April 5, 2023 from 6:30 p.m. to 8:30 p.m.0
Come and discover our training courses in strategic systemic approach, hypnosis and strategic coaching. You will meet the trainers of the University of Paris 8 and will be able to discuss with them!
The Master's in Relationship Management teaches the relational approach to management derived from the communication theory of the Palo Alto school, which emphasizes interactions and soft skills in your relationships with yourself and others. , to your work environment and to the world in general.
A training that allows you to:
deploy your resources
to improve your professional performance
to better understand
relational and psychological issues
In partnership with
Problem solving and business performance
The work of the Palo Alto school has opened up a whole section of research on strategic logic, an action planning model based on the objectives to be achieved and the problems to be solved. This type of logic takes into account the phenomena of logical ambivalence by using paradoxes or contradictions as real operational tools. In a causal and circular systemic view, communicative paradoxes and self-fulfilling prophecies were identified by the founders of the systemic approach as the building blocks of many important relationships between human beings and their reality. Giorgio Nardone modeled this Problem Solving approach to develop a powerful problem solving tool.
TRAINING COURSE 2023/2024
This distance learning Masters is made up of a set of modules divided into 3 study cycles. You will obtain the Diploma in Relationship Management at the end of the 3 training cycles. A certificate will be issued at the end of each cycle. You can register for a single cycle or directly for the 3 cycles with a preferential rate.
COMPLETE REGISTRATION FOR THE 3 TRAINING CYCLES
Relationship Management Diploma
Have experience in team or project management in HR or operational
35 hours of lessons
1 individual coaching of 45 minutes
35 hours of personal work approximately
- Develop your relational quality in the organization to strengthen the quality of life at work
- Public speaking to gain impact to gain impact
- Think Outside the Box with Strategic Systemic Problem Solving
- Manage emotions to better prevent risks and conflicts to better prevent risks and conflicts
- Strengthen your resources and your leadership with 1 systemic individual coaching
Certificate Cycle 1
Strengthen your communication
to have validated cycle 1
47 hours of lessons
1 individual coaching of 45 minutes
40 hours of personal work approximately
- Develop active listening and empathy with the "resilience compass"
- Anchoring one's presence and relationships with theatrical techniques
- Decision, but what decision?
- Strengthen your leadership with systemic collective intelligence
- Deploy its communication to better prevent with the exchange of practice
- Strengthen your resources and your leadership with 1 systemic individual coaching
Certificate Cycle 2
Develop your soft skills
to have validated cycle 1 and 2
1 individual coaching of 45 minutes
50 hours of personal work approximately
University Certificate with
POSSIBLE EQUIVALENCE :
3 additional modules to follow to access the diploma of
systemic coach or systemician ® (practical level)
Business performance and strategic problem solving model
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 scenario beyond the problem
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.
The technique "how to make it worse?" »
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.
Is problem solving effective in improving business performance?
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.
Systemic approach, prevention of conflicts in companies and psychological disorders related to suffering at work
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 consequences of a bad relationship on the individual
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.
What is relationship management
Relationship management requires learning communication and relationships. Thanks to the tools of the theory of communication developed by the School of Palo Alto, a new type of functional relationship is established and makes it possible to prevent psychological disorders linked to dysfunctional relationships. This systemic and strategic communication also makes it possible to improve conflict management for better organizational cohesion.
Examples of business support
- 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)
Who can train in relationship management?
- 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.
A scientific approach to the relationship
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.
relationship management tools
Problem Solving brings together operational tools to be able to better define the problem encountered in its given context, in order to find the most appropriate solutions. It offers new methods of investigation that will lead to think outside the box, to find solutions even in seemingly impossible situations with problem-oriented techniques and solution-oriented techniques to be able to assess in depth the problem they face. The method of strategic problem solving is rigorous but not rigid, and can be applied to different contexts: individual, family, school, company, etc. She takes an ecological approach to avoid dealing with problems in a one-size-fits-all way. Additionally, participants will learn how to create a step-by-step action plan by taking an action-research approach to their practice.
Systemic and strategic communication comes from the interactional, systemic and cybernetic models that make up relationships, and from work on communication skills drawn from Paul Watzlawick, Milton Erickson, or even Giorgio Nardone and strategic dialogue, developed at the Centro di Terapia Strategica of Arezzo, Italy. Throughout history, great thinkers and leaders have used dialogue as their primary means of inducing creative thinking and influencing others toward change. Dialogue is undoubtedly an essential coaching tool. Based on the studies of Human Communication and on the analysis of the powers of influence, Nardone and Salvini (2005) have developed a set of communication strategies which they call the "Strategic Dialogue" which transforms a simple dialogue into a genuine means of change. Participants will be guided to acquire and master this model of persuasion which contains specific advanced communication strategies. This model is rigorous and flexible, it is self-correcting, reproducible and adaptable to various social contexts; finally it is transferable, that is to say that it can be acquired and mastered by almost everyone. This module takes a learning-by-doing approach where students are guided to practice and master these advanced communication strategies.
Work on emotion regulation studies “how individuals influence the emotions they have, when they have them, how they experience them and how they express them” (Gross). Emotion regulation is defined as the cognitive or behavioral strategies that are used to alter the circumstances in which an emotion occurs, the experience of an emotional response (including intensity and duration), or how an emotion is expressed to others (Gross, 2002).
The systemic and strategic coaching interview
The systemic and strategic coaching interview focuses on the way in which the beneficiary approaches the professional situation in which he is experiencing difficulties in order to bring out a different perception of it. Because he may perceive his situation differently, the way he will be able to approach it will be different and in this way allow the rapid disappearance of the unwanted symptoms or the problem encountered.
- The interview process includes:
- 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", distinctions are made between complaint, request and symptoms in order to better define the mechanism of the problem and its stakes.
- 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,
- Contractualization of a clear, concrete, realistic and significant change objective in a three-dimensional perspective: strategy, communication and relational.
- Prescription of targeted and specific actions to be implemented in situ.
Manage the QVT approach and the PSR prevention system
We approach the improvement of the quality of life at work and the prevention of psychosocial risks from a global perspective. The objective is to focus attention on the processes of interactional regulation at the heart of the dynamics of production, decision-making and cooperation, and on the way in which the individual and the group can agree to improve them; it is an approach that stimulates learning, experiences and collective intelligence, and energizes social and professional dialogue.
Individual support is offered to measure the quality of individual and collective interventions and assess a tangible improvement in the state of well-being of your managers and employees.
- A rigorous methodology of evaluation by the client and by the practitioner as the sessions progress for consultations and interventions
- A network of around thirty contributors in France and abroad, part of a quality approach to serve relational and psychological regulation and well-being at work.
- Self-administered questionnaires validated by the APA (American Psychological Association): GHQ12, ORS, SRS
Who is the individual support intended for?
- 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.
Where to train in relationship management?
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.
Master's in Relationship Management in partnership with the University of Paris 8
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.
Diploma in strategic systemic coaching in partnership with the University of Paris 8
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.
Who are these courses for?
- 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)
Keywords: Palo-Alto , strategic systems approach , Eating disorders