Support teams and organizations toward more collaborative ways of working, weaving together agility, new management and organization theory, with a critical mind and without ever selling a ready-made model.
Price subject to a pathway adjusted following the diagnostic interview: if your prior learning exempts you from part of the program, the length of the subscription, up to nine months, and its total amount are reduced accordingly.
By the end of this specialization, you know how to support a collective and an organization toward more autonomy and cooperation, keeping the critical mind that fashionable talk so often lacks.
You read an organization, its structure, its actors and its power games, before acting. You present agility and its frameworks without dogmatism, and you situate your stance among those of the coach, the facilitator, the mentor and the teacher. You know the new forms of organization, the liberated company, holacracy, Teal organizations, and you question them instead of promoting them. You diagnose a team's maturity, you facilitate its collective moments, you defuse its tensions and you develop its self-organization. You support a transformation and its resistances, you coach managers toward servant leadership, and you know how to assess an engagement, embed continuous improvement and step back at the right moment. The thread held from end to end: the coach doesn't sell a model, they help a collective find its own.
Hold a diploma as an autonomous professional practitioner, Synodeo's Coach program, or an equivalent credential recognized at the positioning diagnostic. Prior experience of team coaching is a plus, without being a condition. The diagnostic, free and with no commitment, checks this prior learning before entry and may exempt you from part of the program.
Read an organization with organization theory - configurations, actor games, metaphors - which gives the depth of analysis that management fashions don't have. Explain agility, its frameworks and the agile coach's stances. Then get to know the new forms of organization, the liberated company, holacracy, Teal, and question them instead of subscribing to them.
Diagnose a collective's maturity and its psychological safety. Facilitate its collective moments, defuse tensions and help a group decide. Develop its self-organization by stepping back at the right pace, without mistaking the smooth running of a ritual for the health of the team.
Sustain a transformation and its resistances through a systemic reading, listening to what is right in the resistance rather than breaking it. Coach managers toward servant leadership. Assess an engagement, embed continuous improvement and prepare an exit that leaves the collective autonomous.
One example of method and one case-study excerpt per module - taken directly from the program's courses.
Reading an organization by running several frameworks, Mintzberg's configurations, Crozier and Friedberg's actor games, Morgan's metaphors, rather than imposing a single grid. You're not looking for the one universal structure, you understand the one the context calls for.
A small-business owner comes back from a conference convinced he must make his company agile, and asks the coach to install autonomy. Walking through the workshop, the coach discovers that autonomy already exists, captured by a single floor supervisor. The word "agile" covered the situation without ever naming it: the real stake was not creating autonomy but redistributing it.
Relating visible symptoms to what produces them, a weak psychological safety rather than a sum of individual flaws, then holding your reading as a hypothesis and not a verdict, looking for the signals that contradict it.
After a bug escalated all the way to management, a team devotes its retrospective to everything but the incident. A mistake looks for someone to carry it before it looks for a cause, and the ritual serves as a bumper for moving through the subject without touching it. The coach reads there a maturity that no one in the room could have named, without assigning blame.
Reading a resistance as information, not as an obstacle to break, building change with the people it displaces, and recognizing the threshold where worry tips into distress, where you must hand over to those whose job it is.
An owner announces the workshop's autonomy one Thursday morning; the floor supervisor says nothing, and the following week the transformation crashes against the reality of production. His resistance was not a power play but a signal, a tacit know-how that had never been passed on was about to be lost. The coach holds the owner back from the edge of forcing it through, and gives the system the conversation it had never had.
Condensed, anonymized excerpts from the program's case studies - for teaching purposes, not transcripts of real sessions.
A fully remote program, asynchronous, whose heart is the conduct of real collective support engagements: practice is carried out here, not just read about.
Content available at any time: material on organization theory, agility and its frameworks, new management, facilitation and change support, and annotated case studies where you follow collective support engagements unfolding in full - including the moments when you need to know how to hand over.
A Synodeo mentor supports you over video throughout the program, to the tune of two hours included, alongside unlimited e-mail support. On this ground shot through with management fashions, they pay particular attention to one point: holding your critical mind in the face of models and distinguishing team coaching from consulting.
You document in it the collective support engagements you carry out during the program, with the reflective analysis you draw from them: what you observed, what you decided, where you hesitated. It's the matrix for your diploma, and it feeds your coaching sessions.
No validation on paper alone: your diploma rests on collectives you have learned to read, to facilitate and to make more autonomous, on real support engagements you have carried out and known how to hold without imposing a model.
Your practice work and the collective support engagements you carry out are followed and validated across the program by your referent, with a reading sheet and a filmed interview that anchor theory in the real conduct of a collective moment.
Using your black book, you present a team or organization support engagement you have carried out, defended over video before a Synodeo mentor in a thirty-minute defense. The assessment focuses on the accuracy of your organizational reading, the quality of your facilitation and change support, your ability to develop the collective's autonomy, and the critical mind held in the face of models.
At the end of the program, Synodeo awards you the diploma of Practitioner in agile coaching and new management. It doesn't certify attendance: it validates competencies actually demonstrated in your black book, tested in real support work and developed with your referent.
Synodeo designs its own curricula and conducts the whole certification process independently. The agile-coaching market is structured by external accreditations, ICAgile, ICF, EMCC, which the program teaches you to situate honestly: they are market landmarks, never the measure of a competency.
The Synodeo diploma is worth the rigor of its assessment, without outsourcing its judgment to an external label. The same demand runs from the first case study to the defense: that of a coach who reads before acting and who helps a collective find its own framework rather than selling it one.