Considering Coaching Supervision? Your Questions Answered
As coaching continues to professionalise, more coaches are discovering the transformative benefits of supervision. Yet many hesitate, unsure what supervision involves or whether it's right for them. If you're contemplating this investment in your professional development, you're likely grappling with questions about what supervision entails, how it differs from coaching, and whether it's worth the investment.
Having worked as a trauma-informed leadership and relationship systems coach for over two decades, I understand the complexities coaches face. My approach to supervision integrates the grounding wisdom of the natural world with evidence-based coaching practices, creating a space for deep reflection and professional growth. Whether we're exploring challenging client dynamics during a walk through the countryside or examining ethical dilemmas in my practice room, the focus remains on enhancing your effectiveness and confidence as a coach.
Here are the questions I hear most frequently from coaches considering supervision:
Understanding Supervision
What exactly will we do in supervision sessions?
Supervision focuses squarely on your coaching practice and client work. We'll examine specific client situations where you feel stuck, explore challenging dynamics, discuss ethical considerations, and help you develop your professional skills. Unlike personal coaching (which focuses on your own development), supervision is about enhancing your effectiveness with clients.
This might involve exploring a client relationship that's feeling particularly intense, unpacking your response to a difficult session, or examining patterns you're noticing across your practice. The process is inherently reflective, helping you develop greater self-awareness about your impact as a coach.
How is supervision different from getting coached myself or peer consultation?
This distinction often causes confusion! Personal coaching focuses on your goals, development, and life challenges. Peer consultation offers valuable informal support from equals. Supervision provides structured professional guidance from someone with specific training in supervision, focusing specifically on your practice competence and client outcomes.
Think of it this way: if you're struggling with confidence generally, that's coaching territory. If you're feeling unconfident with a particular type of client or in specific coaching situations, that's supervision territory.
How often do we meet and for how long?
Most supervision relationships involve monthly sessions of 60-90 minutes, though some coaches prefer fortnightly meetings, particularly when building confidence or navigating complex cases. We can also arrange intensive sessions around specific challenging situations. The frequency can adjust based on your needs, case complexity, and where you are in your professional development journey.
How much supervision should I be getting as a coach?
The "right" amount of supervision varies significantly based on your experience level, client complexity, and professional development goals. Here's what I typically recommend:
New coaches (0-2 years): Monthly supervision as a minimum, with some benefiting from fortnightly sessions during their first year. This frequent support helps build confidence and establish good practice habits early.
Experienced coaches (3+ years): Monthly supervision often works well, though this might increase to fortnightly during periods of particular challenge or when working with especially complex clients.
Specialist or high-risk practice: Coaches working with trauma, couples, or other specialised populations may benefit from more frequent supervision—sometimes fortnightly or even weekly during intensive periods.
Group supervision: Some coaches supplement individual supervision with monthly group supervision, which offers peer learning alongside expert guidance.
The ICF allows up to 10 hours annually to count toward CCE requirements, but many coaches find they benefit from 12-24 hours of supervision per year. Remember, this isn't just about meeting requirements—it's about maintaining the quality and safety of your practice whilst supporting your ongoing development as a coach.
Investment and Value
What does supervision cost and how do I justify this investment?
As I'm currently completing my supervision training, I'm offering preferential rates valid until May 2026:
Individual supervision: £125 (75-90 minutes)
Sliding scale (Income-based): 50% of your coaching rate for coaches earning less than £60 (minimum £60/hour)
Outdoor supervision: £155/hour (75-90 minutes)
This sliding scale approach recognises that coaches at different career stages have varying capacities to invest, whilst ensuring supervision remains accessible to those building their practices. After 31st May 2026 (due date for qualifying), rates will align with standard market pricing for qualified supervision.
Research consistently shows that coaches who invest in professional development, including supervision, often see increased confidence, improved client outcomes, and higher earning potential. Think of it as professional insurance and skill development combined—an investment that pays dividends in your effectiveness and peace of mind.
What percentage of my coaching income should I invest in supervision and professional development?
Whilst there's no universal rule, successful professionals typically invest 5-15% of their gross income in continuing development. For coaches, this often breaks down as 2-5% specifically on supervision, with newer coaches (first 2-3 years) often investing closer to 10-20% of their income in professional development overall.
The key is viewing this as a business investment rather than an expense. Coaches who invest in quality supervision often find they can work with more complex clients, charge higher fees, and avoid costly mistakes—creating a positive return on investment that far exceeds the initial outlay.
Will this actually make me a better coach?
Supervision helps you develop greater self-awareness, handle complex client situations more skillfully, avoid costly mistakes, and build confidence to work with more challenging cases. Many coaches report feeling more grounded and effective after starting supervision.
More importantly, supervision helps you recognise and work with your own patterns, triggers, and blind spots—the very things that can unconsciously influence your coaching relationships. This deeper self-awareness inevitably translates into more effective coaching.
Credentials and Competence
What qualifies you to supervise coaches?
As a PCC with the ICF and holding specialist certifications as a trauma-informed coach (TICC) and in relationship coaching (TIRC), I bring both depth of coaching experience and specific supervision training to this work. My training includes attachment theory, ICF/Parts Work, and somatic approaches, which provide me with a comprehensive understanding of how early experiences shape our relational patterns and how the body holds wisdom about our emotional responses.
Since 2014, I have been trained and mentored by Ecopsychologist David Key and immersed myself in the EHAMA Institute's teachings in New Mexico, focusing on ancient wisdom and collective healing, which informs my holistic approach to supervision.
My 20+ years of coaching experience span diverse sectors and client populations including other coaches, giving me a broad understanding of the challenges coaches face. Importantly, I maintain my own supervision practice, ensuring I bring fresh perspectives and continue my own professional development.
Do you understand my coaching style or niche?
I work with coaches across various niches and methodologies. My role isn't to change your authentic coaching style but to help you use it more effectively and navigate the complexities that arise in your specific context. Whether you work with executives, couples, teams, or specialised populations, the supervisory process adapts to support your particular practice.
Will this count toward my ICF continuing education requirements?
Yes, supervision with qualified supervisors typically counts as Core Competency CCE hours. ACC coaches can count up to 10 hours annually, whilst PCC and MCC coaches may count up to 10 hours of supervision toward their renewal requirements.
Safety and Relationship
Will I feel safe being vulnerable about my struggles and mistakes?
Creating psychological safety is absolutely fundamental to effective supervision. You need to feel comfortable discussing challenges, uncertainties, and even mistakes without fear of judgment. Our relationship is confidential and focused entirely on learning and growth.
This safety is particularly important when exploring difficult emotions that arise in coaching—your frustration with a challenging client, anxiety about your competence, or confusion about boundary issues. These vulnerable moments often hold the greatest learning opportunities.
What about confidentiality regarding my clients?
Client information shared in supervision remains confidential within our supervisory relationship. I may encourage you to consider different approaches or consult additional resources, but client details stay protected. We'll discuss any legal or ethical reporting obligations upfront, ensuring complete transparency about confidentiality limits.
What if we don't work well together?
Not every supervisory relationship is a perfect fit, and that's perfectly normal. We'll check in regularly about how the relationship is working, and either of us can end the arrangement with appropriate notice. I can also provide referrals to other supervisors if needed—the most important thing is that you get the supervision that serves your development best.
Navigating Complexity
I sometimes feel overwhelmed by my clients' trauma or systemic issues. Can supervision help with this?
Absolutely. As a trauma-informed coach myself, I understand how exposure to clients' difficult experiences can impact us professionally and personally. Supervision provides essential space to process these experiences, develop healthy boundaries, and ensure you're working within your scope of practice.
We'll explore how to recognise when clients' material is activating your own trauma responses, develop strategies for staying grounded during difficult sessions, and clarify when referral to therapeutic support might be appropriate. This isn't about becoming a therapist—it's about being a more skilful, boundaried coach who can hold space safely.
What happens if you identify serious competence issues?
If significant competence concerns arise, we'll work together on a development plan. This might include additional training, more frequent supervision, or temporary limitations on certain types of client work. The goal is always professional development, not punishment.
However, supervision also serves a protective function—for both you and your clients. If genuine competence issues exist, addressing them directly serves everyone's best interests and demonstrates professional integrity.
Professional Development
How do you challenge coaches appropriately?
Effective supervision balances support with appropriate challenge. I'll ask probing questions, offer alternative perspectives, and sometimes point out blind spots—but always in service of your professional growth and client welfare, not to criticise or diminish your confidence.
The challenge often comes through gentle enquiry: "What do you notice about your response when clients share this type of material?" or "I'm curious about the pattern you've described—what might be happening in the dynamic between you?"
Will you try to change my coaching approach?
Absolutely not. Supervision honours your authentic coaching style whilst helping you use it more skilfully and appropriately. I'm here to enhance your effectiveness, not transform you into a different kind of coach.
However, supervision may help you recognise aspects of your approach that aren't serving your clients well, or identify blind spots that limit your effectiveness. This isn't about changing who you are as a coach—it's about helping you be more of who you are, more consciously.
Getting Started
How do I know if I'm ready for supervision?
If you're actively coaching clients, encountering situations that feel complex or challenging, or wanting to deepen your professional development, you're likely ready. Supervision benefits coaches at all levels—from newly certified to highly experienced.
Sometimes coaches think they need to wait until they have "enough" experience or challenging cases to warrant supervision. In reality, developing supervisory relationships early in your career can prevent problems and accelerate your professional growth significantly.
What should I bring to supervision sessions?
Come with specific client situations, ethical dilemmas, challenging dynamics, or practice questions you're grappling with. The more concrete and real your examples, the more valuable our work together will be. You might bring a session that didn't go as expected, a client relationship that's feeling stuck, or simply a pattern you're noticing across your practice that you'd like to explore.
Can I try supervision before making a long-term commitment?
Absolutely. We can start with a single session or short trial period to see if supervision feels valuable and if we work well together. Many coaches find that even one session provides clarity about whether ongoing supervision would benefit their practice.
The supervisory relationship, like coaching itself, depends significantly on fit and rapport. There's no obligation to continue if it doesn't feel right—and no judgment about that decision.
Coaching supervision represents an investment in both your professional development and the quality of service you provide to clients. In an increasingly complex world where coaches are working with greater depth and challenge, having skilled supervision isn't just beneficial—it's becoming essential.
If you're curious about how supervision might support your coaching practice, I'd welcome a conversation about your specific needs and questions. Sometimes the best way to understand supervision is simply to experience it.
Sandra Cunningham is a PCC with the ICF, trauma-informed coach, and founder of Walking Coach®. She provides supervision to coaches and other helping professionals, integrating natural settings with evidence-based supervisory practice.