I discovered the codevelopment when I joined ViTi in 2016 as a sales representative. The founder ran remote codevelopment sessions each week to introduce our digital approach to codevelopment to those who wanted to experience it to get an idea of it. (Besides, for those who are interested, the discovery sessions continue every week: you are welcome to discover the method and / or its use remotely on our dedicated platform: to register, it’s by HERE).

I participated in these sessions every week, so that one day, when it was necessary to replace the facilitator at short notice, I did it without blinking. I was not trained but I had accumulated about fifty sessions as a participant in my pedigree. Little by little, I started to lead these sessions and the participants’ feedback confirmed me in my belief that I had the codes and that additional training would not be necessary …

However, I was officially trained and then I passed a certification. I understood through this training and by noting the differences in my animation following that how much it was necessary. I hope to show you how in this article.

For those who have a short summary of what the Professional Co-Development Group is, it is HERE.

Why an article on the importance of training when you want to lead codevelopment?

Because ViTi trains in codevelopment, you will tell me! Yes, but not that … Because the thing is more complex than it seems and being formed is not enough! This is the first step, the second is the practice! We will come back to that.

Let’s start by deconstructing some preconceptions.

1. The codev is a process that we follow

Yes and no. Indeed, each session is structured around six stages: 1. Presentation of the subject, 2. Clarification, 3. Request and Contract, 4. Consultation, 5. Commitments, 6. Feedback and Learning. A facilitator initiated into these steps will be able to give a clear instruction for each. However, the process is more complex than it looks.

First of all, the trained facilitator will play a role in the constitution of the group to ensure that the following conditions are met: parity of the participants, no hierarchical link, no conflict of interest, a willingness to participate and to open up to others through the method.

The constitution of the group is not to be taken lightly! Just like the stage of preparation of the subjects. The trained facilitator is able to guide each of the participants in the statement of the subjects, and to identify the potential flaws which would appear in a subject apparently “valid”, ie which meets the criteria: real, current and unresolved, actionable, non-technical, important.

Indeed, by his training and his practice, the animator can identify the following pitfalls: 1. Present a “false” subject for fear of giving himself up to others, 2. Present a subject on which one has in reality not really of leeway, 3. Bring a subject on which we actually do not want to get help from the group, or not act, 4. Bring a subject whose level of emotion is too high to be treated, .. .

Through his training, which includes supervised practice and practice, the facilitator develops his intuition and the ability from the start of a session to question each of the participants to prevent a session from turning badly because of a subject that does not. would not be “codev compatible”.

In addition, at each step, the facilitator will have to show this same attention to be vigilant to everything that a novice eye would probably not see: changes in posture, tone of voice, the lexical field used, silences , the feelings of the group, …

2. The codev consists in enforcing the main principles

Yes and no. Although the main principles of codevelopment (non-judgment, confidentiality, benevolence, commitment) are apparently simple to apply, in reality, making them respect throughout the session is more complex.

What to do when a participant slips and passes judgment? “Reframing” it without hurting it is essential to preserve the group and the integrity of the client. But when the words have been said … not so easy to take it up. A trained facilitator will be better able, from the start of a sentence, to identify that it is going in the wrong direction and to immediately interrupt the person to guide him in his formulation. He will also know better how to handle the situation, trained to do so.

When all is well indeed, it is not complicated to apply these principles. But the reality is that each speaking represents a “risk”, because we are all in the learning and we can make mistakes. It is when things go wrong that the facilitator perceives his difficulties and what he lacks.

How could I have avoided this gap that plagued the session? How could I have caught up with him? How to manage a situation of strong emotion (crying, anger, …)? These are the questions that training and a lot of practice can answer.

For example, he intervenes in the clarification phase to help the group to investigate fields which would not have been questioned until then. He does the same in the consultation phase to provide answers and be a modeler in order to get the group to rethink its contributions. In the Request and Contract stage, he helps the client to formulate his request and to go through his thoughts to identify the real need for which he wishes to obtain the help of the group.


3. To animate Codev is to facilitate the group’s exchanges

Yes … but not only! What is the role of a codev facilitator? Running a process in accordance with the principles of codevelopment is not enough. The role of the facilitator is to help the group and each of the participants progress by taking a step back from their professional practice and developing new skills. The work on “real cases” makes it possible to achieve this but is above all a pretext to question each other on its practice. We don’t come by codev so much to solve problems as to move forward with peers. Also, the facilitator plays a central role in bringing the group to build skills on the different stages of the process.

4. So what do you learn in a codev training if you know the process and the principles?

First of all, we benefit from the collective intelligence of a group to practice, receive feedback and question ourselves together on complex cases, and how to approach them, to experiment with different facilitator postures, and to propose their own rituals. , find your style, your singularity in the flow, …

Visiting or revisiting the “worst case scenarios” allows you to be ready to anticipate them, defuse them or experience them in order to exploit them for the benefit of the group.

Questioning the extent of the role of the facilitator and continuing the exchanges after the training has taken place in a community of practice and continuous learning, makes all the difference.

At ViTi our codev training includes an E-Codev © day to train in remote facilitation on the SquareMeeting platform. It consists of 3.5 days face-to-face and 6 times 2 hours of remote practice. For more information, contact us on 06 47 09 46 19 or on support@viti-coaching.com

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