The strategic problem solving model will allow you to define the problem and agree on an objective, to analyze and evaluate attempted solutions, then to put in place techniques that will allow you to achieve the objective. Among them, the “how to make it worse” technique, the “scenario beyond the problem” technique or even the mountaineer's technique. These techniques will allow a progressive adjustment leading to a solution.

The implementation of this technique involves asking a person to imagine what the perfect scenario would be like once all current problems and difficulties have been completely overcome. In other words, the person is asked how the scenario would be compared to the current situation, once the problem has been fully solved or the objective has been fully achieved.  

This mental strategy clearly represents the application of an inverse logic compared to ordinary logic and requires the implementation of acts that apparently go against common sense. Once the objective to be reached has been defined, the mountaineer's technique will make it possible to imagine a sequence of stages backwards to the starting point, rather than starting from the initial point and building the sequence of stages. to the point of arrival.

This technique is an essential step in the strategic problem solving model formalized by Giorgio Nardone. It consists in asking oneself what actions should be carried out or avoided in order to voluntarily worsen the current situation.

Problem solving techniques are particularly suited to the world of organizations and companies, for the resolution of complex problems, conflict resolution, organizational problems, restructuring, etc. The training of managers and HR personnel allows them to acquire effective tools for problem solving.

The systemic approach to relationship management improves relational performance by developing emotional and relational skills and collective intelligence ; improve the quality of life at work (QVT) and the PSR prevention system . With a scientific approach to the evaluation of well-being at work , it helps to prevent psychological disorders and conflict situations at work. This approach also makes it possible to support companies in their complex transformations at the level of businesses and organizational changes.

The Master's in Relationship Management proposes to acquire the tools of the theory of strategic systemic communication in 3 teaching cycles, ranging from the theoretical lessons of communication from Palo Alto and the art of strategic systemic Problem Solving, to practical workshops on the development of soft skills (speaking, decision-making, management of emotions, conflict management, strategic communication).

The relationship is at the heart of many professions: teachers, managers, HR, health professionals. Today we are witnessing a real loss of meaning for these professionals, which can lead to psychological disorders such as depression, burnout, loss of self-esteem, suicide. Others sometimes choose to leave their jobs in this movement of unprecedented magnitude of "Big Quitting", the big departure. But isn't this loss of meaning due to a break in the relationship where the individual, caught up in his function, ceases to exist? How to take into account the individual as a whole in structures with rigid architectures? How to communicate better to avoid the installation of dysfunctional relationships and their consequences on the quality of life at work?  

Our global and systemic vision of well-being at work makes us experience that it is the relationship between the individual (or a group of individuals) and their environment that allows them to understand their situation in conditions of well-being. . The quality of life at work, confidence, the feeling of happiness emerge when we manage to overcome each and together the challenges of work according to a satisfactory balance.

In the event of suffering at work, we observe that it is these individual and collective regulations that are ineffective and become pathogenic. Within a framework of guaranteed confidentiality, we help the individuals or the teams concerned to mobilize their resources so that they can apprehend their situation again in conditions of well-being.

• put in place intervention mechanisms that respond to individual or collective complaints
• support one or more employees who are suffering from a situation for which no one can find a solution
• be able to act effectively and quickly in a virtuous resolution of the situation of suffering
• control and avoid costly side effects
• act on complex situations: problems of suffering at work linked to a behavior of transformation, suffering at work (burn-out, conflicts, harassment), crisis situation (strikes, threats of suicide attempts or events where there could be post-traumatic stress)

• managers who wonder about the strategy or the communication to adopt within the framework of an individual or collective device to support suffering at work
• managers who wonder about their way of interacting with one or more members of their team. The assistance will enable him to exercise a more strategic managerial influence, both from the point of view of the context and its challenges, and from the point of view of communication and the relational style to be implemented,
• employees in pain (manifestation of worrying symptoms) or in relational conflict in their professional activity,
• representatives or medico-social staff who wish to better understand an employee's complaint and feel the need to be guided on the best strategy and communication to implement. This support is particularly effective for complex situations and/or situations with exacerbated emotional components.

The quality of life at work, confidence, the feeling of happiness emerge when we manage to overcome each and together, according to a satisfactory balance, the challenges of work at the heart of the dynamics of production, decision-making and cooperation.

LACT is committed to seeking the continuous improvement of its interventions, which aims to reinforce or restore the perception of well-being at work; this quality approach is embodied in the animation of a research program "LACT Research", where the interventions are documented and evaluated in a qualitative and quantitative way, and of a network of research practitioners in strategic systemic approach, SYPRENE, to share experiences and expertise with universities and institutions in France, Italy, the United States and Mexico, in particular to develop interventions in companies and adjust the methods of their efficiency.

For each type of our intervention, the beneficiary(ies) assesses their own well-being at work before and after the intervention; the aggregation of anonymized assessments allows our customers to objectively and transparently assess the overall perception of well-being at work.

• managers in their reflection on how to approach QWL and the prevention of psychosocial risks
• the actors involved in the management of a transformation project to mobilize all the actors that the transformation directly impacts, to develop the relational agility of the managers concerned and to stimulate collective intelligence 
• actors from the QVT and PSR prevention groups, to define, implement and evaluate their actions for prevention and management of complex situations
• the actors involved in the management of pathogenic situations to regain control over a crisis situation and restore a quality balance (occupational physician, HRD, managers, management),
• management of suffering at work where it emerges (at the individual or collective level) within a framework of confidentiality. We help the individuals or teams concerned to mobilize their resources so that they can re-apprehend their situation in conditions of well-being.
• companies thanks to interventions adapted to the overall prevention and QVT actions system. We implement feedback mechanisms focused on processes and not on individual situations.

LACT offers 2 relationship management training courses: The Master's in Relationship Management with certification from the University of Paris 8 and the Systemic and Strategic Coach Diploma.

One-year course (adaptable over 3 years or by teaching module) to acquire the fundamental theoretical lessons of strategic problem solving and the Palo Alto approach as well as practical lessons on the implementation of these techniques in collective workshops.

The Strategic Systemic Coach training course (2-year course) provides the fundamentals and techniques to guide change and solve individual and collective problems. 

• guide change 
• solve individual and collective problems that you may encounter in your professional life. 
• know the operating processes of complex professional ecosystems ( companies, organization, administration, association, etc. )
• calibrate strategic communication and relational leadership.

• the leaders 
• the actors involved in the management of a transformation project to mobilize all the actors that the transformation directly impacts, 
• actors from the QVT (Quality of Life at Work) and PSR (PsychoSocial Risks) prevention groups, 
• the actors involved in the management of pathogenic situations (occupational physician, HRD, managers, management)