Change Management Supervision
The monthly sessions are for organizational development professionals who want to work through their own dilemmas in a safe professional community.
Change Agility Framework (CAFE)
Licensed / external methodologyA change management framework and toolkit that prepares the organization to adapt quickly in the long term as well.
A change management framework and toolkit that integrates the latest research and good practices. Its approach goes beyond supporting the implementation of specific changes: its goal is to create organizations that are able to adapt quickly in the long term as well.
Related programs: Developing Individual Change Skills · Integrated Leadership Program (Advanced) · Organizational Development and Change Management Training · Building Organizational Change Capability · Interim Support for Change Projects · Managing Change, Building Awareness · Change Management Mentoring · Change Management Supervision
What is the program about?
One three-hour in-person session per month in an open group of up to 8 people (a closed group can be started with 6 or more), built on the CAFE framework.
“Everyone comes to me, but where do I turn?” This is the typical dilemma of the in-house OD practitioner, and it is not the only one. Am I a facilitator, a coach, a consultant or an “insider”? What do I do with the tension between senior leadership's expectations and the actual organizational dynamics? Why don't I dare to use methods I actually know? And why is this role so lonely?
What you take away: feedback, a mirror, practical advice and concrete ideas for getting unstuck, and learning from others' experience; relief and renewed momentum from talking through difficult feelings, and rediscovering your own resources; an inspiring professional community and new connections.
Who is the program for?
For in-house OD practitioners, HR professionals, project managers and leaders who are grappling with an organizational development role or related dilemmas. It is especially timely when the role is unclear: facilitator, coach, consultant or insider.
When is it worth starting?
- the role is lonely, and there is no one to turn to
- you need to get past a current difficulty and need a forum to share how you work and the dilemmas you face.
How we work
The material of supervision is the situation you bring: participants work on their own dilemmas, led by an experienced supervisor, from multiple perspectives and with candor. Typical topics: role confusion (facilitator, coach, consultant or insider), senior leadership expectations and organizational pressure, and the loneliness of the role.
Supervision takes place in one three-hour in-person session per month, in an open group of up to 8 people; if at least 6 people sign up, a closed group can also be started, meeting twice a month. Led by an experienced supervisor, the mixed group works on the situations participants bring, from multiple perspectives, in depth and with candor. Its methodological background is the CAFE framework.
Typical topics
- role confusion: facilitator, coach, consultant or insider
- handling senior leadership expectations and organizational pressure
- loneliness in the OD role
- the dilemma of getting too close and losing impact
- inner barriers to using familiar methods
- processing difficult feelings (uncertainty, exhaustion).
Participants get concrete advice and a mirror for their stuck points, learn from others' experiences, and find an inspiring professional community and new connections.
It's also worth starting if:
- you know plenty of methods, but something holds you back from using them
- you need feedback, a mirror and practical advice from peers in similar situations.
