IMPROVE RELATIONS TO GAIN IN EFFICIENCY

Whatever the type of intervention, the strategic systemic approach is its backbone. We can vouch for it: this particular approach is not based on personal development but rather on relational development. Whether in individual or collective interactions, it enables us to see a person’s human relations system improve.

Through support or coaching, our interventions meet the efficiency needs required in relational development. Change does not just take place rapidly (3 to 5 sessions) but it is also durable in time. So, how does it work exactly?

We are..
Close to our clients Systemics specialists Supportive About technique fun Demanding

But not..:
Overbearing Magicians Condescending About hassling Far-fetched Uptight

Experimenting to evolve

Our interventions rest on two main pillars: support and coaching. Both are based on the strategic systemic approach (theoretically, you’ve already got that bit! ☺) but they also rely on assimilation through experience. Whether through support or through coaching, the tasks or exercises given between two sessions aim to help the coachee to go through what is known as a corrective emotional experience. Through these exercises, by coming out of their vicious circle, the relational consequences that result from the change in behaviour are experienced at emotional level. For the coachee or manager undergoing this corrective emotional experience, the result is the acknowledgement of their own responsibility and ensuing empowerment in their relational interactions. He or she can then take on their role as an actor who is responsible for his or her behaviour and its relational consequences in a given situation.

“You are perfectly right… from your point of view”

- Paul Watzlawick -

Individual support

To come out of the vicious circle, and by using the strategic problem resolution movement, the systemics specialist determines which solution attempts have been used by the person up till then. Through exercises or tasks that are given between two sessions, these solution attempts are abandoned in order to resolve the difficulty in question.

Collective support

For all hierarchical groups, – teams, business units or board of directors – relational interactions are to be pampered, not least because they are meant to ensure effectiveness. By analysing the dynamics which are in place, we look at each and everyone’s contributions to the overall energy and we work in depth to collectively inspire new relational interaction perspectives.

Coaching on a specific job

Aimed at managers, coaching on the job aims to help them acquire the main keys to systemics. When done individually, through tasks given between sessions, learning to think systemically helps not only to tackle relational deadlock situations such as the feeling of lack of legitimacy, relational conflict management, change management.

Collective coaching

Aimed at managers, collective coaching consists in grasping managerial situations from the systemic thinking angle. Through learning and the sharing of experiences, it helps to prepare for change at hierarchical level, at parity level it helps regain relational flexibility, and at interpersonal level it helps optimise relations between managers.

Becoming the actor of your own change

At Meetwiz, we feel that a person is more than just their problem and that every individual, as he or she is, has the resources to surpass him or herself. When you have the feeling that you are at a dead-end, that you’ve tried everything and that a vicious circle has set in, the strategic systemic approach considers not the person as an isolated entity but as a link in the chain of their own system (their environment). By making the person the main actor of their own change, by giving exercises between sessions for instance, the person acquires the freedom to act differently and to get out of the problematic situation they were in.