Articles
Supporting INRAE groups. How can a collection of individuals be turned into an efficient team?
Published : 1 October 2022
Abstract
The life of any group, especially research teams, is punctuated by changes that are often synonymous with difficulties that require assistance.
The role of INRAE’s network of internal consultants (IC) is precisely to assist group managers to define a strategy adapted to the situation of change facing them. To achieve this, one of the methods used is team coaching, the aim of which is to develop collective intelligence. Several approaches can be employed, but here we have chosen Vincent Lenhardt’s model of 3 stages of development. The advantage of this model is that it is focused on meaning, i.e., on the idea that to transform a collection of individuals into an efficient team, the team must share a common vision and goals. This model allows the coach to establish a diagnostic of the functioning and maturity of the team, and prepare their plan of action.
The ORT (Operation, Regulation, Training) model on which it is based, allows the coach to carry out their action by adapting throughout the assistance provided. The coach there fore shifts between different standpoints, acting in turn as facilitator, mediator and trainer, each time making use of specific tools. By doing so, they take the team through the different stages of development by undergoing a process of collective intelligence.
Thus, by activating collective intelligence oriented towards meaning, the teams promote the potential of their collective aspect while taking into account the individualities of their members. They adhere to a new dynamic that leads them to performance, specific to the last stage of their development.
The role of INRAE’s network of internal consultants (IC) is precisely to assist group managers to define a strategy adapted to the situation of change facing them. To achieve this, one of the methods used is team coaching, the aim of which is to develop collective intelligence. Several approaches can be employed, but here we have chosen Vincent Lenhardt’s model of 3 stages of development. The advantage of this model is that it is focused on meaning, i.e., on the idea that to transform a collection of individuals into an efficient team, the team must share a common vision and goals. This model allows the coach to establish a diagnostic of the functioning and maturity of the team, and prepare their plan of action.
The ORT (Operation, Regulation, Training) model on which it is based, allows the coach to carry out their action by adapting throughout the assistance provided. The coach there fore shifts between different standpoints, acting in turn as facilitator, mediator and trainer, each time making use of specific tools. By doing so, they take the team through the different stages of development by undergoing a process of collective intelligence.
Thus, by activating collective intelligence oriented towards meaning, the teams promote the potential of their collective aspect while taking into account the individualities of their members. They adhere to a new dynamic that leads them to performance, specific to the last stage of their development.
References
- 1. Lenhardt, V. (2015). Les responsables porteurs de sens, culture et pratique du coaching et du team building. Paris. Éditions Eyrolles.
- 2. Nonaka, L., Takeuchi, H., & Umemoto, K. (1996). A Theory of Organizational Knowledge Creation. International Journal of Technology Management, 11, 833-845.
- 3. Schutz W. (2018). L’élément humain - Comprendre le lien entre estime de soi, confiance et performance. Paris. InterÉditions.
- 4. Steiner C. (1980). A Manual on Cooperation. Oakland, California Inkworks Press.
- 5. Stewart I., Joines V. (2019). Manuel d’analyse transactionnelle. Paris. InterÉditions.
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