Help yourself and your colleagues by introducing (and guiding) intervision within your organization! During the intervision supervision training you will learn to supervise in-depth valuable intervision meetings. Because in addition to you, your colleagues are also working on their (personal: path) development and may have the need to continue to learn with and from each other. Especially if you want to learn to realize your common ambitions better and better!

On the basis of insights gained on the job , during training courses or development discussions, wonderful intentions are often formulated, to tackle some things just a little differently. However, you also know that successful execution requires more than just the right intentions. It is quite difficult to actually convert intentions into more effective behavior in practice.

INTERVISION IS A VERY VALUABLE METHOD TO:

  • to keep reflecting and learning together
  • get to know yourself and your own behavioral patterns better
  • to find solutions to problems yourself
  • to experiment and to be allowed to make mistakes
  • experience attention, recognition and support from fellow professionals
  • learn to ask open questions
  • to break free from entrenched thought and behavior patterns
  • learn to receive feedback
  • to have a stick behind the door to actually take action

LEARN DURING THE TRAINING TO BECOME AN INTERVISION SUPERVISOR

  • to experience intervision in depth yourself;
    • how to introduce intervision within your organization;
    • how to effectively supervise an intervision group;
    • how you build safety in your peer group;
    • respond effectively to the group process within your peer group;
    • how to find out the question behind the question;
    • how to get rid of (stuck) thought and behavior patterns;
    • and how you support colleagues in this.

    POSSIBLE STRUCTURE OF THE TRAINING

    1. Optional: mapping out your behavioral goals in advance through the feedforward analysis™ and accompanying coach conversation (planning in consultation)
    2. Day 1 (9.30 am – 5 pm): Theory and start intervision
    3. Day 2 (09.30 – 12.30): Learning to supervise intervision and homework assignment for the group
    4. Day 3 (9.30 am – 12.30 pm): Learn to guide valuable intervision meetings even better

    PROGRAM STRUCTURE: INTERVISION MEETINGS

    Intervision is experienced within many organizations as a very valuable method for reflecting, learning and solving issues together. However, it is quite difficult to guide the intervision to depth. Especially when you, as a supervisor, supervise a recognizable issue, in which you can and can contribute or be involved yourself. It is also possible that you have been guiding intervision within your organization for some time and notice that you are looking for tools to deepen the intervision and guide you even more effectively to the core of issues.

    Prior to participation in the intervision training, an optional 1-on-1 conversation takes place with Muriel Schrikkema (1 hour), to determine your behavioral goals that will help you further as a supervisor of intervision. We determine this on the basis of the feedforward analysis™ that we ask you to complete or have completed before the start. This is a developmental positive 360 ​​degree assessment. Together we look at the response and formulate what you may already be doing well in your role as a supervisor and what you can consciously give (other) attention to for greater success. You will also get started with this during the training: do some points just a little differently.

    If you do not opt ​​for the aforementioned option, we ask you to fill in your strong and less strong sides and learning focus on an intake form sent by us and we will use this as a starting point for your active participation.

    During the intervision program you will have the opportunity to raise questions about the behavioral goal you have formulated and you will also receive feedback as a supervisor of intervision on that behavioral goal.

    Just like more than 3,500 other professionals, determine which of the 5 intervision steps are already going well for you to guide you and which still require conscious (other) attention from you?

    5 INTERVISION STEPS

    1. Question/problem : What is the specific question/problem?
      Support the other to focus on what he/she wants to achieve and can influence.
    2. Looking and searching outside one’s own patterns and perspective : questioning true intentions, assumptions, beliefs and prejudices and learning to investigate deeply
    3. Getting to know yourself even better : which positive qualities are already available to you in the guidance? And which ones do you see in the professionals you supervise?
    4. Asking questions and reflecting : learn to ask and reflect appropriate open questions and also to guide the other on this: learn to be open to various possibilities
    5. Take actual action : make concrete and formulate action points. You will come back to this in the next intervision session.

    Successful professionals who followed this training with us indicated that the combination of going through the 5 steps yourself and learning to guide them, leads to depth and even more new insights.

    Muriel Schrikkema is looking forward to working with you to find out how you can introduce and guide peer review within your organization. She likes to do this during three half-days, during which the chosen methodology, as well as the content, the process and the form in which the guidance takes place, are carefully examined and suitable avenues for deepening are sought.

    THE RESULT OF THIS TRAINING:

    • Why pay attention to intervision within organizations and which intervision method is appropriate for this? Who can participate together? And what do you do with participants who don’t have a question?
    • What do you tell as an introduction/introduction to intervision meetings and what is your own role in it? How can that be clear and contribute to a high degree of perceived safety?
    • Does the structure(s) used provide sufficient space for in-depth exploration, or can other in-depth steps be included?
    • What do you give a lot of attention and what less? What should be on the table and what not?
    • How do you guide people through the structure and various steps used? Not too tight, not too loose; where is the middle? How do you guide clearly and concisely, from the background?
    • How do you deal with highly solution-oriented managers or managers who need a lot of words?
    • How time conscious should you be in your steering?

    Because during the training you will literally practice supervising intervision and therefore also introducing issues, before the start you will also be asked to think about the issue you want to introduce.

    TARGET AUDIENCE

    Tailor-made program for those professionals who want to introduce (and guide) intervision within their organization.