Menschgeist

I think about my journey towards obtaining my EMCC certification. I find it interesting how my path has led me to where I am today. In sharing this essay, my hope is to give inspiration and offer insight into my learning process.

My approach to learning has never been purely academic. My education and university degrees have often validated concepts I already understood deeply. They have also served as validation for concepts I had researched extensively. This seems unconventional. I believe it speaks to the unique way in which my brain processes information. This pattern has characterized my journey towards supervision.

During my time in classes, I didn’t just absorb new content. Instead, I saw it as validation of my existing coaching techniques for individuals and organizations. I learned valuable tools and processes. They undoubtedly enhance my communication with clients. Still, much of what I absorbed reinforced my existing practices.

My journey began over two decades ago. I was immersed in auditing businesses and operational models in the manufacturing and finance sectors. At that pivotal moment, two books, “Kaizen” by IMEI and “The Wise Advisor” by J. Salacuse, became my guiding lights. The former revealed the power of systems thinking. The latter gave me insights on how to become a more effective consultant and advisor.

Years later, I supported the foundation of the ICF in Luxembourg. During this process, I discovered that the principles of coaching often aligned closely with those outlined in Syracuse’s book. This familiarity allowed me to forge strong connections within the coaching community.

My grounding in Kaizen quickly earned me the moniker of Lean Coach within the industry. I initially appreciated this recognition. Yet, encounters with other professional Lean coaches left me unsettled. Their aggressive techniques clashed with my own approach. Then, a role as a Scrum Coach for a major bank’s Internal Audit department presented me with ethical dilemmas. Individuals coached by Lean practitioners asked me for advice. Balancing conflicting interests and obligations demanded a delicate approach on my part.

During the ensuing years, I turned my focus towards excelling as an agile coach. It was an era where the aspects of agile coaching were still nebulous. I participated in conferences and coach camps. Additionally, I studied works like Rachel Davies’ and Lyssa Adkins’ books. These activities shed light on the disparities between theoretical ideals and practical realities in organizational settings.

To tackle these gaps, I melded coaching, mentoring, teaching, and consulting within a systemic framework to yield more effective outcomes. I founded an agile coaching curriculum a decade ago. This led to the evolution of successive levels of coaching skill. It culminated in the development of the CAC program.

The demand for effective coaches in organizations led to the refinement of coaching methodologies. This resulted in the creation of the AO framework. It fosters comprehensive coaching, mentoring, team dynamics, and leadership skills. These endeavors have transformed my role. I have moved from being a mere trainer to becoming an educator and advisor. I now guide aspiring coaches and managers to navigate the complexities of their roles.

While the title of ‘Educator’ initially resonated with me, I explored the concept of supervision more deeply. This exploration took place under the guidance of Virginia Anderson at the Play14 event in Zurich in 2023. It unveiled a new dimension to my role. I focus on the supervisory aspect of coaching. I aim to enhance the capabilities of coaches. I do this by integrating supervision practices into my existing programs.

My journey into supervision is ongoing. I have already begun practicing these newfound insights with my clients. I am incorporating them into the transformational training sessions I conduct. For me, assuming the responsibilities linked to supervision is akin to my pursuit of becoming a Master Coach. It is not about asserting superiority. Instead, it is about embracing accountability and a commitment to continual growth.

How do I apply the lessons learned from supervision in my work?

I am leading a significant transformation initiative for my primary client, utilizing the AO (agile systems dynamics) approach. The AO approach emphasizes five key areas: separation, cohesion, coherence, alignment, and avoidance. Given the systemic nature of this approach, understanding and nurturing the quality of relationships is crucial for comprehending behavioral dynamics. Personal, team, and organizational agility serve as essential tools for kick-starting a new, dynamic phase.

While coaching plays a valuable role, it alone can’t encapsulate the entirety of the transformation process. Hence, in my client engagements, I make it a point to clearly define the scope of work. To achieve this, I chose to use the 7-eyed model. I acquired it during my earlier training. It helps tackle various aspects for many stakeholders.

Creating a harmonious environment requires thoroughly examining the client system. This involves understanding the primary value streams. It also includes analyzing ecosystems and the social dynamics within the main ecosystem (cohesion). As the model caters to complex adaptive systems, these ecosystems are exposed to constant change and evolution. Team systems undergo weekly reviews, while larger systems are evaluated on a monthly basis. Additionally, team members are monitored in their interactions across all systems, including relationships and interventions. Meanwhile, team coaches, enterprise coaches, and leaders undergo supervision. This ensures their interventions promote self-organization.

During supervision sessions, the focus lies on the coach’s position within the structure. The aim is not just to watch it. Instead, it considers how they can influence system dynamics positively without causing disruptions.

Given the challenges posed by hierarchical relationships within internal coaching setups (e.g., toxicity, conflict of interest), acquiring and honing skills and effectiveness is paramount. Restorative supervision plays a crucial role in supporting coaches within stressful contexts and navigating contracting complexities.

Participating in the supervision program enhances my contracting relationships with clients by providing a structured and comprehensible framework. After my training, I improved my methodological curriculum. I also refined my advisory approach. This has led to stronger and more effective client relationships.