A fast track to learning: recording a coaching session

Man at desk smiling

(2 min read)

With a coachee’s permission, I recently recorded part of a coaching session and shared it with my supervisor for discussion. It was one of the most important and yet nerve-wracking coaching activities I’ve taken part in! So, here’s some information on why having your supervisor reflect on a coaching recording is a superb fast-track development tool.

The process

I listened to the recording myself and reflected on what I bought to the coachee, to the coaching session and how it enabled the conversation to deepen and move forward. In addition, I looked out for dynamics that occurred. I wrote up my reflections and shared them with my supervisor.  

I shared the recording with my supervisor, adding in some context. We organised a supervision session at which she discussed my insights and gave me her own feedback.  

I then wrote up a small action plan based on both our reflections.

Fast track to learning

Increased awareness: There’s nowhere to hide with a recorded session. I experienced an elevated awareness of what I bring to coaching, to coachees and to the conversations.   

Fair assessment: I had some supportive guidance questions to use when listening to the recording. So, I was able to assess the recording in a fair and balanced way. This meant I could move quickly beyond my occasionally self-critical nature. Having both of us assess the recording helped me to feel more empowered as well so the supervisor wasn’t just the

Highlighting blind spots: My supervisor’s  insight also highlighted a moment when the question that I bought the coaching conversation wasn’t the best one. It was a closed question that didn’t elicit further information. I would’ve missed that moment and the reasons why it happened if I didn’t have the recording.

Facing feedback: Even though I have a fantastic supervisor I was nervous of receiving the feedback. Again, this reminded me of coachees, who may at times despite our support, feel nervous about facing topics,  but are brave enough to bring them to the conversation.   This deepened my empathy.  

Overall, I’d say recording a session, assessing it myself and having my supervisor assess it,  has been one of the fastest track ways to improve my coaching practice.  It’s made me more aware and more alert to coach-coachee dynamics and kinder to myself too.

Find out more about Andry’s coaching  work with organisations please visit: https://thelearningmoment.org/

Never miss a post!

Sign up to receive an email notifying you whenever a new blog post is published.

Picture: Broke Cagle and Upsplash.

What is Systemic Coaching?

It’s supportive conversations and confidential relationships that help you see the links between you and other staff, stakeholders and systems you are connected with.

Seeing the interrelationships between all of us.

Seeing the impact of your behaviours on others, on teams and on the organisation.

It’s using that systemic perspective to help you come up with solutions to challenges. #systemiccoaching #coaching #systemic #systemsthinking

Motivation tips

group online meeting

Sometimes when at work,  we might experience stressful thinking such as:  ‘I have to go to this meeting’ or,  ‘I have to do this task’.  It’s a slightly tough way to think or to  motivate ourselves, as it creates  inner resentment and stress. Choice-based thinking, like ‘I want to..’ creates freedom and motivation.

  • Tip part 1:  Experiment shifting your thinking from, ‘I have to do this task’ to, I ‘choose to’ and even, “ I’m willing to …’.  
  • Try that out for size – don’t force it. Just allow it as a new way of  experimental thinking. See what happens to your feelings when you do that. How motivated do you now feel?

To explore more motivation at work tips, do contact us for 1-1 and team coaching andry@thelearningmoment.org . Find out more about our services at http://www.thelearningmoment.org

Never miss a post!

Sign up to receive an email notifying you whenever a new blog post is published.