SUPERvision competencie: EMCC, ICF and AC Compared (First draft - more to come...)

The ICF, EMCC, and AC SUPERvision competencies focus on distinct themes, but also share common elements, such as contracting, ethics, and reflective practice. A detailed comparison of their specific competencies reveals unique emphases in how each body approaches the development of SUPERvisors.

Contracting and Process Management

All three frameworks emphasise the importance of managing the SUPERvision contract, but the approach varies. AC outlines a highly structured process, emphasising multi-party contracting and boundary management. EMCC also stresses contracting but with a stronger focus on the multiple relational layers, highlighting the need for clarity with stakeholders and ongoing evaluation of the SUPERvision process. ICF, while recognising contracting, offers a more flexible approach, adjusting contracts as needed based on the evolving relationship between the SUPERvisor and SUPERvisee.

Ethics and Professional Standards

Ethical practice is central to all three bodies, though their emphasis differs. ICF’s competency on ethical guidance is broad and reflects ongoing reflection, ethical dilemmas, and maintaining ethical standards. AC integrates ethics into its broader framework but places more emphasis on boundary management and the duty of care for the SUPERvisee’s clients. EMCC extends ethics into systemic thinking, encouraging SUPERvisors to explore the broader ethical context of their work, ensuring that SUPERvisors navigate complex systemic and relational issues with professionalism.

Reflective Practice and Self-Awareness

Reflective practice is central to the ICF, EMCC, and AC frameworks. ICF sees reflective practice as a means for ongoing personal and professional development, while encouraging the SUPERvisor to consider their own biases, values, and assumptions. EMCC focuses on critical reflection not only on the self but also on systemic dynamics, which are highly relevant in contexts such as team coaching SUPERvision. AC, in contrast, uniquely combines reflective practice with psychological mindedness, encouraging SUPERvisors to delve into the emotional and cognitive layers of their practice, fostering the "coach-as-person" approach.

Group SUPERvision

While ICF primarily focuses on the individual coach, both AC and EMCC provide specific competencies for managing group SUPERvision. AC’s framework delves deeply into group dynamics, understanding how parallel processes between coach and client may emerge in group settings. EMCC also focuses on group dynamics but integrates it more strongly with systemic awareness, recognising the complexities of group interactions within organisations. ICF’s focus on group SUPERvision is comparatively lighter, though it does mention group dynamics in the context of interpersonal relationships.

Systemic and Relational Awareness

Systemic awareness is a key theme in EMCC and AC but less prominent in ICF. EMCC’s competencies reflect an understanding of the multiple layers of relationships that exist in the SUPERvision process, including power dynamics, cultural contexts, and systemic influences. This is crucial for SUPERvisors working in more complex environments where group or organisational dynamics come into play. AC also embraces systemic thinking, but it presents this in the context of managing group and team dynamics. ICF also recognises the importance of context.

Psychological Mindedness and Development of the SUPERvisee

AC’s competency framework stands out with its explicit focus on psychological mindedness, encouraging SUPERvisors to explore beyond the surface of coaching relationships and into the deeper emotional and psychological aspects. This competency sets AC apart from ICF and EMCC. While ICF does encourage the development of reflective practice, it doesn’t delve into psychological depth as explicitly as AC. EMCC, however, balances these aspects with systemic awareness, encouraging SUPERvisors to develop self-awareness within the broader context of their work.

Comparison of Specific Competencies

• ICF Ethical Guidance: ICF’s focus on ethics is broader, emphasising the coach’s ongoing reflection on ethical standards and dilemmas. This aligns with their emphasis on reflective practice for ethical maturity.
• EMCC Systemic Awareness: EMCC is strong in systemic awareness, requiring SUPERvisors to navigate layers of relationships, power dynamics, and broader systemic contexts.
• AC Psychological Mindedness: AC’s explicit focus on psychological depth is unmatched by the other two, encouraging the SUPERvisor to explore self-awareness, relational complexity, and emotional processes with their SUPERvisees.

New Developments in ICF Competencies

A unique aspect of ICF’s competency framework is that it is relatively new and still evolving, reflecting modern thinking in coaching SUPERvision. Additionally, ICF also has mentor coaching competencies, which are specifically designed to support the development of coaches aligned with the ACC, PCC, and MCC credentialing paths. These competencies, focusing on mentor coaching, differ from SUPERvision in their emphasis on developing coaching skills according to ICF’s core competencies, specifically related to the PCC Markers and BARS (Behaviourally Anchored Rating Scales) for ACC and MCC credentials. This dual focus on coaching SUPERvision and mentor coaching offers ICF-certified professionals a broader framework for growth.

Learnings from the Comparison

The detailed comparison of ICF, EMCC, and AC competencies reveals that each framework serves different priorities in developing SUPERvisors:

• ICF focuses heavily on reflective practice, ethical guidance, and individual development, but it remains, as of now, without a credentialing route for SUPERvisors. Its new competency framework offers flexibility but is a lighter touch on group SUPERvision.
• EMCC offers a broader scope, incorporating coaching and mentoring with a significant focus on systemic dynamics, making it a robust option for those navigating complex relational environments. Its emphasis on group SUPERvision and systemic thinking makes it a particularly strong choice for more relational or organisationally focused SUPERvisors.
• AC is perhaps the most structured and directive of the three, offering a deeply reflective, psychologically aware approach. Its detailed competencies in psychological mindedness and group dynamics set it apart as a leader in managing the complexity of human relationships in both individual and group SUPERvision contexts.

CoachME / BECKETT MCINROY’s approach is an example of a progressive, inclusive SUPERvision model, blending the strengths of each of these frameworks into their triple accredited programme as is alligned to all three professional body competency frameworks. It encompasses not just coaching but also mentoring, organisational development, and leadership, making it a versatile option for professionals seeking a more expansive and multidimensional framework for SUPERvision.

The evolution of these competencies across ICF, EMCC, and AC reflects the increasing recognition of the importance of systemic thinking, ethical guidance, and reflective practice. This deeper exploration of relational and systemic dynamics offers a richer experience for both SUPERvisors and their SUPERvisees, ultimately serving clients and their systems more holistically.

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This is a frist draft and we would love your thoughts...