Professional co-development is a type of group coaching in which participants learn from each other and consolidate their practice.
- It involves a structured consultation exercise, covering real-life issues encountered by the participants.
- During the sessions, participants take turns to act as the client and discuss an area of their practice that they want to improve. The other participants act as consultants, helping the “client” to improve his/her understanding and capacity to act.
- Where necessary, we can also include additional activities to meet other learning needs, such as information exchange sessions.
- During the sessions, the emphasis is on combined work and training, with both activities mutually enriching the other.
We use the Payette and Champagne method.
At Progress Consulting, we abide by the key principles of co-development as follows:
- Practice produces knowledge that science cannot produce.
- Learning professional practice is learning to act.
- Discussing your experiences with others provides a unique learning opportunity.
- The practitioner in action is a unique person in a unique situation.
- The subjectivity of the actor is just as important as the objectivity of the situation.
- Work on professional identity lies at the heart of co-development.
- If you want to improve, you have to make room for your weaknesses.
During co-development sessions, participants work towards the following objectives:
- Learn to be more effective by finding new ways to think, feel and act in their current practice.
- Make a point of setting aside time to reflect about their professional practice.
- Establish a professional group governed by the principles of trust and mutual support.
- Consolidate their professional identity by comparing their practice with others.
- Learn how to help and to be helped.