Learning from each other

Continuous self-development – learning from and with others using real examples

Agile coaches and leadership are faced repeatedly with the challenge of spontaneously, contextually and individually acting and leading. THE plan or THE checklist does not exist here.

The first step in this case is usually to seek advice from esteemed colleagues. But sometimes, the “help them to help themselves” approach as postulated in coaching, is forgotten. Supervision and intervision (peer consulting) apply here and combine both approaches. Both formats also use the group as a resource rich in perspective. Supervision and intervision become “agile” through their application within agile contexts.

Supervision and intervision are formats intended for both peer reviews and for self-reflection within the group. Supervision is accompanied by an external expert (us). Intervision, in contrast, is carried out by colleagues, whereby nobody takes on an explicit expert role.

Peer review means that a specific upcoming, acute or past situation is outlined and reflected upon (by peers) to allow the people involved to work out alternative handling methods or perspectives themselves.

Self-reflection means to be consciously aware of, to experience and learn from your own behavior, thoughts and feelings in various situations. To do this within a trusted group has enormous added value. In this way, not only do we learn by including our own situations, we can also explicitly ask ourselves what we can learn from what others have disclosed.

As an example, to make supervision and intervision more tangible and plausible, I would like to briefly describe the Reflecting Team (RT) here.

The Reflecting Team (RT) is one possible method that derives from systemic consultation. The “case person” is interviewed by the supervisor or a person selected from the group while the other participants watch and listen closely. In the next step, the positions are switched and the case person watches and listens to the group exchanging hypotheses and impressions about the interview. Subsequently, the supervisor/interviewers and case person reflect on the resulting impressions. This switching can be repeated several times if necessary. As a final step, if requested by the case person, there can be an ideas round during which group members share specific tips and experience.

There are many other ways to implement supervision and intervision in addition to RT. These can be learned during supervision or in an intervision training.

A successfully applied combination of supervision, intervision and individual coaching is the best prerequisite to efficiently and effectively learn with and from each other.

What do we talk about during supervision and intervision?

  • Changes in one’s own leadership role 
  • Handling conflict situations
  • Team and organization development
  • Preparation of workshops & retrospectives
  • Organization cultures
  • Empowering & moderating leadership

Our specific offer for you

 Agile supervision
 Intervision training
 Guided intervision / collegial (peer) consulting

 Training in different methods for supervision & intervision
 Creation of a Reflecting Team with other experienced colleagues

 Introduction of supervision & intervision
 Interview training for intervision

Contact
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Kristina Müller is an economics psychologist (B.Sc.) And a systemic advisor (M.A.). She accompanies as a freelance agile consultant & coach company on the way to more agility. She specializes in agile methods / frameworks such as scrum and kanban, lateral and situational management, team and organizational development as well as Agile HR.