The Halos and Horns model is one Eve has been working on for a few years, with help and feedback from many of her wonderful supervisees! An article outlining the model appears in Coaching at Work magazine: Turner, E. (2019). The horns of the dilemma. In Coaching at Work Vol 14 (2), 48-51 or read an updated version in chapter 10 on systemic supervision in Hawkins, P. and Turner, E. (2020). Systemic Coaching – Delivering Value Beyond the Individual. Abingdon: Routledge.
Eve has run a number of sessions on this approach with her supervisees at conferences including Natasha Maw and Gregor Findlay at the 2019 Coaching at Work conference on July 3rd 2019 in London. One of the conference workshop participants, executive coach Lorna Clarke, wrote:
“I found the Halos and Horns model a really helpful way to take a systemic view of my practice and identify key patterns and themes. It’s a useful self-reflection tool to increase awareness around potential biases and dynamics and how these may play out in coaching relationships.
In supervision we often look at individual relationships with our clients. Halos and Horns provides a practical way to identify common themes across all our clients and how this may be affecting how we coach. For me it’s a valuable model to ensure that I am operating from a place of greater self-awareness so I can be in better service to my clients.”
There was another session on the model, run by Eve and Carole Davidson at the 26th international EMCC conference in Paris in June 2020.
Henley Business School Insight Guide #48: How can I help coaches reflect on the practice within supervision? In this guide Eve briefly explains the halos and horns model, why it should be used and how it works in practice.
