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Coach Supervision > Session Structure > Flashcards

Session Structure Flashcards

1
Q

What categories can be utilised to group mode 5 (coach-supervisor relationship) questions?

A
  1. Comparison
  2. Exploration
  3. Feedback
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2
Q

What are the 5 questions you ask at the follow-up session?

A
  1. How did what you planned work out?
  2. How did you think you did?
  3. What feedback did you receive?
  4. What (i.) did you do well and (ii.) could have been done differently?
  5. What do you take away from what has happened?
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3
Q

What questions could the supervisor use to introduce own current experience and offer these as additional source of information to heighten coach awarenesses?

A

Notice any changes that take place and offer that as feedback into the process e.g.

  • I feel … as I listen to this …
  • I became aware that I …
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4
Q

Which questions can be used to explore strategies and interventions used by coach?

A

Previous interventions

  1. What interventions did you make?
  2. How did you make the intervention?
  3. Why - what were the reasons for making that intervention?
  4. Where was the intervention leading you?

Next interventions

  1. What do you want to do with the client now?
  2. What is the wildest intervention you could do?
  3. Who do you know that would handle this well … what would they do?
  4. Choice: Intent/interest behind these … serve all?
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5
Q

Which 4 components could be explored in terms of “organisational dynamics”

A

Explore organisational influences

  1. What are the ways things get done around there?
  2. What have you learnt about the values and assumptions that operates for the client in his/her work environment?
  3. How is conflict handled? In general and by the client?
  4. How is this demonstrated in client relationships?
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6
Q

What are the 5 session review questions?

A
  1. Have we achieved what we have set out to do (contract)?
  2. What have you decided to do next?
  3. What have you learned from this session?
  4. Have you increased your ability to handle similar situations in future?
  5. What was (i.) most useful in this session and what (ii.) difference would make it better?
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7
Q

What key process and content outcomes are expected from the listening questions?

A
  • Process: Equal relationship
  • Content: Understand coach’s situation/reality i.e. issues identified … what are the real issues?
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8
Q

What is the acronym/components of the overall framework?

A

CLEAR

  1. Contracting
  2. Listening
  3. Exploring
  4. Action
  5. Review (session and periods between)
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9
Q

What are the outcomes of the exploring process?

A
  1. Process 1: Equal relationship
  2. Process 2: Possible parallel relationship
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10
Q

What questions can be utilised to explore the coach’s experience of the coach-client relationship (counter-transference)?

A

Coach behaviour

Have you found yourself acting in a way that you could not explain?

Client descriptions

Use descriptions to explore e.g. Client is “obliging” … how? … compared to whom? … how should they oblige you? … get to definition of how clients “should be” lens

Similarities (question set)

  1. When were you in a similar relationship dynamic/Who does client remind you of? (Say or do or told you or just is so)
  2. What needs to be said to that person?
  3. How is client different?
  4. What do you want to say to client now?

Current experience

Emotions and thoughts you have? Experience in body as we discuss this client?

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11
Q

What 2 categories can be utilised to categorise mode 2 (interventions and strategies) questions?

A
  1. Previous/current approach
  2. Future approach
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12
Q

What are the two key contracting questions?

A
  1. What do you want?
  2. What will be evidence that you have achieved that?
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13
Q

Describe the process, approach and elements of contracting.

A
  • Process: Start with end in mind and agree how to get there
  • Approach: Might be iterative
  • Elements: Consists of outcomes, ground rules and roles (framing)
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14
Q

What 4 components could be explored in terms of “stakeholders”

A

Identify/explore key internal/external stakeholders to identify contextual issues and gaps in stories

  1. Who are the key internal stakeholders who are interested in the success (or not) of your client and organisation in general?
  2. Who are the key external stakeholders who are interested in the success (or not) of your client and organisation in general?
  3. How are these stakeholders connected?
  4. What is the client relationship with these stakeholders?
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15
Q

List the PESTLE categories

A
  1. Political
  2. Economic
  3. Social
  4. Technological
  5. Legal
  6. Environmental
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16
Q

Provide 5 variations on the “What do you want?” contracting question.

A
  1. How do you want to use this time?
  2. What do you most need to achieve in this session?
  3. How could I/we be most valuable to you?
  4. What in particular do you want to focus on?
  5. What challenges are you facing?
17
Q

What 5 questions can you use to focus on the client and what and how they present?

A
  1. Contract: What does client/their organisation need
  2. Content: (i.) What do they choose to share?; (ii.) What area of life do they want to explore?
  3. Client description: Describe … what comes to mind thinking of client
  4. Last session: (i.) Presenting self (VAK coming in) - illustrate; (ii.) What happened just before start? (iii.) At session start?
  5. Patterns: (i.) Relation between content of this and previous sessions; (ii.) Different parts of session
18
Q

What categories can be utilised to group mode 4 (coach experience of the coach-client relationship) questions?

A
  1. Coach behaviour
  2. Client description
  3. Similarities (question set)
  4. Current experience
19
Q

What could be explored in terms of “work place”

A
  1. Guided journey imagining physical space client works in
  2. Misalignments between reality and rhetoric
20
Q

What are the shift questions?

A
  1. Think of your client
  2. Tell me about them and their wider system
  3. What is the shift needed in your client?
  4. What is the shift in your relationship that will cause this?
  5. What is the shift in you that will cause this?
  6. Be that shift right now (show me how you would be that shift; what would you do/say?)
21
Q

List 7 basic exploring questions.

A
  1. Are there any feelings about the situation you have not yet expressed?
  2. What are you feeling right now? (Mode 4)
  3. Does your client reminds you of anyone? What would you like to say to that person?
  4. What pattern might be repeating in this situation?
  5. Provide feedback … (Mode 5 and 6)
  6. What is the shift needed in your client … in your relationshp that will cause this … in you that will cause this?
  7. Be that shift right now (show me how … do/say)
22
Q

What questions can be utilised to explore the coach-supervisor relationship and/or to surface coach-client dynamics (parallel process)?

Also opportunity for supervisor to work with own feelings and level of congruence

A

Comparison

I wonder how “that dynamic” (reported in coaching relationship) is happening here today

Exploration

  1. Lets step back and explore how you and I are doing today
  2. How do you feel about how we work/relate today?
  3. Let’s explore how we have worked today

Feedback

When we discussed this client you … and then we … does this perhaps reflects something of your coaching relationship?

23
Q

List 6 basic listening questions.

A
  1. What is the contract you have with your client?
  2. Tell me about your client and their wider system (mode 1 and 7)
  3. Can you say more about … (mode 2 and 3)
  4. Are there any people involved that you have not mentioned?
  5. How do other people/stakeholders see the situation?
  6. Let me see if I can summarise the situation …
24
Q

What are the outcomes of the action questions?

A
  1. Coaching: Way forward in practice
  2. Coach: Development for coach (increased developmental direction)
  3. Industry: Reduction of harm
25
Q

What are the 7 action questions?

A
  1. What is your long-term objective?
  2. Based on what you know now, what options do you have/are the actions that you could take?
  3. What are the pros and cons of each (of doing and not doing)?
  4. What actions have you decided to take? Tell me more …
  5. Testing/ecology: Is this (i.) under your control, (ii.) realistic and (iii.) balanced? What % chance on success?
  6. What is the first step you will take and when will you do that?
  7. Show me … (the opening line … FF rehearsal)
26
Q

What could be explored in terms of sector dynamics, broader business and global issues?

A

Sector dynamics

  1. Concerns, developments and challenges in sector
  2. Regulatory environment
  • Broader business environment*
    1. Economic context
  • Global issues*
  1. Climate change
  2. Terrorism
27
Q

What 7 categories of questions can be utilised to explored the wider contexts in which the work happens?

A
  1. Work place related
  2. Organisational dynamics
  3. Stakeholders
  4. Sector dynamics
  5. Broader business issues
  6. PESTLE categories
  7. Global issues
28
Q

What questions can be used to explore the coach-client relationship?

A

Reflection:

  1. How and why did the client choose you as a coach?
  2. Tell me the story about your relationship with this client.
  3. Become a fly on the wall in your last session … what do you notice about your relationship?
  4. What other relationships does this one remind you of?

What if …

  1. Imagine what sort of relationship you would have had if you have met this client in other circumstances
  2. If you and this client were marooned on a desert island, what would happen?

Metaphor

  1. What metaphor could you use to describe your relationship with this client?
  2. If this relationship was a piece of music, painting, colour, type of weather, country, what would it be?
29
Q

What 3 categories can be utilised to group mode 3 (coach-client relationship) questions?

A
  1. Reflection
  2. What if …
  3. Metaphor

Coach Supervision (2 decks)

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