I wonder if anyone has added "coaching" to their skill set. I don't know a lot about it, but it seems that it's an interesting side-by-side, maybe for a therapy practice. I know it isn't regulated, though, so I was curious. No judgment, though; it's just an honest question if anyone has done that either as an add-on or just a complete shift.

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I don't (but then I'm looking to leave direct practice) but I know a couple others who have, and I entertained the idea for a while. It definitely isn't so regulated, but there are some more recognized Certifications if you want them.

I do wonder how you make the distinction liability wise, should a client get disgruntled, if you're providing both, out of the same business/practice but cleanly people do- different waivers and informed consents I suppose? I just never had enough faith in humanity or lawyers, or wanted to give more time to working...

BUT the clinicians that did it, have liked it. It seemed that often the coaching while relying on much of the same skills, was more about optimization, growth, seemed lighter, didn't have as much emotional weight/baggage, and there was some more room for more natural conversation/communication. Still some intense stuff, as there is when you're addressing performance, etc etc but less vicarious and secondary trauma, less bearing witness to pain, over and over

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I hadn’t thought about “coaching” as a skill to include until reading your post just now, but I it resonates deeply with my approach to this work. It makes perfect sense- not only because I regularly find myself, and certain other personality types, falling (with eager willingness) into that role- if, of course, the support is solicited by colleagues. In all 3 of the agencies for whom I’ve worked, counselors have so frequently contributed the really hands-on training of newcomers, and we share our unique skill sets/ insight/ resource material with one another at least as often as many supervisors (admittedly, it can simply feel less intimidating to probe coworkers at a peer level. Now, as to including this in a resume, I’m less than confident for a couple of reasons that might not resonate anywhere you’ve worked thus far. For instance, supervision is a valued, distinct, uniquely trained and credentialed role (e.g., LPCS, or some directors). We learn that all insights we disseminate much be evidence-based, overseen and maintained through ongoing certification/licensure. To a potential employer and, potentially, a stranger, might it appear presumptuous or threatening to overstep until dialogue enables you to clarify? I might, if I were to claim coaching, consider working it into a cover letter, or saving that term for the in-person interview, where you communicate more in tone, affect, and overall personality within an atmosphere of nuanced connection, thus better equipped to paint your true intentions as, say, engaging in genuine team growth and support.
If I seem to be overthinking, I promise it’s rooted in years of work alongside some big, competitive egos! I hope I understood your question and was able to offer something useful.
In the end, any company that is turned off or confused without then seeking clarity might have other communication deficits, as well!

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I have individuals who work (or worked) in my mental telehealth business and they also are coaches. I recently started contracting with therapists and NPs who want to do independent coaching for personal and professional development using tech.

Coaching is a way for people without training who are not licensed to pick off the YAVIS clients and do pseudo therapy. If you are licensed, you do not need to advertise yourself as a coach. If you are serious about coaching, check out this certification organization https://coachingfederation.org

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