Coaching Supervision

Supervision is for people who work with people. Do you want to increase the effectiveness of your personal functioning and of your company? Then supervision might be something for you. Perhaps you have an intervision group with colleagues or former classmates, in which you can share work experiences. Or have you had work-related coaching for a while. In addition to organizing intervision meetings, I also provide individual supervision. As colleagues in the field of coaching, bodywork, massage and mindfulness teacher I help you with your professional and personal development. Whether you are new to or experienced in your profession, it can be good to reflect every now and then, for example on your working method, on your professional standard, on your ethical norms and values ​​and how they are applied.

What is supervision?

Supervision is systematic, job-oriented learning that always takes place under the guidance of a professional, the supervisor. Just like coaching, supervision is a powerful tool to improve your personal qualities. It is aimed at consciously learning and continuing to use your professional methodology. In doing so, you work on expanding your professionalism and keeping it up to date. You discuss situations that you encounter in your work and we look at different ways to deal with this. By reflecting on this, you develop your self-learning capacity.

Supervision originated in the care sector in the fifties to improve the contact between therapist and client. It is currently widely used in agogic vocational training and by doctors, psychotherapists, social workers, but also in the police and in education.

How do I proceed?

As a supervisor I make no judgments, but I focus on you as a person, with your own unique qualities, possibilities and limitations in your professional practice. Because of your request for help, there is a hierarchy, the supervisor is in charge. This inequality does not necessarily mean inequality. I create a conversation at eye level, where no judgment is made. Together we investigate the relationship between your thinking, feeling, doing and what you actually want. This can be done, for example, using Siegers' integration model (see above). In this way you gain insight into your actions and into the interaction with others.

As a supervisee, I invite you to formulate an intention and the learning objectives derived from it. This way we can work in a more targeted way and you can see what progress you are making. During supervision I create an open and powerful learning environment, in which I give honest and sincere feedback. With this experiential learning I make sure that you can regulate yourself and stay connected to yourself. It is a good idea to make a supervision report after the interview. This helps in processing and clarifying your insights. In the weeks after supervision, you can experiment with different behavior based on new insights. You automatically notice what this does to you and how others react to it.

What are the differences between supervision, intervision and coaching?

The difference with coaching is that coaching focuses on a specific question, while supervision focuses on a more general learning goal. In addition to behaviour-oriented, coaching is often result-oriented.

A coaching trajectory is short, often consisting of a series of 4 to 8 conversations. Supervision and intervision are used structurally and periodically; supervision more frequent than intervision.

Supervision and intervision are aimed at systematic professional and personal development. With supervision, the 1-on-1 setting gives you more room to develop your ability to reflect on your own actions at work.

Supervision focuses only on you professional development, while coaching can address issues or issues at work (e.g. leadership caching) as well as private life (life coaching).

Are you considering starting an intervision group?

Perhaps intervision is more useful to you than supervision. During intervision, colleagues discuss bottlenecks from their own work situation. I have regularly created and supervised intervision groups, both in government, in business life and between self-employed colleagues. An intervision group preferably consists of a fixed group of six to eight people. During intervision, the participants ask each other questions according to an agreed intervision method. The questions lead to insight and increase it analytical and problem solving skills. In intervision there is always equality between the group members. In a starting intervision group, a supervisor is sometimes present to familiarize the participants with intervision methodologies. Intervision demands a lot from the participants' communication skills. All input is confidential, so nothing is shared with the outside world to guarantee openness and mutual trust.