Tuesday morning. It’s raining – a fine drizzle that coats the windows and slows people’s pace. Eight managers from a banking firm arrive one by one, wiping their coats, setting down their bags and exchanging a few smiles, still a little sleepy. Little by little, the room fills up, chairs are pulled closer together, and conversations get underway.

Once everyone has arrived, I slowly take the lead. Silence falls almost naturally. The co-development session can begin. As a coach, I am responsible for creating the framework: a space where people can share their questions, doubts and intuitions — and transform them together. To kick off the discussion, I ask three simple questions: “What is the main professional challenge you’re currently facing?”, “Which issue comes up most often?”, “Have you recently faced a professional dilemma?”.

Everyone looks down for a moment. Then Léo, who has been a manager for eighteen months, speaks up. He takes a deep breath, as if to give himself permission to say something he hasn’t voiced anywhere else before. “I’ll soon be welcoming a new team member who has a disability. I know we’re not supposed to say this… but I’m a bit nervous. I’m afraid of getting it wrong, of not preparing the others properly, or, on the contrary, of overdoing it.” No one around him judges him. Heads nod in agreement, bodies lean slightly towards him. You can sense that something important has just been shared.

Listening and empathy at the heart of our approach

I outline the next stage: an attitude of active listening, active empathy, and the importance of asking questions and seeking clarification. My role is to ensure a space where Léo can see his thought process through to the end without being interrupted too soon, and where the group can support him without imposing their own certainties.

The co-development stages follow one after another. The others first help him to clarify his topic. The questions remain open-ended, focused on understanding. As he speaks, Léo puts into words what is going through his mind: the fear of giving a poor welcome, of failing to anticipate needs, of unintentionally putting the person in a difficult position. But also the fear that his team might feel unsettled, that unspoken issues might take over. He realises that his apprehension reveals, above all, his desire to do the right thing.

Put forward ideas and discuss them to find a solution together

Next comes the time for ideas and support. I remind everyone of the rule: ‘We offer suggestions, we don’t impose them.’ His colleagues share their experiences and best practices, as well as advice that opens up new perspectives. Léo listens and takes notes. I make sure that everyone has a chance to speak and share their ideas.

After two and a half hours, it’s time to wrap up. Léo sets out his action plan: to welcome the person appropriately — “I don’t have to guess: I can simply ask ” — “support the team without overreacting, contact the company’s disability officer to check what workplace adjustments can be made, get advice, and perhaps attend a training course.” He looks up and smiles: “It’s good to talk about this with you all. I feel relieved… and ready to welcome my new team member. Thank you all.”*

A place for collective intelligence that promotes inclusion

The session then concludes with a debrief. One by one, everyone shares what they have taken away from the session: the power of asking questions, the importance of not facing a difficult situation alone, and the value of listening to one another. Some people realise that they too have habits to adjust, whilst others leave with concrete ideas for their team. This is exactly what co-development is: a space for collective intelligence where everyone leaves a little more enlightened, a little better equipped, and a little less alone.

In this company, which has made inclusion a strategic priority, co-development workshops enable employees to take a step back and reflect on their practices, learn from one another and develop more inclusive managerial approaches. In this way, they help to create a working environment where everyone can feel valued, respected and psychologically safe.

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What about you? Do you have any professional challenges to tackle, and do you believe in the power of collective intelligence? Perhaps now is the time to have a chat and try out a co-development workshop.