We view processes as a sequence of events. This sequence can be one-off or can repeat itself in the same or similar way. In the latter case, we are speaking of process patterns. The conditions, upon which a process rests, we call structure. One example of a structure is the memory, which is necessary to …
Those who diagnose, observe, by means of distinctions, which then enable statements about the functional methods or characteristics of the client’s system. Popular guiding distinctions are possibly healthy/ill, successful/unsuccessful, dexterous/clumsy, useful/harmful, positive/negative and many more. What is important here is that each of the distinctions requires a factual, social or temporal reference point, e.g. in …
The concept of gaining insights into clients by means of tools and diagnostic procedures rests on the notion that certain information and its completeness is necessary to arrive at a measured diagnosis. The notion is scientifically verified and tested. Therefore, there are many instruments for the recording of defined conditions: suitability for a role, psychological …
Diagnosing operates upon distinctions. Therefore, the question about how these distinctions come about, which are used and not least, where they are used, gains much significance. It makes a difference whether one thinks in a framework of healthy or ill, helpful or damaging, whether one uses a questionnaire or sets one’s own questions, whether one …
It is particularly important, when supporting self-perception, to explore cross connections between the different forms of experience; thoughts, feelings, internal images, physical sensations as well as motor-impulses are connected, and one can encourage the client to ‘inspect’ them. “If this anxious feeling occurs, what else is happening in you? What can be noticed physically? What …
Working in a good team and identifying with the organisation and the department, is a motivating aspect of the working life for many people. Therefore, it is also a very important task of leaders to contribute to this in their role. Creating a good team atmosphere and the regular nurturing of communication paths which serve …
A particularly serious special aspect of relationship dynamics, in the context of leadership, which can be observed in the wish of many employees, is that the leader ought to be good, inspiring, motivating, authentic, charismatic, understanding, strong, fair and successful. Why is this so (apparently self-understood)? Many people unconsciously carry within them the desire for …
What probably happens in the experiencing of people if they do not permit or seek any, or hardly any belonging? Either they feel they are sufficient in themselves or they feel rejected. Within cultures, in which self-respect is very dependent upon the belonging to a community, families, clans etc., it is understandably riskier to exclude …
If people are frustrated in satisfying belonging, this probably has the following effect on their actions: either they enjoy being the outsider, seek out exotic roles and see themselves in the role of an eccentric, who is provocative and puts himself forward consciously and, usually, conspicuously. Alternatively, they desperately seek membership in a community, but …
If people are frustrated in the satisfying of uniqueness, this will, probably, have the following effect on their actions: they become passive and hope that they will, nevertheless, be noticed for that which they hold back inside them. The vicious circle which develops (because I don’t reveal myself, I wish to be noticed even more, …