OUR METHODS
TRAINING
Interviews with the participants and negotiations with the clients ensure that the DEVELOPMENT DIRECTIONS WILL BE EXACTLY DEFINED THROUGH THE ACTUAL NEEDS. The group member’s work with their own situations and experience on the trainings, and our leading method gives them the opportunity to feel the effects of using a new type of behaviour or attitude.
The special method, which evolves its mode of action through the visualization of inside spiritual contents and experience, has diverse using fields: it can be used for self-knowledge, self-efficacy and organization development, forming community and handling conflicts. In addition our trainers have been using this technique with a great success in skills development for years. The originality of the method is based on the main characteristics: spontaneity, creativity and flexibilty.
The actions visualized by the drama technique can refer to the remote or recent past, the present and the future, too. The drama’s toolkit – inner voices, role swap, dramatic interview, doubling, reflecting, etc. – helps the group members to feel deep emotions and to visualize the intrapsychic contents. The method gives the opportunity to be involved in the situations, which facilitates the actual problem solving and also provides correction experience for the participants.
The CHANGING NEEDS EVOLVE OUT OF THE RECOGNITIONS OF THE PARTICIPANTS, which can generate stronger MOTIVATION AND DEVELOPMENT in their jobs. Besides the good moral and light-heartedness our co-workers create an acceptable and confidential atmosphere in their groups. Based on the benefits of this situation the group members take part with an open and proactive attitude.
„NOTHING HAPPENS RANDOMLY ON TRAININGS” – that is why we concentrate on analysing and following the group dynamics. During a structured training course group-actions are of extreme importance, therefore, they have to be given great consideration. The trainer has to be aware of and feel those moments when intervention is needed or he has to „let things happen”.
The goal of our training process is to provide the participants real help and to encourage to them build their experience into their work.
COACHING
Nowadays the completeness of a coaching means that you take notice of working methods, emotional and relationship components.
Monodramatic coaching occasions enable our colleagues to help participants reach their commonly defined goals as well as mobilize necessary resources. The monodrama is a complex and varied method, which evolved from the practice and theory of the psychodrama. It is a creative, productive method, which reaches above the usual verbal structure of coaching sessions.
It aims to change interaction in a way in which the spontaneity and creativity of the client are unlocked, and through this identify new resources which will become useful in everyday situations instead of old behavioural patterns.
With the help of monodramatic coaching our clients will be able to understand their workplace relationships and attitudes. These enable the emergence and formation of new relationship types. A process led with the tools of monodrama enables a special access to the subjective experiences and intra-psychic content of the clients. The interaction between the coach and the client also takes place at the level of symbols, pictures and non-verbal signals.
A coach with a profound knowledge of the monodrama supports his client in reaching the goals defined at the beginning of the process by using the tools of inner voices, doubling, role change, role swap, empty chair, mirror technique and concretization.
Action-oriented coaching provides clients with exciting, innovative and personal experiences. As a result of the process new roles and solutions evolve and the client can feel creativity, lightness and influence through the situations.
Our professional consultants have a wide range of knowledge, which can be the basis of a customer-orientated and effective job. We prominently appreciate the following competences:
The gist of coaching is to provide aid for solving the problems by using the client’s personal skills and knowledge. The individual learns how to discover and use his resources and through these can maximize his performance. The role of the coach as an outsider is to point out problems which the client probably cannot realize.
Our consultants reach the aims defined at the start point by using their personal competences and the ABC method of coaching. In addition they help the client to find solutions to their difficulties.
As a result we can achieve a long term behaviour change in the job performance.
FLOW experience on our workplace - Positive psychology
Positive psychology, as the psychology of the 21st century, facilitates the development of individuals and organizations by relying on tools and theories supported by research results. It does not only focus on problems, it also emphasizes individual and organizational resources. It aims to look into the future, to prepare for and achieve the flourishing of the company and of its employees as well (by avoiding conservation or decline) by taking into consideration past experiences and the current functioning of individuals and organizations. It is mainly employees who determine the innovativeness and competitiveness of a company, so the reinforcement of their motivation, their support in achieving a balance between private- and professional life, as well as reaching and maintaining healthy stress levels are key tasks.
The toolkit of positive psychology supports team members on their way to internal and external balance by analyzing and applying their own resources. They will contribute to the shaping of surrounding events and tasks in a proactive manner, willing to cooperate in order to reach the common goal. With this attitude, they can foster the flow experience of the colleagues involved in a running project. All this contributes to more creative solutions, higher levels of satisfaction, commitment, a feeling of success and objective performance. These factors can facilitate well-being, a high level of which can prevent burnout and fluctuation. Consequently, this new type of functioning can lead to the emergence of a more motivated and more creative community of employees.
The flow experience: is a subjective state during which a person is completely immersed in a challenging activity. (Csíkszentmihályi, 1975)
Flow synchronisation (harmonization of the flow experience): Partners cooperating in a joint activity can mutually support each other’s flow experience.
Appreciative Inquiry
Our company provides Appreciative Inquiry (AI) and Solution Focus based development approaches for organizational units and co-workers. Our aim is to find the resources that can be used well by the certain target group. In addition we utilize these factors to enhance everyday productivity and to encourage cooperation between separate divisions. Instead of the usual problem-focused thinking, our approach shows new directions to the target audience. It identifies and develops those factors that help the optimal and successful operation, which means the well being too.
Methods focusing on positive elements, opportunities and resources result to find and develop the positive psychological capital of the organization. This affects commitment, work efficiency, organizational cohesion and cooperative practices, as well as the objective performance indicators in a supporting way.
References
