Intervision
Contents: there might be a gap between performance interviews and evaluation discussions by the employer with the employee which are primarily of an hierarchical nature and the training staff members receive outside of the organization. A gap that can be bridged by ‘intervision’.
Intervision goes beyond a debriefing, an assessment, a buddy system, coaching or consulting between colleagues. We believe that intervision is a way to – based on reciprocity – to focus together with performing and like-minded professionals on both personal motives and convictions. What are the deep-rooted foundations of my actions? We offer intervision programmes, workshops and courses in all shapes and sizes. What is typical of the way in which we organize our intervision programmes is that we first and foremost guide groups in order to teach them an intervision method (for example: incident method, a 5- or 10-steps model). We work on three levels; concrete, reflective and advisory. Following a few accompanying sessions we advise groups – if the participants wish to do so – to proceed autonomously.
Objective: facilitating personal growth as well as building a close and genuine personal network which can support professionalization of individual participants.
Target audience: autonomous and/or equal officers with as little a vertical hierarchy as possible. The intervision groups may not exceed eight participants.
Issues: listening actively, the question behind the question, feedback, working according to method in a structured manner, types of intervision, independent study, delayed judgements, process guidance, bringing in relevant situation ethics, etc.
Out of the ordinary: intervision often is an integrated part in training and course programmes developed by us.