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Professional Co-development


What is Co-development ?

The professional co-development group is an approach to development for people who believe they teach each other with a view to improving their working practice. Individual reflection and group discussion is favoured by a structured consultation exercise focussing on the issues currently faced by the participants..."

Adrien Payette and Claude Champagne

(creators of the method)


This method, which originated in Canada, is at the crossroads between action, experiment and group dynamics.


The training-action groups comprise between 4 and 8 people, and are accompanied by a specially trained facilitator who makes sure the process runs well.

One by one, the participants take the role of a client to present the aspect of their practice they would like to improve or the questions posed by the progress of their project. The other participants act as consultants to assist the 'client' and enrich their understanding and capacity for action on the topic presented. Discussions between group members are structured by a specific consultation process.



The features of Co-Development :

  • A learning community based on listening, speaking, thinking and action
  • The implementation of collective intelligence
  • Structured, guided interaction
  • A 6-stage process which is at once simple, subtle and demanding
  • A forum for shared discussion and practice
  • Practice built over time

    For whom ?

    Peer groups, whether they be managers or not, within the same company or from different companies, who are motivated and wish to benefit from a helpful and enriching cross-functional view of their working practice.


    The Objective


    The aim of this innovative method is the take a step back and reconsider one's professional practice, one's way of solving problems and leading projects.


    It also favours :

  • individual professional development : each person can discover the way they operate, their limits with regard to problem-solving and overview of situations, their areas for progress conerning their relationships with co-workers, their listening ability, etc.
  • shared cultural development : learning a more cooperative way of working and developing cross-functionality

    The structure of a session

    Group interaction is structured by a 6-stage process :


    1. Presentation of an issue, a project or a preoccupation

    2. Clarification of the issue : questioning to obtain factual information

    3. Consultation contract

    4. Exploration : comments, reactions and suggestions from the consultants

    5. Summing up and action plan

    6. Conclusion : evaluation and assimilation of learning by all parties


    This work, for any group, should be understood as a continuing, progressice process.