire to “change a running system”)
• all the way to facilitating a transformative dialogue during which your approach to working with clients may change in profound ways in order to give way to a more suitable and authentic style to emerge in the process.

To engage in and sustain a successful supervision relationship, as a group supervisee, your responsibilities include:

1. Logging into the Zoom at the pre-arranged time.
2. Declaring that your learning is a top priority during this relationship.
3. Preparing for each session, bringing and sharing real problems, questions and issues 
4. Giving permission to my Supervisor and The Group to work with you, which at times may include elements of coaching, mentoring, training or counselling as contracted.
5. Approach The Group, your learning and your growth with a sense of curiosity.
6. Decide upon the amount of help and guidance you need and articulate your needs to supervision group members
7. Agree to share all relevant information with your Supervisor and The Group.
8. Be responsible for your own learning, growth and the course of action you choose to take with your clients as a result of the supervision.  
9. Take the initiative to ask for help or advice and to tackle more challenging ethical dilemmas, skills and competencies
10. Be responsible to share with The Group what is most relevant to your coaching/mentoring work and how they can best help you learn and develop.
11. Make specific requests when your needs are not being met in the supervision relationship. You understand that this can at all times be voiced openly, directly and without fear of judgment or negative repercussions.
12. Share with your Supervisor and The Group any concerns or discomfort that you have about the supervision relationship, specific interactions between you, your Supervisor or The Group, and your general experience of supervision.
13. Practice and demonstrate that you have followed advice or commitments for action at every opportunity, even if you have modified your plan.
14. Take responsibility for your actions as well as the any lack thereof.
15. Honour your personal and professional code of conduct/code of ethics
16. Listen and respect the opportunities, limitations and format of the relationship 
17. When giving and receiving feedback, consider the following best practices
    1. Take notes when appropriate, ask good questions and have a purpose for your questions.
    2. Use active listening skills, at all times, and especially when giving and receiving feedback
    3. Take the initiative to ask for feedback.  Feedback, although difficult to hear at times, catalyses your personal and professional growth and development.
    4. Demonstrate that you are open to hear new ideas and suggestions to bring out your best and overcome any blind spots.
    5. Be thorough, but succinct in your explanations, experiences, comments and feedback.
    6. Give and receive feedback on specific issues, for example, how you come across to others.
    7. Ask for specific details to ensure you understand specific behaviours required and for what purpose e.g. to demonstrate coaching core competencies or to explore an ethical dilemma etc.
    8. Tell us, as your supervision group, how you prefer to get feedback (for example, direct, with humour, softened).
    9. Don’t get defensive.  Remember, providing honest feedback requires a level of risk as members of our supervision group.  My intention is to give us all the opportunity to grow and develop as reflective coach practitioners.
    10. Don't take anything personally.  Feedback is 
18. Seriously consider all advice or suggestions you receive.  If you find yourself arguing why a supervision group member's advice would not work, bring this up with me as the group supervisor as it may highlight an area for further exploration or insight
19. Trust that your Supervisor and The Group have your professional success and well-being as their sole concern.

Schedule: Minimum 3 month period.  Possibility to renew, by mutual group agreement. 

Activities: Monthly Group Coaching Supervision (Min 3, Max 5 members) for 90 min sessions.

Procedure:  The Group meets once per month face-to-face for 90 minutes in a dedicated Zoom room, which I, as your Group Supervisor, will provide. (an online meeting room with video and audio support – see www.zoom.us for more info).

Format:  The format of our meetings are open to be negotiated by The Group as to provide best value but generally adhere to the following structure:

1. First, we will get to know each other as to build rapport (in later sessions we'll start with a quick check in of each member). If you join an existing group these introductions may happen outside of contracted supervision space.
2. Afterwards there will be two slots of roughly 30mins during which The Group will focus all their attention on the presenting coach/mentor. I will facilitate an exploration and we will pause regularly to make space for observations, questions, comments or suggestions from The Group. The presenting coach may choose to engage with any or all of what The Group offers or move on with their exploration.
3. We tend to close with the opportunity to state conclusions, goals or intentions to The Group for accountability and inspiration.

Communication: During our first group contracting session, we will agree methods of communication and how best to facilitate the group supervision learning.  Many supervision groups set up a group email thread and/or WhatsApp group.  It is the responsibility of The Group as to how they use this in-between-session space.  If requested to join the group, I will be as active as possible between sessions.  However, I will not be a driving force. The idea is that The Group and each member will take responsibility for their development.  From experience, I request that any between session group communication be limited ONLY to supervision related topics.  Any other conversation topics / social topics should be conducted separately.  

Ethical Guidelines

Below are the ethical guidelines for practicing coaches as defined by the International Coach Federation (ICF). The term coach here has been replaced with the term Supervisor but applies to coaches, coach mentors, coaching supervisors, coach trainers and trainees and hence applies to our supervision relationship. I am aligned with, and follow, these guideline. And I expect the group to adhere to the same principles.

Supervision Relationship and Contract

At the beginning of any supervision relationship, The Supervisor will, together with the Group, articulate the terms of the relationship in a clear communication or agreement.

Protection of Group Members

The Group’s well-being and that of each individual member is the central focus of the relationship and thereby obligates The Supervisor to maintain a high level of integrity and trust-worthiness throughout the contract.

Client Confidentiality:

When we discuss case studies, it is your responsibility to honour your client's confidentiality and preserve their anonymity.  Before sharing any of your session recordings with a coaching mentor, supervisor or assessor, I ask that you obtain your client's written consent pertaining to the restricted release of a particular session recording first.  For data protection reasons, if you wish to use a segment of a client recording during a session, I ask that you do NOT send it to me or any Group Member in advance.  I ask that you share it, in the session, from your own device.  

Confidentiality

The Supervisor and all Group Members recognise that anything shared within the Supervision space is regarded as confidential, whether it is business, professional or personal information. The supervisor and each group member undertakes not to, at any time, either directly or indirectly, use or disclose any information shared with them during the supervision session, for any purpose without EXPRESS permission, and within the scope of the Supervision Agreement e.g. minimum required information disclosed for the purposes of coach/mentor credentialing, if applicable.

Examples where a Supervisor or Group Member is not bound by confidentiality include:

(a)   previously known to the supervisor/coach prior to discussions regarding this Agreement, free from any obligation to keep it confidential, or

(b)   publicly disclosed by the Client either prior to or subsequent to the receipt by the supervisor of such information, or

(c)    independently developed by the Supervisor without any access to Confidential Information, or

(d)   rightfully obtained by the Supervisor from a third party lawfully in possession of Confidential Information who is not bound by confidentiality obligations to the Client. 

The Supervisor will make every effort to honour the group members’ confidence, although The Supervisor cannot provide an "a priori" guarantee (meaning that a coach can be subpoenaed under the law and may be obligated to break confidentiality in case a group member or any third party are found to be at risk of harm).

Referrals and Reporting

There are three other reasons where a supervisor might connect you with appropriate groups to make sure you get the right care or as required by law.  These are:

• If you are at risk of harming yourself and/or others
• If there is child, elder adult or dependent adult abuse
• If there is a court subpoena

Conflicts of Interest

Any conflict of interest is to be discussed and resolved with the group’s and each group member’s best interest in mind. Whenever a conflict becomes apparent, The Supervisor is ethically obligated to identify it and attempt to resolve it. If, during the supervision relationship, The Supervisor cannot serve the Group and its members objectively, respectfully, or without internal or external conflict, The Supervisor is ethically obligated to terminate the agreement/contract.

Problems

• Whenever internal or external conditions arise which seem unworkable, The Supervisor is ethically committed to reveal his or her observations and opinion to the Group or any individual members. The Supervisor will suggest a viable solution(s) to the problem, making every effort to avoid injury to the dignity of the Group or any of its members.
• If you disagree with my values, behaviours, or attitudes, please discuss it with me directly, so we can reach a shared understanding of each other's perspectives at the earliest opportunity
• Be respectful of diversity and difference within our supervision group.  Exploring diverse perspectives with curiosity and respect often makes for the richest learnings and insights.

Termination

• Your minimum commitment is 3 months.  It is therefore not possible to take breaks from your membership without continuing to pay the fee.
• Your place will be filled if you decide to drop out of the group for any period of time.
• I encourage you to follow up with me after termination to keep in touch, to share your progress and to complete the Coaching Supervision Feedback (as needed)

Forced Termination

This could be a situation in which, as your Supervisor, I firmly believe that you or any third party is at serious risk of harm and you insist on going forward with a certain course of action despite being challenged during the supervision. Please note that this has never happened with any of my clients.

Data Privacy Policy

By accepting this Agreement, you acknowledge you have reviewed and accepted the terms provided in our Privacy Policy as well. CLICK HERE to open a separate window to read the Privacy Policy which includes important information such as:

• the data we collect
• how we use, store, transfer and protect it
• how your data might be shared
• how long the data will be retained for
• your legal data protection rights

By signing below and entering the supervision, you agree to the following:

Nature of Super-Vision

• I recognise that supervision is not advice, psychotherapy, counseling, legal or medical advice and do not expect that it will provide this kind of support.  While the training that your Supervisor completed shares elements of therapy and counselling and she may also be able to draw on a vast range of professional experience, I appreciate that my Supervisor does not have any formal training as a psychotherapist and that she will not provide pragmatic answers or solutions with regards to what I should or shouldn’t be doing with my clients.  As the client, I enter into Super-Vision with the full understanding that I am responsible for my own personal, professional and business decisions and actions.  I agree not to hold my supervisor, or any member of the Group liable for any outcomes resulting directly or indirectly from the Super-Vision process.  

Joining and Leaving the Group

I ask for a 3 months minimum commitment to avoid disruption to the group as a result of changing membership. Experience tells us also that the value the group provides increases with time. As with coaching or mentoring, the relationship is an essential element and it can take a little while for this to reach its peak potential when working with groups. Furthermore, keep in mind that working within a group of different and often strong personalities may bring about some challenging experiences. In my experiences (both personally and as a facilitator of groups) working through these situations is often the source for particularly valuable learning. I encourage you to trust the process, to be open about your experiences and to discuss these either with the group or with your supervisor in private so we can decide how to proceed.

That said, changes in the group are not uncommon and you are encouraged to move on as soon as you no longer gain value or long for a change in environment. What I ask is that when you intend to leave the group, to please discuss this with me first and then say your good byes to the group during the next (your last) meeting.

When spaces are or become available, groups will open to new members and the exact procedure will be discussed with the group to keep disruptions to a minimum.

Commitment

• I commit to a minimum of three months when joining The Group and that supervision groups work best when its members commit long-term. It is therefore not possible to take breaks from my membership without continuing to pay the fee and that my place will be filled if I decide to drop out of the group for any period of time.
• I commit to completing any preparation work agreed before each supervision session and to follow up promptly to anything I agree to do, within the agreed timeframe
• I commit to attending all group session hours (>80%)
• I commit to engaging in sharing, discussion, questions and feedback during our sessions

Group Attendance and Time Keeping Norms

• I commit to call/meet with my Group at the pre-arranged time and place as scheduled. 
• I commit to attend on time and for the entire session duration.  
• I will inform the group about any cancellations at least 24-hours prior to the scheduled conversation (excepting extreme circumstances which could not have been foreseen, in which case, update the group at the earliest possible opportunity)

Cancellation and Refund Policy

• It may not be possible to reschedule sessions.
• I understand that I won’t be refunded for missing any of the group sessions.  

Fees & Payment:  

The first 3 months are payable as you sign up as a sign of commitment and this is non-refundable.  Please make sure that any direct debit is set up to start following this period. 

Thereafter, the ongoing monthly membership fee of your supervision group is €90, payable on the 1^st of each month via PayPal or electronic bank transfer to 4Front Pharmacy Solutions Ltd. (or any other form of automated payment as agreed).  You’ll be sent automatic invoices by my booking system and it’s possible to set up automated payments via PayPal.

• >10yr experience as Credentialed Coach, Qualified, but pre-EMCC Certified Supervisor is €90 per person per session (90 mins) *** 
• EMCC Certified Supervisor (with > 3 years supervision experience, and >120 supervision hours) is €125 per person, per session (90 mins) (Rachel fits this category)