review · Feedback · 90 min · 4-5 people · medium energy

Intervision on Inner Development

This structured peer-coaching method fosters inner growth and reflection on personal development goals. Participants provide each other with feedback and support, promoting a growth mindset and adaptability to change.

When to use Intervision on Inner Development

Use this method when you want to encourage self-reflection, vulnerability, and peer support in developing inner skills and addressing personal challenges related to societal transitions.

What it solves

Lack of self-awareness, resistance to change, difficulty in receiving feedback, superficial team interactions.

How to run Intervision on Inner Development, step by step

  1. Form groups of 4-5 individuals and assign pre-work: watch a video on Inner Development Goals and reflect on skills for societal transitions. (30 minutes before the first meeting)
  2. Conduct an introductory intervision meeting to explain the process and establish a safe environment. (90 minutes)
  3. Each participant creates an Inner Development Plan (IDP) focused on one inner development skill they want to develop. Share with the group and instructor for feedback. (90 minutes as homework)
  4. Hold regular (weekly or monthly) intervision sessions where participants present a case related to their chosen skill and receive coaching from the group. Rotate roles (chair, coach, case giver) each session. (90 minutes per session)
  5. During the final session, participants evaluate each other's inner skill development using IDP reflections and self/peer assessments. (90 minutes)

Materials needed

  • Video on Inner Development Goals
  • Inner Development Plan template
  • Reflective self- and peer-assessment questions
  • Guidelines for a safe learning environment

Facilitator tips

  • Emphasize the importance of vulnerability and psychological safety.
  • Provide clear guidelines for the intervision process and role assignments.
  • Offer regular office hours to support groups or individuals who are struggling.

Common pitfalls

  • Superficial discussions due to lack of trust. Establish clear ground rules for confidentiality and respectful communication.
  • Participants dominating the conversation. Rotate roles and encourage active listening.
  • Lack of focus on inner development skills. Remind participants to connect their cases to their IDPs.

Variations

  • Use different intervision methods (e.g., the Balint method).
  • Focus the IDP on specific dimensions of the Inner Development Goals (being, thinking, relating, collaborating, acting).
  • Incorporate external experts or mentors to provide additional feedback.

Running it online or hybrid

Use breakout rooms for smaller group discussions and a shared online document for the Inner Development Plan.

What it produces

An Inner Development Plan (IDP) with reflections and self-assessment, peer feedback on openness and learning mindset.

Origin

Adapted from Transition Makers Toolbox — source

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