How Coaching Supervision Reveals Our Unresolved Issues

One of my coaching clients recently discovered something counterintuitive that transformed her team's performance: the smaller the correction, the bigger the impact. For years, she’d only provided feedback around major issues. She would typically focus on these “big” conversations during quarterly reviews—but wasn’t seeing enough positive change. At my suggestion, rather than waiting, she began making continuous micro-adjustments through course-correction coaching. She decided to address everything that mattered, immediately and consistently. A comment in a meeting was slightly off-strategy? She’d mention it after the meeting. An email missed the mark? She’d have a quick conversation about it the same day. A decision that was good but could have been better? She’d provide immediate spot coaching. She found the results shocking. Not only did course-correction coaching prevent major problems, but it also caused her team to begin self-correcting, further reducing the need for her to intervene. Here’s the paradox my client discovered and mastered: the more frequently you course-correct, the less correction you need to provide. Many leaders hoard feedback, build a reservoir of notes and then deliver them all at once. But people don’t benefit from “feedback events!” Rather, they need a more constant flow. Follow my client’s lead and start making micro-adjustments through course-correction coaching today. Your team will appreciate the guidance and you’ll collectively achieve more.

When Coaching Fails: The Moment You Realize They’ve Already Left Not every coaching failure is loud. Some are silent. No confrontation. No resistance. Just… distance. You keep showing up. You give feedback. You offer support. You adjust your approach. But something’s missing—and you feel it before you see it. This is the associate who’s still in the seat but no longer in the game. They’ve stopped believing that coaching leads to growth. And when belief breaks, performance isn’t far behind. Here’s the truth most leaders won’t say out loud: Sometimes, coaching fails because we waited too long to ask the hard questions. We coached the behavior but ignored the burnout. We focused on performance but missed the person. So what do you do when coaching fails quietly? 1. Pause the playbook. Stop coaching the task. Start coaching the human. 2. Ask what they need—not what they’re missing. The answer might surprise you. 3. Own the gap. If you missed the signs, say so. That vulnerability rebuilds trust faster than any feedback ever could. Tough coaching isn’t just about accountability. - It’s about presence. - It’s about showing up when it’s easier to walk away. - It’s about choosing to believe in someone who’s stopped believing in themselves. And sometimes, it’s about letting go—gracefully, honestly, and with dignity.

Why Professional Coaching Is a Smart Investment — for you What if paying for coaching did more than just feel good? Research shows it can make a real difference in your performance, mindset, and well-being. Key benefits for individuals: Stronger goal-setting and follow-through - Large-scale reviews show that people who receive coaching achieve their goals significantly more often than those who don’t (Cannon-Bowers et al., 2023). Better stress management and well-being - Coaching has been linked to noticeable improvements in coping skills and overall mental well-being (Wang et al., 2022). Greater confidence, communication, and performance - About 80% of coached individuals report higher self-confidence, and more than 70% see better work performance, relationships, or communication skills (Institute of Coaching, n.d.). A strong return on investment for the individual - Some studies of coaching for leaders found that the benefits were worth five to seven times the cost (Linkage/TitanBDG, 2017; Coaching Federation, 2024). ⸻ A good coach won’t just cheer you on — they’ll help you clarify your goals, tackle obstacles, and stay accountable so you actually reach them.

💡 Top 5 Reasons Group Coaching Beats One-to-One I was speaking with a senior female leader today about the next intake of our Acts of Confidence Program who asked me: “Would I get more from one-to-one coaching or group coaching?” My answer was clear: group coaching is far more powerful. Here’s why: 1️⃣ Accelerated insights Your group’s reflections and breakthroughs quickly become your own. You don’t just learn from your experience, you learn from theirs too, which fast-tracks your self-awareness and behaviour change. 2️⃣ Collective inspiration + accountability When you’re surrounded by peers making bold choices, showing courage, and stretching themselves, you’re inspired to level up too. And because they’re your peers—not someone you’re paying—they’ll hold you accountable in ways that land differently. 3️⃣ Normalisation of challenges Hearing others share struggles that mirror your own is refreshing. It reminds you: it’s not you that’s broken, it’s a shared experience many professionals face. And when you notice patterns across industries and organisations, you start to see the bigger system at play, which makes you more strategic in navigating your own. 4️⃣ Support that sticks + momentum that lasts In a group you’re not walking the path alone. You’re cheered on, challenged, and supported by people who genuinely want to see you succeed. That collective energy creates momentum that carries you forward, not just during the program, but well beyond it. 5️⃣ Diverse perspectives A group brings together different industries, backgrounds, and viewpoints. That mix expands your lens, sparks fresh ideas, and helps you see new ways forward you wouldn’t have uncovered alone. 👉 In short: group coaching isn’t just cost-effective, it’s transformation at scale. If you’ve been considering one-to-one, I’d invite you to think bigger. The group may just take you further, faster. Core Confidence Fiona Pearman

Coaching Supervision Spotlight : What topics 'should' I take to Supervision? As a coach, I still remember one of my first supervision sessions. I’d just finished working with a senior leader and walked away wondering: - Did I challenge them enough? - Did I let them off the hook? - How was I adding value? When I took this into supervision, I realised something powerful: I wasn’t alone. Almost every coach, no matter how experienced, sometimes has the same doubts. Supervision gave me a safe space to unpack those questions — not to get a gold star or a right answer, but to reflect, learn, and grow. Over time, “Am I doing it right?” has shifted into more useful questions: - What impact am I having? - What am I noticing in myself and my clients? - How can I keep developing as a coach? That’s the gift of supervision. It turns self-doubt into insight, and uncertainty into confidence.

💭 𝗪𝗵𝗲𝗻 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘄𝗮𝗻𝘁 𝘁𝗵𝗲 𝗰𝗼𝗮𝗰𝗵 𝘁𝗼 𝗽𝗿𝗼𝘃𝗶𝗱𝗲 𝘁𝗵𝗲 𝗮𝗻𝘀𝘄𝗲𝗿𝘀 Do your clients ever come to coaching hoping you’ll just tell them what to do? It’s one of the reasons clear contracting in coaching relationships is so important. A new client may say they want to work on clarity and confidence around a situation, but seem to hope the coach will solve the problem or make decisions for them. When offered reflection instead of direction, frustration can emerge. They might express disillusion with the process - or even attribute blame for their lack of action. This isn’t a failure of the coach (or of the client). It’s a rich moment for reflective inquiry. In 𝘀𝘂𝗽𝗲𝗿𝘃𝗶𝘀𝗶𝗼𝗻, I help coaches explore how to hold this tension with 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝘀𝗮𝗳𝗲𝘁𝘆 and 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆. The aim isn’t to fix the client’s discomfort, but to stay alongside them as they explore it - creating a space that is both safe and stretching. Because coaching isn’t about giving advice. It’s about co-creating a mirror to reflect inner truths - using a psychological lens to help clients open their eyes to the narratives they’ve built to keep themselves safe (such as avoiding accountability; externalising blame; seeking reassurance) - and notice how those same stories may be keeping them stuck. Transformation begins here: in the courage to face one’s own thinking, and the freedom that comes from choosing a new narrative and way forward. If this resonates in your own coaching or self-reflection, I’d love to hear how you’ve navigated it. What’s helped you or your clients move through this tension? Share your experiences in the comments - let’s learn from one another.

I want to shift some traditional views we have on coaching… I just came back from a chemistry session with a stunning new client. They asked me about my methodology and approach. I’ve been journeying through the book titled Positive Provocation, and it has given me the necessary permission to challenge certain ideas out loud (I’ve been keeping them close). Here’s one I’m shifting: Traditional view: Coaching is non-directive. Traditionally, coaching is described as non-directive - meaning the coach doesn’t advise, tell, or lead, but rather facilitates discovery through questions, reflection, and curiosity. In this view, the client holds all the answers; the coach simply holds the space. My narrative shift: I think part of this is true - the coachee probably already has the answer somewhere. Consider the coach walking through a house with the coachee. The experienced coach will strategically (and at times intuitively) determine which room to enter, which doors to close, and where to linger a little longer. In the spirit of positive provocation, directive coaching isn’t about telling the client what to do or solving their problems. It’s about challenging them intentionally - in service of their growth - when the coach senses they’re avoiding something or stuck in a blind spot. Directive ≠ Controlling Directive here means more intentional influence, NOT control. Directive coaching becomes powerful when anchored in trust and psychological safety. It’s never about imposing; it’s about serving the client’s potential more than their comfort. When done from compassion, directive moments accelerate awareness and create meaningful shifts faster than endless exploration. Here’s a simple question that I often use in these instances: “I’m going to be a little more directive here - I think this could unlock something important.”. I’m not suggesting this as THE way to coach, but rather offering it as a gentle provocation to you - an invitation to wonder what might become possible if we allowed coaching to be a little more courageous, and at times, a little more guided. Yours in kindness, TZ

What Can The Art of War Teach Us About Coaching Today? Sun Tzu’s The Art of War may have been written centuries ago, but its wisdom speaks directly to the work we do as coaches in a fast-changing, high-pressure world. Dynamic coaching, at its core, is about adaptability, awareness, and empowering clients to face challenges with clarity. Here’s how timeless strategy translates into modern coaching: 🔹 Know Yourself First “If you know the enemy and know yourself, you need not fear the result of a hundred battles.” In coaching, the “battle” isn’t external—it’s often internal. Growth begins with self-awareness: understanding one’s triggers, strengths, and blind spots. 🔹 Be Adaptable Like Water “Water shapes its course according to the ground over which it flows.” No two clients are alike. Coaching requires flexibility—adapting approaches to meet each client where they are, just as water adapts to its environment. 🔹 Clarity Before Action “Victorious warriors win first and then go to war.” Clients who gain clarity of purpose and vision are already halfway to success. Coaching provides the space to align intentions with meaningful action. 🔹 Mindset Shapes Opportunity “In the midst of chaos, there is also opportunity.” Dynamic coaching teaches clients to reframe uncertainty and see challenges as a chance to grow, build resilience, and innovate. 🔹 Lead With Influence, Not Force “The skillful leader subdues the enemy’s troops without fighting.” Coaching equips leaders to inspire and influence through empathy, communication, and presence—rather than control or force. The takeaway: The Art of War isn’t about conflict—it’s about wisdom, preparation, and alignment. Coaching today carries that same spirit, helping clients navigate complexity with clarity and resilience.

🧢 𝗛𝗼𝘄 𝘁𝗼 𝗧𝗿𝘂𝗹𝘆 𝗕𝗲𝗰𝗼𝗺𝗲 𝗮𝗻 𝗘𝗹𝗶𝘁𝗲 𝗖𝗼𝗮𝗰𝗵: 𝗥𝗲𝗳𝗹𝗲𝘅𝗶𝘃𝗶𝘁𝘆 - 𝗣𝗮𝗿𝘁 𝟭🧠 High-performance coaching is a complex, fluid journey that demands constant adaptation to meet each athlete’s needs. As coaches navigate this dynamic landscape, understanding how your own beliefs, relationships, and context influence your decisions is crucial*. That’s where reflexivity comes in, it is "as looking at yourself, looking into the mirror" Sophia Jowett Perkins elegantly summarized - (check all his posts), and coaches and coach developers would benefit from incorporating it... 🔍 What Is Reflexivity? It is a thoughtful, active process that helps coaches acknowledge and embrace their influence on their own coaching outcomes. It’s about understanding and managing your impact to make better decisions by thinking about how they are currently reflecting. 💡 Types of Reflexivity: 🙋 Personal: How do your values, background, and beliefs shape your coaching? 🤼 Interpersonal: How do relationships and power dynamics** influence your interactions? 🗺️ Contextual: How do cultural, political, or historical factors impact your approach?*** 📑 Methodological: Are your methods credible (grounded)****, transferable, dependable, and confirmable (outcome-generator)? ➕ Benefits of Practicing Reflexivity: 🪞 Boosts self-awareness and decision-making 🌟 Enhances the quality and credibility of your coaching 🫂 Facilitates cultural sensitivity and inclusivity***** 🧙♂️ Harnesses collective wisdom for better outcomes 🪖 Recognizes power dynamics, fostering ethical practices ⚠️ Pitfalls: Avoid trying to analyze every decision. Focus on one issue, like improving coach-athlete****** interactions, and explore it deeply until satisfied.******* 📻 Stay tuned for more insights on how Personal Attributes, Processes, Techniques, and Putting It All Together can elevate your coaching journey! #CoachingEffectiveness #IntrapersonalKnowledge #CoachingDevelopment #Reflexivity #HighPerformance #SelfAwareness #Leadership #SportPsychology 𝘗𝘦𝘳𝘬𝘪𝘯𝘴, 𝘗. (2025). 𝘙𝘦𝘧𝘭𝘦𝘹𝘪𝘷𝘪𝘵𝘺: 𝘈 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘸𝘢𝘺 𝘧𝘰𝘳 𝘤𝘰𝘢𝘤𝘩𝘦𝘴 𝘵𝘰 𝘢𝘤𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦 𝘢𝘯𝘥 𝘢𝘥𝘥𝘳𝘦𝘴𝘴 𝘱𝘳𝘦𝘤𝘰𝘯𝘤𝘦𝘱𝘵𝘪𝘰𝘯𝘴, 𝘢𝘴𝘴𝘶𝘮𝘱𝘵𝘪𝘰𝘯𝘴, 𝘢𝘵𝘵𝘪𝘵𝘶𝘥𝘦𝘴 𝘢𝘯𝘥 𝘣𝘦𝘭𝘪𝘦𝘧𝘴 𝘈𝘷𝘢𝘪𝘭𝘢𝘣𝘭𝘦 𝘢𝘵: 𝘩𝘵𝘵𝘱𝘴://𝘸𝘸𝘸.𝘭𝘪𝘯𝘬𝘦𝘥𝘪𝘯.𝘤𝘰𝘮/𝘧𝘦𝘦𝘥/𝘶𝘱𝘥𝘢𝘵𝘦/𝘶𝘳𝘯:𝘭𝘪:𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘺:7332529008149991424/ [𝘈𝘤𝘤𝘦𝘴𝘴𝘦𝘥 23 𝘚𝘦𝘱. 2025].

High-performance coaching has a dirty little secret. A hidden price nobody talks about. In the last year and a half, I've spoken to 11 leaders (c-suite, business owners) who hired high-performance coaches. They got exactly what they paid for - better systems, faster decisions, more output. Their businesses grew. Their metrics improved. On paper, everything worked. And it felt incredible at first. The new morning routine worked. The productivity hack delivered. They saw results within days and thought, "Why didn't I do this sooner?" But the longer they went, the more off they felt. They were exhausted trying to maintain this optimal version of themselves. Their energy wasn't consistent. Their business and family needs changed on a weekly basis. But the system demanded they show up the same way every single day. So they weren't just managing their lives - they were managing the performance gap between who they actually were and who the system said they should be. And that gap was draining them. What ACTUALLY happened: They optimized everything - business meetings, family conversations, even the way they answered simple questions. They didn't turn off high-performance mode during dinner because the coach taught them that consistency is everything. Their kids got whatever energy was left after a full day of operating at peak capacity. The coaching worked exactly as promised, except... it made them really good at being someone they're not. The pattern that became clear: High-performance coaching optimizes what you do, but it NEVER questions who you're being while you do it. If you're someone who proves their worth through achievement, it gives you better tools to achieve more. If you rewrite emails seven times seeking perfection, it teaches you to do it faster. You become a more efficient version of someone you, deep down, are not. Real alignment isn't about forcing yourself to meet some optimal standard that ignores your humanity. It's about honoring who you are and what you need right now - which changes, because you're human, not a machine. Your family doesn't need you to perform better. They need you to be more of who you really are.