This programme
has been awarded Continuing Coaching Education status by the International
Coach Federation.
Are
you interested in developing the coaching profession?
Recent
dramatic growth in the coaching world is now driving demand for a body
of coach supervisors.
Whilst achieving
a recognised qualification plays a key part in establishing one’s credibility
as a professional coach, being in an established and ongoing relationship
with a professional supervisor is indicative of a coach’s commitment to
their continuing professional development and best practice. It demonstrates
to clients a desire to be an ethical, informed and reflective coach, and
it promotes a rigorous professionalism within coaching itself. Having
a named supervisor is even fast becoming a prerequisite for external coaches
tendering for organisational work.
Coaching Development
is delighted to be leading the profession in developing and supporting
the critical role of coach supervisor with its Certificate in Coach Supervision, a training programme designed to build a body of
well-trained, informed supervisors who understand the ethics, responsibilities,
practices and defining features of the coaching profession.
Certificate
in Coach Supervision
Open
to trained and experienced coaches, our Certificate in Coach Supervision
is run over twelve days, taught in four three-day modules, and based in
central London.
The programme
introduces tried and tested theories and a variety of supervision models.
It also offers many extensive opportunities for practice, reflection and
integration – this programme is strongly experiential.
During the
course of the training participants are expected to set up their own supervision
practices and to bring issues arising from their practices to the training
days.
The content
covered in the programme includes:
-
What supervision
is and how it relates to coaching
-
Contracting
-
Working alliances
and personality types
-
Relationship dynamics
including power issues
-
Strategies and
interventions
-
Transference and
counter-transference
-
Learning styles
and feedback skills
-
Ethical and legal
issues
-
Corporate issues
and awareness
-
Managing diversity
-
Evaluation and
reflection
-
Maintaining the
supervision relationship
-
One-to-one supervision
-
Multiple-level
supervision
-
Group supervision
-
In-house supervision.
The
ICF has assessed this programme as providing 72 CCE units (72 hours of
approved continuing coaching education). CCE hours are important
in applications for an ICF credential or renewal of a credential.
Entry Requirements
There are no formal course prerequisites, but we look for the following experience and qualities:
- considerable experience as coaches
- other professional experience
- a recognised coaching qualification
- an active coaching practice
- credibility, wisdom, self-knowledge and authenticity
- an active interest in developing other people and the profession
- a commitment to enhancing your own professional practice
2010
Programme (Closed for Bookings)
| Dates |
Module
1: 11 - 13 March 2010
Module 2:
29 - 30 April, 1 May
Module 3:
24 - 26 June
Module 4:
27 - 29 September |
| Venue |
Central London |
| Fees |
Course Closed |
2011
Programme (Open for Bookings)
| Dates |
Module
1: 30, 31 March - 1 April
Module 2:
19 - 21 May
Module 3:
30 June - 1, 2 July
Module 4:
15 - 17 September |
| Venue |
Central London |
| Fees |
£3,200+VAT |
To apply: Please
send in your application
form* by
email to mail
coachingdevelopment.com
or by post**.
We will then contact you to arrange a telephone interview with one of our
trainers. If you have any questions please contact us by email as
above or on 0845 122 7200.
|
PLEASE
NOTE THAT ALL TRAINING DAYS ARE MANDATORY
AND YOU SHOULD BE SURE THAT YOU CAN ATTEND ALL 12 DAYS BEFORE SENDING IN
YOUR APPLICATION FORM.
|
* The
application
form can be downloaded from the website but you will need to complete
this manually - you can then scan and return by email or send by post.
**
CoachingDevelopment Ltd, Unit 7 The Factory, 2 Acre Road, Kingston upon
Thames, Surrey KT2 6EF
The Trainers
Our Certificate
in Coach Supervision is led in the UK by Colin Brett and Hilary Cochrane.
Colin Brett
Colin first trained in supervision in 1992. He then worked as a counsellor and as a supervisor of counsellors. When he trained as a coach he noticed that hardly any coaches had a supervisor of their own, and so Coaching Development started an internal programme for its training and mentoring team. He joined this programme as a learner, and qualified as a Coach Supervisor in 2007.
Colin's interest is in how a coach can develop a reflective practice, link this in with coaching theory and thus enrich and improve the way they work as a coach. To him, supervision is a form of professional development which serves to enrich the coach as a practitioner, protect both the client and the coaching community through ethical thought and action, and an opportunity which offers the coach a safe place to explore and self-assess.
As a trainer of this programme, Colin believes that a combination of information, reflection and activity help create a good learning process. He is fascinated by the unseen dynamic between coach and client, and is good at noticing the parallel process. He sees supervision as being an encouraging process.
Hilary Cochrane (MCC)
Hilary has been an executive coach
for 12 years, working with individuals and groups in both large multinational
organisations and smaller, niche companies in the UK, US, Asia and Europe.
She is an MCC (Master Certified Coach) of the International Coach Federation
and over the last four years has become increasingly passionate about the
value of supervision for coaches (and their clients). Hilary is certified
as a Coaching Development Coach Supervisor, actively working with a dozen
coaches in 1:1 supervision. She continues to contribute strongly
to Coaching Development’s programmes through her roles as a certificate
course mentor and an assessor for our diploma students.
Hilary’s previous 20 years in the
IT industry in consulting, sales and management, and a first career in
the theatre, have helped her gain a real breadth of understanding of the
dynamic of personal and group change. Her core competencies are in
creating the environment for sustainable change to happen easily, and in
being able to make the extraordinary ordinary and accessible, particularly
in a business context. Increasingly she has become interested in
how we enable and support the spiritual dimension of individuals in the
context of work.