The companies we work for invest more and more in conceiving and inventing new management modes to take the challenges of the 21st century. We, coach and accompanying persons, need to create new modalities, and dust off our practice to accompany the different complexity levels of working organizations.

Could groups enabling supervision of managerial practice be an adequate answer to accompany our clients to take their own challenges?

1. Supervision of management practice? What is it?

Let us precise that in this case, supervision relates to accompanying managers with no hierarchical or functional link.

It’s a group of managers, regularly gathering in a contractual framework and with a specific methodology animated by an accredited supervisor. It opens the way for new questioning and encourages the capacity of thinking by oneself to emerge, in order to do the job with improved professionalism, reopening the way to individual abilities to take initiatives.

It’s a reflexivity exercise, developing qualitative listening, focusing, and discussion among peers to find more satisfying practices. As it supports free linkages, it creates authentic cooperation and develops listening skills. It’s not a co-development session: its purpose is to offer managers possibility to use their insights while confronting them to their practice, and not to orient them to find solutions thanks to collective intelligence. Of course, solutions appear, but they result from the sharing and the deepening of the situations, in space offering strict confidentiality and authenticity, welcoming hesitations, interrogations and difficulties.

2. Why should we offer managers such groups?

This accompanying program can be part of integrated program aiming at changing a managerial culture or leading change requiring adopting new attitudes, and in which managers have already benefited of training or coaching programs to lead change. When comes the time of embedding new management practice in daily working situation, these groups offer a qualitative space to remove obstacles or overcome resistances, relying on the deontology of supervision.

Offered to managers taking responsibilities in challenging environments (ex : internal mobility requiring to manage former colleagues, or requiring a rapid skill improvement), theses groups could prove to be very effective

3. How are these groupes organized?

The animation process of a group of supervision of managerial practice offers to tackle, at each session, different managerial situations brought by the participants, because it questions or challenges them. Each case is handled in successive steps:

  • Case opening and its key question
  • Association and questioning phase
  • Hypothesis and question phase
  • Time for discussion, interpretation, explanation
  • Close of the case

4. What is the feedback of managers or sponsors having organized such groups?

When you meet a new person during a professional event, send him/her directly an invitation. It’s a powerful way to expand your network.

I’m happy to share the feedback of participants of a recently closed group : “It enabled me to keep things in perspective” “I appreciated this time offer to objectify and think in a learning process” or “I’ve regained self-confidence and go away being proud of having succeeded in implementing in-between our sessions”. It’s also important to underline a new group dynamic: the managers of different units have created other links, help each other, and disseminate new practices.

The sponsors (HR, Managers) are happy to observe new ways of managing, and an attitude change. They are particularly sensitive to the « gain in well-being” of their managers.

Would you like to learn more? I’d be happy to answer your questions, so contact me!