• Reduces the feeling of isolation of managers, especially when faced with a problem to solve (often human resources management problems).
• Develops a group to which one can refer at any time.
• Allows for the development of skills in analysis and problem solving.
• Allows organizations to promote skills transfer - especially when a group is composed of young managers and seniors.
• Allows the development of skills based on concrete situations
• Ethical rules are established at the first meeting (confidentiality, respect for non-judgmental people, rules for note-taking, etc.), especially if the groups are internal to an organization.

Group discussion structured by a six-step consultation process:

1. Presentation of the problem by the "director/client" - a real, lived, unresolved problem or project or concern (the 3 Ps).
2. Clarification: factual informational questions by others acting as consultants.
3. Contract: Directors acting as consultants have the "client" specify the desired outcome and the type of consultation desired.
4. Exploration or consultation: Through reflective questions, feedback, and practical suggestions, the consultants help the "client" to think about alternatives to the problem presented and to consider some elements of solutions that he or she had not thought of.
5. Reflecting on the learnings: All participants take a moment of personal reflection to identify the learnings or lessons learned for their future management. The client outlines his or her action plan in relation to the situation presented, and we share what we have learned and the action plan.
6. Session Evaluation: A moment is taken to evaluate the session, how the roles of client and consultant were played, the facilitation and the 6 step process.