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Guided intervision teaches you what intervision is, what format or structure works well within intervision meetings, how to start and maintain an efficient intervision group and how to safequard the process for an autonomous group of peers or colleagues, without assistance of trainer or facilitator.

Key learning goals of the intervision during trainingdays Level 2 are:

  • to fully grasp the basic principles of intervision

  • to apply the necessary skills for peergroup / collegial intervision

  • to learn to reflect on your own professional conduct

  • to offer and receive correct feedback

  • to bring in casematerial from your own (client)work

  • to detect old / unwanted patterns in yourself

  • to change those patterns for new behaviour

  • to write reflection reports

  • to be able to continue independently with an intervision group

  • to be able to start a new intervision group

  • to exchange / share problems and solutions

  • to remain motivated in your work

  • to listen to, accept and empathise with others and to learn from others

  • to stay open for other methods or working styles

  • to learn independently

  • to increase your professional skills

  • to describe in your essay how you have done that.

Within intervision we work at 3 levels:

- Concrete level: Talking about a work-related problem may produce obvious solutions, either because you detect your own blind spot or because the intervision group assists you in your exploration. Sometimes, you may be able to apply such solutions at the very next opportunity. Intervision may help detect even more (less obvious) solutions that might work equally well. This level focuses on fact-finding and exploration.
- Analysis / suggestions level: on the basis of what has been presented and described, it may be possible for each participant to analyse the problem and to come up with suggestions or advice (the various intervision models provide opportunity for that at some point in the process). PP gets a number of suggestions or advice and responds as to which ones seem useful and why. This is the more open approach. PP ultimately selects her / his own strategy or solution. That way it may be possible to select elements of various suggestions and yet compose your own solution and foster new behaviour in yourself.
- Reflection level: a more advanced group or a group with a specific professional background can learn to work more reflectively. By reflection we mean looking back, pondering interactions and searching for (hidden) meaning, with the aim of widening one's perspective and possibly allowing for positive behaviour changes. Such a group would not close itself off for concrete advice, but would prefer to widen the scope of exploration from the presenter of the problem to all participants. Material for reflection is offered in order to come to new insights, this may ultimately lead to behaviour change at the level of attitudes, norms and values.

Further learning goals for intervision that relate primarily to enlarging the scope of one's professionality and expertise, can be:

  • presenting and phrasing aspects of professional conduct as a clearly defined (problem)area for investigation, analysis and clarification

  • optimalising the quality of individual professional functioning.

Subgoals can be:

  • allowing for exchange, sharing and support

  • increasing work motivation

  • enlarging the range of one's skills

  • seeking alternatives to solutions and making choices

  • learning to work autonomously

  • learning to listen, accept, empathise with others

  • learning to work with new methods.

In that respect, the intervision group can fulfil various functions:

  • The intervision group as place for exchange and relating - This tends to be necessary at the start of each meeting and it has a social function in providing a sense of 'belonging'. People feel the need for a small and safe group because of the clear space and the holding and sharing it provides them with.

  • The intervision group as support group - In the intervision group there is attention for your story, your own feelings of anger, vengeance, agression or frustration. In the intimacy of a small group, these things can get a place and can produce new energy.

  • The intervision group as coach - In the intervision group there is a searching for effective solutions or guidance and there is reflection and thinking out loud. This can raise everyone's quality and professionality, also because of the autonomous nature of the group and because of adherence to good process-guiding rules.

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