Professional co-development

WHAT IS PROFESSIONAL CODEVELOPMENT?

In the 1990s, in Canada, Adrien Payette and Claude Champagne have developed an innovative approach at the crossroads between action, experiment and group dynamics
“The professional co-development group is a training approach for people who believe they could learn from each other to improve and consolidate their approach. Individual and group reflection is encouraged through a structured consultation exercise focusing on the issues currently faced by the participants… » Adrien Payette and Claude Champagne

 

IN PRACTISE 

The training-action group comprises of between 4 and 8 people, and is accompanied by a trained facilitator who makes sure the process runs well.
One by one, the participants take the role of a client to present the aspect of their practice they would like to improve or the questions posed by the progress of their project. The other participants act as consultants to assist the ‘client’ and enrich their understanding and capacity for action on the topic presented. Discussions between group members are structured by a specific consultation process.
Meetings last 2 to 4 hours with each time 1 or 2 “clients”. They take place 1 or 2 times per month for six months to a year

 

A 6-STAGE PROCESS

Presentation of an issue, a project or a preoccupation 
Clarification of the issue : questioning to obtain factual information
Consultation contract
Exploration : comments, reactions and suggestions from the consultants 
Summing up and action plan 
Conclusion : evaluation and assimilation of learning by all parties 

This work, for any group, should be understood as on-going process.

 

THE RULES

Confidentiality, Trust, Willingness of participants to learn, with the risk of changing…

 

THE FOUNDING PRINCIPLES

Practice produces knowledge that science can not produce.
Learning professional practice, is learning to act.
Talk with others about experiences allows a learning that is impossible otherwise.
The practitioner in action is a unique person in a unique situation.
The subjectivity of the actor is as important as the objectivity of the situation.
Work on professional identity is at the heart of Codevelopment.
To learn how to better act needs to make room for incompetence.

 

KEY FEATURES

A learning community based on listening, speaking, thinking and action
The implementation of collective intelligence
Structured, guided interaction
A 6-stage process which is at once simple, subtle and demanding
A forum for shared discussion and practice
Practice built over time

 

BENEFITS FOR THE PARTICIPANTS

Learn how to be more effective in finding new ways to think, feel and act in its current practice
Require to take always a time for reflection on professional practice
Have a professional membership group where confidence and solidarity prevail
Consolidate its professional identity by comparing his practice to those of others
Learn how to help (consultant) and to be helped (client)