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Pierre Blanc-Sahnoun, Elizabeth Taub Feld Bahia, July 13th 2011 In memory of Michael White

Narrative coaching, Salvador narrative intl conference presentation

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Here is the presentation on Narrative Coaching that we gave at the 10th Conference of Narrative therapy and community work in Salvador de Bahia (july 2011). We are happy to share it now with all our colleagues who would be interested. Thank you for using it only for teaching matters and personal documentation. Pierre Blanc-Sahnoun and Elizabeth FeldLa Fabrique Narrative from France

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Page 1: Narrative coaching, Salvador narrative intl conference presentation

Pierre Blanc-Sahnoun, Elizabeth Taub FeldBahia, July 13th 2011

In memory of Michael White

Page 2: Narrative coaching, Salvador narrative intl conference presentation

Hello, we are French…Alô, somos Franceses

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Why bring Narrative into the workplace ?Porque idéias narrativas são relevantes no local de trabalho The big private companies set a new

dominant order based on performance This dominant culture spreads over every

sector of life, especially public services, hospitals, social work, prisons, etc. which are supposed to meet the performance criteria and the financial models of the private companies

The financial markets have taken the power over most companies and that this power brings into question the place of people and of productive investment in the value creation process

This state of things puts more and more pressure on the managers' shoulders and that the gap between local understandings of work and life and global requirements of performance is increasing

The workers have less and less chance to connect their hopes, dreams and values to the demands of the companies

As grandes empresas privadas estabelecem uma nova ordem dominante baseada em desempenho

Esta nova cultura se espalha em todos os setores da vida, especialmente nos serviços públicos, hospitais, trabalho social, prisões, etc, que supostamente devem estar de acordo com critérios de desempenho e com os modelos financeiros das empresas privadas.

Os mercados financeiros tem assumido o poder sobre a maioria das empresas e este poder questiona o lugar das pessoas e do investimento produtivo no processo de criação de valores

Este estado das coisas coloca cada vez mais pressão nos ombros dos administradores e o fosso que separa o entendimento local do significado do trabalho e da vida e os requerimentos de desempenho globais está se tornando cada vez maior.

Os trabalhadores tem cada vez menos chances de conectar as suas esperanças, sonhos e valores às demandas das empresas.

Page 4: Narrative coaching, Salvador narrative intl conference presentation

Why bring Narrative into the workplace ?Porque idéias narrativas são relevantes no local de trabalho This state of things increases suffering at

work, the suicide rate, disorientation and demotivation

More and more managers engage in violent or coercive behaviors to try to respond to what is expected from them

At the end of the day, all this decreases the performance and the long term development of the companies and destroys work in most western countries, weakening the ability of the state to represent the people, and to provide adapted responses

… and because Narrative Practice allows people to rebuild work-communities based on local skills and experiences and making rich connections between their identities as human beings and their stories as workers.

Esta situação faz aumentar o sofrimento no trabalho, a taxa de suicídio, a desorientação e a falta de motivação.

Um número cada vez maior de administradores se envolvem em comportamentos violentos e coercitivos na tentativa de responder ao que é esperado deles.

No final, tudo isso faz cair o desempenho e o desenvolvimento das empresas a longo prazo e tem ainda destruído o trabalho em muitos países, enfraquecendo a habilidade dos Estados, que representam o povo, em prover respostas adaptadas.

  … e porque a Pratica Narrativa permite que as

pessoas recontruam trabalho-comunidades baseadas nas habilidades e experiências locais estabelecendo ricas conexões entre as suas identidades como seres humanos e as suas estórias como trabalhadores.

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The «big five»

Performance Money for the

shareholder Profit Compliance Constant growth

Os «cinco grandes»

Desempenho Dinheiro para os

acionistas Lucro Conformidade Crescimento

constante

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What is in common : mostQue razões temos para lançar mão do coaching narrativo ?

A work community is a community defined by its preferred stories (merger)

A work story is a story Work is a strong narrative theme (values,

hopes) supporting multiple stories Money, performance, success, added value,

deliver the objectives… are the themes of an overwhelming dominant story supported by all means by the dominant cultural context.

A company itself is a story (K. Weick) People respond and resist (coffee machine,

rumours, « resistance to change ») These are not artefacts or a disability of the

groupe, but thin traces of alternative work values underpinned by alternative work stories

There are lots of metaphors and images in the folk culture that can account for these dominant or alternative organizational models (Village Gaulois, western, Gladiator, Prova d’orchestra, the Godfather, Star Wars…)

Uma comunidade de trabalho é uma comunidade definida pelas suas estórias preferidas (fusão)

Uma estória de trabalho é uma estória O trabalho é um tema narrativo forte (valores,

esperança) que apoiam multiplas estórias Dinheiro, desempenho, sucesso, valor agregado,

entregar objetivos...são temas de uma estória avassaladoramente dominante apoiada de todos os modos pelo contexto cultural dominante.

Uma empresa por si só já é uma estória. (K. Weick) As pessoas respondem e resistem (maquinas de

café, rumores, « resistência a mudanças ») Estes não são artefatos ou deficiências do grupo,

mas sim leves traços de valores alternativos do trabalho sustentados por estórias alternativas do trabalho

Existem muitas metáforas e imagens na cultura popular que podem atestar desses modelos organizacionais dominantes e alternativos (Village Gaulês, Western, Gladiador, Prova d’orchestra, O Poderoso Chefão, Guerra nas Estrelas…)

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What is specific : littleQuais são os obstáculos para o desenvolvimento do coaching narrativo organizacional ? Mostly our representation of

business and companies as « another world » and narrative consulting in the organizations as « another skill »

Multiplicity of stories about the same topic, implicit prevalence of the customer version

Localization of the problem and initial meeting with the management with negociation about the problem’s property (Gérard Lambert has a leadership problem)

Normalizing pathologizing coaching Narrative coaching and problem

dissolution vs. the tradition of problem resolution in organizations

Sobretudo a nossa representação dos negócios e das empresas como « um outro mundo » e a consultoria narrativa nas organizações como « uma outra habilidade »

Uma multiplicidade de estórias sobre o mesmo tópico, a prevalência implicita da versão do cliente

Localização do problema e encontro inicial com a gerência com a negociação sobre a propriedade do problema (Gérard Lambert tem um problema de liderança)

Coaching Normalizante Patologizante Coaching Narrativo e dissolução de

problema vs. Resolução de problema nas organizações.

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The limits of narrative coachingQuais são as precauções a serem tomadas?

Company dominant culture about management and relations (management by terror, by greed, « humanist bet »…)

Shareholder culture (measurement of performance)

Management willingness and stories about being a leader

Administração dominante da empresa e cultura das relações (gerenciamento por terror, por ganância, « aposta humanística »…)

Cultura do acionista (mesuros da performencia).

Disposição da Gerência e estórias sobre ser um líder.

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What reflections for your own practice with organizations ?

Que reflexões na sua prática com as organizações ?

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Case studies

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Narrative individual coachingCoaching Narrativo

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Narrative individual coachingCoaching Narrativo

John Stillman / Barbara Smith

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Elements for constructing an alternative

story

Allies of the dominant story

Being out of phase :

•With others•With the group in general•With a certaintypr of conformity

•Le décalage works in both directions, en négatively and positively•It facilitated reaching a good level of success•It is also cause of suffering•Il requires a considerable expense of energy in order to compensate

Bottom line goal: To leave something behind that contributes qui apporte une contribution, à quelqu’un, à

un groupe, à mes valeurs….

Identified problem : Reactivity Identified problem : Reactivity

Internal Elements •« Soupe au Lait »•Depression•Boredom, lack of interest •A feeling of infériority•« nègre de service »•Feeling of being out of place »•Not paying attention to others

Outside elements

•Rejection of schools/profs •Rejection of structure/ hierarchy type « school »•Situation « not in y place »•Bothered by remarks coming from people I don’t respect

Exterior elements

•Nice image of success•Social Comfort• Matérial security

Internal elements •Revolt, so always positive though sometimes negative effects •« Hunter »,innovative…•Contributing, creativity…•Malin plaisir à la différence

Dominant story

In fact the real problèm

Session n°4.

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14

Séance 12 crossing the river

Confiance

Reconnaissance

Créativité

Esprit d’équipe

Droiture

Engagement

Dynamisme

Partage

Construction

No power No desireie

Désengagement

Stress

suffering

Inventaire du Bien-être

Niveau d’adéquation

Analyse de satisfaction Résultat

Temps libre

pour la suite

A l’abri du jeu

de Pouvoir

Intérêt minima

Engagement minima

l

Stress normal

Tranquillité

Aujourd’hui : situation transitoire

Pas d’innovation

Yesterday : initialSituationWorking at ***** Partir vers l’histoire alternative

Bingo PME Techno

Brouillarddes

affaires du Monde

Tout seul, je n’ose pas L’éclaireur

50%

30%

20%

Environnement créatif

Niveau de vie

Type de poste

PDG

Biz Dev FinProdLe Catalyseur

Moi

Ma place dans la structure : PAS N°1Hiérarchie des valeurs

Résultat :

Choice/Decision/Action

Choisir l’Histoire Alternative

Demain : LE BUT

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Exercice by pairsExercicio em 2 What do you value in your

job ? Tell a story that happened in

your job and illustrates this What is it in this story that is

precious to you ? Are there any specific hopes,

values, commitments, visions… relating to this ?

How did these hopes, values, etc. appear in your life ?

Does this connect you to some beliefs, ideas of a community (family, religion, culture…) that you relate to ?

What was it like for you to speak about these topics ?

O que você valoriza no seu trabalho ?

Conte uma estória que tenha acontecido no seu trabalho e demonstre isso

O que nessa estória é precioso para você ?

Existem esperanças, valores, compromissos, visões específicas… relacionadas a isso ?

Como estas esperanças, valores, etc surgiram na sua vida ?

Isto conecta você com algumas crenças, idéias de uma comunidade (familia, religião, cultura...) com as quais você se relaciona ?

Como foi para você falar destes tópicos ?

Adapted from David Denborough, « Collective Narrative Practice »

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Narrative teambuildingContrução de Equipe Narrativa

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Building a work communityContrução de comunidade de trabalho

With permission of MW Brands CompanyRéal. Eric Bouget

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Narrative trainingTreinamento Narrativo

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Narrative change managementGerenciamento de Mudança Narrativo

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Applications of the tree of life in the organizationsAplicação da árvore da vida nas organizações

With permission of Dina ScherrerInspired from Ncazelo Ncube (REPPSI) and David Denborough

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Narrative response to suicide and burnoutResposta Narrativa ao suicídio e burnout (estresse profissional)

   

http://www.dulwichcentre.com.au/explorations-2009-1-pierre-blanc-sahnoun.pdf

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TakeoutsContribuições

What new perspectives / thoughts / ideas / for you in your work ?

Que reflexões / idéias na sua prática em seu contexto ?

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Merci beaucoup et…Muito obrigado e…

[email protected]@cooprh.com

http://www.cooprh.com/pratiques-narratives/