Reflective practice and team development (RPTD)

This is a form of organisational consultancy which focuses on building reflective capacity within a team and therefore enhancing team work and development. The emphasis is on learning through reflection on the experience of work with clients as well as upon factors which help or hinder effective team work.

The experience of meeting together as a team on a regular basis with a skilled consultant means that a team are more likely to function as a cohesive and communicative and hence more effective unit. Our assumption is that all people can achieve more through co-operation and collaboration with others than through working alone, and to do this effectively is difficult work that requires active engagement in the learning process. The general aim of reflective practice is to broaden and deepen colleagues' individual and collective professional understanding of:

• the interpersonal, systemic and organisational factors that help and hinder the establishment and maintenance of effective working relationships,
• the personal, inter-personal and systemic impact of working with clients on individual workers and teams,
• psycho-social factors that help and hinder workers’ capacities to engage with and reflect upon difficult work experiences,
• group, systemic and organisational processes that help and hinder workers’ capacity to take up effective professional membership of their team,
• interpersonal, group and systemic processes that contribute to more effective management and supervision of individual workers and teams.

What does a RPTD group provide?

• a space for developing reflective practice,
• a chance to develop and maximise each worker's communication, interpersonal and work skills,
• an increased awareness of role and responsibilities involved in team working,
• the development of motivation and autonomy,
• a space for support and challenge,
• a space for sharing experiences of the work and the effect this has on individual workers and the team,
• identification and understanding the challenges of working with and managing difficult client and staff issues in corporate settings,
• an exploration and sharing of negotiating and mediating skills,
• a formulation of appropriate team working goals,
• identifying appropriate strategies for working in teams,
• identifying appropriate situations when external help is required or indicated,
• an understanding of the tension between management needs, staff needs and client needs,
• experiential learning of strategies for conflict resolution,
• enabling and facilitating staff retention,
• improving quality of staff support and the management and containment of staff teams,
• Improving personal and professional outcomes.

Is it really confidential?

All matters discussed in RPTD groups are confidential. Any records avoid personal identification. Should there be issues around misconduct, poor practice or inadequate provision of resources, the RPTD consultant would be authorized to raise the such matters within corporate structures.

Who attends a RPTD group?

This should be negotiated locally, however, as a general principle, it is highly desirable to require all team members to attend as regularly as possible, including the management and administrative staff.

How often does a team meet for RPTD?

Sessions are usually for 1 hour. Regularity is dependent upon context. For a team working 9-5 out of a central office one hour per fortnight would be a usual requirement. For more intensive settings and for teams operating shifts, this should be more regular in order to maintain momentum and consistency.

Where does RPTD happen?

In the context of the organisational work-place.

How much does it cost?

Fees for a RPTD consultation group are negotiated by arrangement.