D.Cur. / Supervision is not a new concept in psychiatric nursing. It has a long history in clinical practice to bridge the gap between theory and practice. However, supervision is fairly new and still emerging in the coaching profession. Bluckert (2005:1) says that if one has to trace the references to supervision in coaching books, one will barely find anything before the millennium. It is only now recently that a demand is growing in coaching professions for coaching supervision. The practice of supervision is strongly advocated by professional associations like COMENSA (Coaching and Mentors of South Africa) and EMCC (European Mentoring and Coaching Council) that business coaches and other practitioners in coaching supervision should have regular supervision. In the continuing professional development (CPD) framework, supervision gives vital support, monitors and encourages personal and professional growth of coaching supervisees, be they experienced practitioners or trainees (Stevens, 2004:18). This yields enormous benefits for business coaches, for their clients and for the organisations that employ them or purchase coaching services from them (Anonymous, 2006:52). Supervision is a complex and demanding task. It requires significant interpersonal, intellectual and communication skills on the part of the supervisor as well as the business coaches. Along with these skills, it requires high emotional awareness and competence, all of which can be exciting, energising and at the same time demanding (Hodge, 2008:3). Supervision is viewed to be an important aspect for business coaches and the supervisor in the coaching profession. Hawkins and Schwenk (2006:2) point out that even the most experienced coaches need assistance to constantly re-examine their practice to continue to develop their skills and self-awareness and to avoid being drawn into their clients’ systems. Coaching supervision should be an imperative in the coaching profession to support the business coaches and to stand back and reflect on their coaching practice. The iv aim of supervision is that the business coaches should open their work to scrutiny of supervisors. The role of supervisor is to create a safe environment for the business coaches to muse, reflect and consider alternative intervention strategies and learn in a coaching supervision relationship. Through this research, it is hoped that business coaches and supervisors will embark on this learning journey together in the context of a coaching supervision relationship grounded in an ethical framework.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:7130 |
| Date | 22 June 2011 |
| Creators | Temane, Mmasethunya Anna |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
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