Supervision of Managerial Practices - Workshop Mixte : présentiel / à distance
Dernière mise à jour : 09/10/2024
- Customized intervention method, in a participative and engaging mode
- Everyone leaves with concrete solutions to situations encountered in their position
Description
Supervision workshops are designed, within a collective and with the expertise of a supervisor-coach, to promote the sharing of managerial difficulties and to step back to analyze them differently and find solutions.
These exchange sessions also allow for sharing best practices, reinforcing acquired knowledge, and continuing to progress.
Modalities:
Each participant brings, in turn, a professional situation/problem that they wish to work on with the supervisor's expertise. The primary objective is to reflect on the presented situation, to consider it from different, shifted angles, in order to develop creativity and agility in the manager to imagine possible solutions.
The themes can be very varied, for example: establishing leadership with flexibility; knowing how to manage power dynamics with collaborators; uniting around new projects; knowing how to inspire, reassure, and stimulate teams; modifying inappropriate behaviors; developing equity, resisting discouragement, and daring to act with courage and confidence...
The purpose of supervision is to stimulate and develop the operational and strategic skills of managers while promoting mutual aid and collective intelligence.
The added value of supervision: the mode and power of specific questioning and the structuring and systemic contributions of the coach support reflection and facilitate the resolution of the issues raised. The flexible method mixing group participation and coach insight allows addressing all situations brought by participants in a single day. Managers learn to take a step back, to question themselves and others pertinently, to identify their blind spots and their room for maneuver.
Identification by each participant of a past or present concerning situation that will be addressed during the session.
Opening and presentation of the approach, working methods of the facilitator and participants.
- Understanding and adopting the supervision method - situation presentation, broader vision, provision of complementary tools...:
- Knowing how to clarify a managerial issue to work on it (e.g., difficulty in explaining constraints to reluctant collaborators, creating cohesion between newly merged teams, knowing how to formulate acceptable criticisms, stimulating involvement, resolving differences between people...)
- In turn, each manager explains a managerial situation that poses a problem, specifying the context, what has been done to find one or more solutions, where they are struggling, and what they expect from supervision
- Analyzing exposed managerial difficulties to provide solutions:
- The supervisor helps participants to look at the situation with perspective and in "wide-angle" mode
- Use of reading grids made available to managers (e.g., systemic grid to look at interactions from a different angle, focus on the manager's personality to identify potential relational clumsiness or misunderstandings, identification of blind spots in the manager's posture that prevent progress...)
- Proposals for action plans and concrete tools (e.g., a manager "embedded" in a blocked interaction relationship with an always negative collaborator will benefit from knowing the grid of psychological games to know how to get out of it and, in the future, avoid entering it again)
- Synthesizing one's learnings to derive a personal action plan:
- Through peer exchanges
- Through supervisor feedback
- Through tools and techniques shared by the supervisor
- Manager progresses in understanding what led them to find themselves in difficulty and identifies possible corrective actions that restore their managerial power
- Perform a reframing in a constructive and peaceful manner (all-terrain tool - strong tensions)
- Construction of their personal roadmap for the coming weeks, drawing inspiration from all the day's exchanges
- Closing and evaluation of the training
Objectifs de la formation
● Objective 2: Reflect on one's posture and practices to identify strengths and areas for improvement
● Objective 3: Anticipate difficulties to implement preventive actions
● Objective 4: Develop strategies adapted to one's context and job challenges
● Objective 5: Expand one's skills and enrich one's toolkit
Modalités pédagogiques
- Alternation of theoretical presentations, practical role-playing, peer learning, and reflective sequences.
- Work on "Red Thread case" (Situation encountered and experienced at the workplace, individually identified by each participant).
- Alternation of modalities: large group, subgroups, triads, pairs, individual.
- Self-assessments
- Provision of articles and videos to deepen work on the theme autonomously and post-training
Moyens et supports pédagogiques
- Welcome of trainees in a dedicated training room.
- Provision of a participant extranet
- Collaborative tool (Padlet or equivalent)
- Updated articles, videos and references made available to delve deeper into the topics covered
Modalités d'évaluation et de suivi
- Pre-training self-assessment
- Digital or paper attendance sheet
- Immediate and long-term training evaluation
- Post-training self-assessment
- Training certificate upon request
- Collection of feedback from sponsors
Prérequis
- Être inscrit.e par le Service Formation ou RH de l'Entreprise
Informations sur l'admission
- In-house training.
- Scheduling at the client's request.
- Minimum 3-week lead time for organization and staffing.
- Participant registration by the Client Company's Training department.
Informations sur l'accessibilité
- All our training courses can be adapted for people with disabilities. We just need a little time to study your expectations and the possibilities available to you with you and our institutional partners.
- To assess your compensation needs, contact our Disability Officer Catherine Herrero Granadel formationpourtous@bentendo.institute