Organizational Psychology

The purpose of this essay was to present a participant’s view of the new Russian coaching supervision sessions. I had the rare opportunity (as an American based “coach”) to present a master coaching demonstration. This paper presents my observations of the process and interactions of the group. I was asked to show the nonverbal dimension of my coaching style in 30 minutes. What I would like to speak about is the group process that followed the session. The group was asked to first offer feedback based on the coaching competencies and rules of engagement. As we know, it is difficult not to leap into questions and critiques, however, the supervision session leader respectfully brought us back to clear and useful feedback. What I found most fascinating was the breadth and depth of the questions and comments. People spoke from a wide range of coaching and psychological methodologies, personal experiences, and values. And with a very positive spirit they challenged each other’s viewpoints, continually raising the intellectual and emotional level of the conversation. Using my East/West approach as a focus, questions and realizations emerged that brought greater clarity and depth to the “simple” coaching competenciesthat framed the purpose for which we met.Listening to the words through the inestimable supportof my translator while reading and experiencing the nonverbal energies that moved through the room, I saw the power of this new type of “graduate” education process. Questions that I have had for years about the coaching process and the profession itself were answered and new possibilities arose. In my opinion, this new graduate supervision session developed in the Russian federation should become an international standard.