Increasingly, professionals such as lawyers and internally focused functions like HR, L&D and others involved in change management use coaching skills together with thoughtful, relational interaction with multiple stakeholders.
In-house coaches work across organisations providing coaching as part of their wider roles. Is there is a possibility of an echo chamber arising and groupthink taking hold, where coaching is in-house?
Perhaps these coaches, whether they are at the early stages of learning their craft or are already experienced, could benefit from external supervision.
How we work
Sherwood offers supervision both for individuals and teams of internal coaches as well as for wider, people-facing functions. This supervision is a safe and confidential space where coaching or executive activities are discussed. Being independent from the system, the supervisor provides objective support and allows a dialogue to discuss challenging internal scenarios, find different perspectives and spot individual themes or mindsets as well as organisational patterns and emerging issues. Supervision can celebrate success and also help consider what might not be working well and why.
The supervisor may offer new skills and techniques and will support quality assurance and ethical practice. In short, supervision can both provide a reflective space and offer breakthroughs that can be game changing.
No two situations are the same and we would discuss how best to address your supervision needs.
Recent examples
- Individual supervision of internal coaches in large law firm environment
- Supervision of internal coaches as a group in a professional services business
- Quarterly supervision meetings with senior leadership of people function of medium-sized law firm
- Supporting the L&D function as they identify coaching needs and approaches on an organisational level