Lact - Palo Alto School Representative

Palo Alto School Representative

Center for training, intervention and research
Systemic approach and hypnosis

Online Open House on April 5, 2023 from 6:30 p.m. to 8:30 p.m.
Come and discover our training courses in systemic approach and hypnosis

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That which accompanies change

“Treat people as if they were what they could be and you will help them to become what they are capable of being” Goethe

 ship change
  

In a situation of change, everything is a question of perception;
- for some, a simple new gesture to adopt and their world collapses;
- for others, an entire organization is changed, while its members see it as just a logical evolution.

chagt video Changes may require adaptation strategies based on:
- continuity, aiming to improve or optimize performance (level 1)
- discontinuity, involving changes in objectives, structure, techniques or culture within an organization (level 2)

>> See the case study-video

 

Our intervention systems

change schema

 

 

LACT Assistance ©
A global solution to frame, prevent and resolve.


Framework 

Qualitative and quantitative systemic audit ©
Objective: Develop an inventory and a dynamic and interactional vision of the organization's need for change

Framing of objectives
Objective: to mobilize the employer and/or his representative to clarify and explain his objectives and his priorities for action, in charge of the implementation of the system.
 
Mobilize the key actors
Objective: Mobilize the employer and/or his representative to clarify and explain his objectives and priorities for action, aimed at the key actors of change.
>> Watch the video on the dimensions of change

Manage the change support system
Objectives
> Share a common language on change
> Stimulate a dynamic of action

Evaluate and adjust change management
Objective: Validate and update the dynamics of evaluation, development and implementation of actions according to the results obtained.

>>Watch the video on resistance to change

 

Prevent


modules - discovery
 ©

Themes : Stress and PSR or Change or Managerial regulation or HR regulation or Well-being and Quality of Life at Work or Stress management or co-development
Audience : All types of managers or employees concerned
Objective : Discover and experiment with alternative resources to manage complex and sensitive situations thanks to the relational and strategic approach
Content: The main relational difficulties encountered as a manager;
the key notions around the concept of the relationship; the benefits of a relational and strategic vision in the way of solving a problem. Device : 15 to 500 participants.

“The real journey of discovery does not consist in seeking new landscapes, but in having new eyes”
Marcel Proust

 

Training-workshops ©

Theme : Preventing and acting on stress or Change or Managerial regulation or HR regulation or Well-being and Quality of Life at Work or Stress management or co-development
Audience : All types of managers or employees concerned
Objective : To make the individual and collective managerial action
Content: The 7 key stages of the problem solving grid; cases actually experienced by the participants of a complex and sensitive situation at work, with prescriptions; relational profiles, resistance to change, trust and cooperation at work.
Device : 6 to 12 participants.

Distance learning via web-conference/MOOC ©

Theme : Preventing and acting on stress or Change or Managerial regulation or HR regulation or Well-being and Quality of Life at Work or Stress management or co-development
Objective : Develop knowledge and skills conducive to the prevention of psychosocial risks

Develop good communication

Objective : Develop strategic communication skills in the different stages of the implementation of the PSR prevention system

 

Solve

Results: Nearly 80% success


Systemic operative diagnosis  ©
 

3 steps to target the right intervention:
  1. Identify the actors involved in the situation (who is involved / who intervenes)
  2. Meet the actors involved in the situation (gather their point of view / block what contributes to making the problem persist)
  3. Identify the most mobilizable person(s) in the problem-solving process

 

Problem solving coaching ©

4 steps to success:
  1. Contextualization & systemic operative diagnosis
  2. Strategy implementation
  3. Results obtained and readjustment
  4. Fence

 

see also Prevention of psychosocial risks  & resolution of collective unrest

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Quotes

  • Who fears to suffer, he already suffers from what he fears. (Montagne)
  • Everything is difficult before it is simple (Th. Fuller, Gnomologia)
  • The beginning is half of the whole (Plato, The Laws)
  • A little impatience ruins a great project. (Chinese proverb)
  • Self-confident leads others (Horace, Epistles)
  • Be yourself the change you would like to see in the world. (Gandhi)
  • They can because they believe they can (Virgil, the Aeneid)
  • Treat people as if they were what they could be and you will help them become what they are capable of being (Goethe)
  • A little impatience ruins a great project. (Chinese proverb)  

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“The species that survive are not the strongest species, nor the most intelligent,
but those that adapt best to change”.
Charles Darwin

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