>> Objectives
> Put in place a strategy for resolving the difficulties identified in the initial phase of the operative diagnosis;
> Consolidate the achievements on the 3 dimensions worked on: strategy, communication, relational attitude.
>> Format
10 sessions maximum of one hour – face-to-face or by telephone
>> Principle
> The systemic and strategic support interview focuses on the way in which the employee approaches the professional situation in which he is experiencing difficulties in order to bring out a different perception of it.
> With this change in perception, the coachee will be able to approach their situation differently.
>> Conduct of an interview
> Perception of the situation experienced by the coachee according to his point of view and in concrete, current, interactional and dynamic form: "who complains about what and does what to whom and with what consequences on whom" .
> Distinctions are made between complaint, request and symptoms in order to better define the mechanism of the problem and its issues.
> Investigation of current resources and limits in the 4 dimensions: rational, emotional, behavioral and relational.
> Highlighting the difficulties experienced by the employee and the challenges of change.
> Consideration of the repercussions of the difficulties encountered at the personal, relational and contextual levels.
> Reframing the situation from a concrete, current, interactional and dynamic perspective.
> Contractualization of a clear, concrete, realistic and significant change objective.
> Prescription of targeted and specific actions to be implemented in a three-dimensional perspective:
-> strategy, communication and relational attitude.