What is a training company. What is training? What is personal development training

Open subconscious [How to influence yourself and others] Sviyash Alexander Grigorievich

Chapter 1. What is training and why is it needed

Chapter 1. What is training and why is it needed

Wisdom doesn't always come with age.

It happens that age comes alone.

Denis Diderot

This book has a subtitle: Training Book. What does it mean? This means that it is intended not only for reading, but also for practical work, workout. Specific tasks are given at the end of each chapter. that will help you to establish contact with your subconscious and thereby learn to influence yourself. And if you try, then on others.

Moreover, these will not be methods of hard influence from NLP (neuro - linguistic programming), but completely different approaches. NLP views a person as a "black box" that can be controlled through special procedures. This is a purely cybernetic approach.

We have psychology

Our approach is completely different, psychological.

That is, we consider what the human psyche is, how it functions approximately (within the framework of the author's model, of course). And what needs to be done to make it function the way we need it. That is, if we want to change something in ourselves, for example, develop determination in ourselves or improve our relationship with money, then we will succeed.

These changes in yourself you will produce yourself, quite consciously and understanding what results you should come to.

This book is part of the Reasonable Way technique, that is, it uses this approach when you turn on your mind(awareness, rational mind) and use it to achieve your goals. You yourself choose what you need to change in yourself, and you yourself take actions to get the desired result.

There are many different paths

There are many other ways internal development which we will not use.

We do not use the approaches that Indian gurus give - when you ignore your mind and only try to listen to your soul. We believe that our mind is a very powerful tool for cognizing and transforming the world, and to abandon it is more than a strange decision. It is possible that a couple of thousand years ago, when the level of science and technology was very low, it was a wonderful way, but today it is clearly outdated.

We do not use approaches when you solve all your problems by contacting external authorities, be it another guru, clairvoyant, fortune teller or astrologer. All this is possible, we just believe that you need to think with your head... And what is very strange when you trust with YOUR life to some ALIEN person.

We do not use religious approaches when you delegate everything to God and allow him to somehow control you. It is good in a monastery, but in real life it's not bad to build your own life and go to your goals yourself.

We do not use the approaches of an orthodox materialist who allows himself to rely only on what he believes science has recognized. These people usually do not know that most of the founders of psychological and philosophical theories have always recognized that there is SOMETHING in our world that is not a materialistic object. But nevertheless, it quite realistically affects our world and people in particular. These mystical insights are hidden behind the seemingly scientific, but not having a clear meaning, the terms "archetype", "collective unconscious" and others.

In the methodology of the Reasonable Way, it is assumed that the real capabilities of ANY person significantly exceed what he allows himself to use.

To learn a little more to use your hidden capabilities (more precisely, superpowers), you will need to train. That is, perform the Tasks that will be given at the end of each chapter.

You can ignore these Tasks and reduce the work with the book to a banal reading.

Then the training will not work. And you will not get the results that you could have achieved.

This will be your choice.

You have every right to do nothing and not develop anything. Why then did you buy this book?

Let's find out in more detail what training is, and what they are.

What is training?

Training is one of the modern forms of intensive training. All over the world, training is the most effective and fast tool development and internal changes.

Usually the training is conducted in a group of three - five to several hundred people. All of them interact with other participants, perform personal, group and general tasks, and so on. In general, they live a collective life.

Very important people who cannot afford to frolic or study in a crowd order themselves "personal training". That is, one coach works with one student. This is usually very expensive entertainment.

Working with this book, you will receive personal training... That is, you can safely feel yourself a VIP-figure right now. Unless, of course, you choose to exercise.

Some information on the types of group trainings will be presented below. If you firmly know that you will never, under any circumstances, go to group training, then you can safely move on to the next chapter. One, keep in mind that your children or acquaintances can go to group training, and you can be useful to them if you understand what it is.

Difference from seminars and regular training

Training is a separate form of the educational process, its feature is the high intensity of the classes and the use of different ways to achieve the declared result right in the course of classes.

For example, there is such a form of training as a seminar. During the seminar, you may be given a lot of information, but the facilitator does not set himself the goal of making sure that you practically assimilate what he has told you. You have received the information, and then either assimilate it yourself, or contact the specialists so that they control you and help you assimilate the knowledge gained - of your choice.

People leave the training, having got practical skills using what the training was about. Or by solving some of their own personal problems, which they could not cope with on their own for a long time.

It is clear that this is usually a low level of mastering skills - due to the limited time of the training. But you will definitely get the first experience of practical use of the training content.

Types of training based on recruitment principles

According to the principles of recruiting group participants, all trainings are divided into open and corporate.

Open trainings - These are trainings, which bring together completely different people who are interested in obtaining the relevant skills and who have paid for the training from their own funds.

Corporate trainings are carried out with the personnel of an organization (group of organizations) at the request of its management. That is, the employees of this organization are required to undergo training in order to improve their qualifications. In most cases, these are skill trainings (business trainings).

The payment for the work of the trainer is carried out by the company.

Types of trainings by goals

In general, all group trainings can be divided into five large groups. As a criterion for division, we use various goals to be achieved during the training.

Skills trainings

The purpose of the skills training is provide participants with a specific skill for later use in work or personal life.

There are many such trainings.

First of all, this includes the majority business trainings, where they give various skills, which can then be used in their professional activity... For example, this includes sales skills, negotiation skills, public speaking, time management, and more.

In the field of personal growth skills training includes training in dating, communication, stress management, speed reading, and so on.

These trainings are mostly mental, since they are aimed at putting certain information into the memory and subconsciousness of a person, which will then be realized through his body (speech, movement, behavior, and so on). Although the elements of training the acquired knowledge will be required.

Personal changes appear here not as a result of acquired skills, but as a result of a change in self-esteem by a person who has acquired some additional skills.

For example, a young man who was afraid to meet a girl, after completing a training in dating technology, can easily complete this previously impossible task for him. Naturally, this will bring about positive internal changes.

Transformational trainings (personal growth trainings)

The purpose of the training is get out of a problem situation, discover new opportunities.

Transformational trainings include trainings that allow a person to discover, understand or realize something new in their life. Usually, right in the course of training, a person undergoes strong internal changes (breakthrough, insight, insight, forgiveness, etc.), so it is called "transformational".

Naturally, in most transformational trainings, a person also gains some knowledge and skills, but they are not the main task of the training.

In some cases, during the training, a person does not acquire any new skills, which he could then use in ordinary (outside the training) life. This includes many trainings related to overcoming fears and other internal barriers. For example, training in walking on coals or broken glass. A person who has undergone such training usually has a dramatic increase in self-esteem, and he becomes a more positive and effective person. Although the skill of walking on coals is unlikely to be useful to him in the future.

People go to transformational trainings to solve some of their problems. Fully satisfied people, or people who do not want to receive external help, or do not believe that someone can help them, do not go to such trainings.

By paying for the training, a person thereby confirms the importance of acquiring new knowledge or skills for himself. He is already motivated for personal change, and the coach only has to give him what he came for.

Types of training according to the degree of severity

Transformational training can have varying degrees of rigidity in the processes involved.

TO soft training include those in the course of which its participants receive new information, perform tasks, participate in games, analyze their own and other people's situations according to the rules suggested by the coach. And in the end, they understand how the situation arose that led them to the training. And how you need to get out of it. An internal transformation has taken place.

There are thousands of such trainings, and they can be aimed at improving relationships between people ("How to stop worrying"), increasing self-esteem, starting a family ("How to get married"), increasing sexuality ("Geisha School"), changing relationships with money ( "How to become a magnet for money"), the search for a vocation ("How to find your own business") and so on.

V medium training more provocative methods are used - role-playing games (games where you need to make difficult decisions that break the established beliefs like “ Balloon", Where you need to throw the game participants overboard), tasks for interacting with unpleasant people (for example, asking for money from a passer-by), performing simple, but previously unacceptable or condemned actions, and so on. Sometimes very strict rules for attending classes are introduced, penalties for late arrivals are introduced. These trainings usually give the best results, but for people with a subtle psyche, they can be a source of severe stress.

V high rigidity training even more provocative techniques are used, which first take a person out of the usual state of closeness and control over the situation (for example, by direct insults). And then, when a person sheds his habitual protective shells, work is done with him, leading to strong internal changes. This includes trainings on the American Life Spring methodology and derivatives.

Most often, transformational trainings are conducted in the form of open trainings. Sometimes companies order corporate transformational training for their employees. Usually this is team building training, carried out in the form of collective overcoming of difficult obstacles (for example, "Rope Course").

Psychotherapeutic trainings

The purpose of the training is eliminate an unpleasant mental state. These trainings are designed to eliminate some persistent psychological deviations - feelings of guilt, increased anxiety or suspiciousness, dissatisfaction with oneself, fears, insecurity, and so on.

During the training, its participants perform a number of tasks, the meaning of which may be incomprehensible or not obvious to them (they breathe intensively, draw, act out situations), but in the aggregate, the processes carried out give the desired result - a change in the mental state to a calmer and more joyful one.

This includes art therapy training, Helinger's constellations, transpersonal psychotherapy, body psychotherapy, dance movement therapy, and so on.

During these trainings, people usually learn some skills that they can then use. But the acquisition of specific skills is an additional function of the training.

Spiritual development trainings

The purpose of the training is give a new worldview, new system values. During the training, some new philosophical or philosophical-religious model of the world order and practical skills for existence within this model are given. Often, such trainings are based on various esoteric theories.

For example, yoga given at financial centers is a routine health exercise. And yoga, which is given by Teachers who were trained in India and were blessed to conduct training, give their students not only a set of physical exercises, but also a holistic picture of the world order and recommendations for living in the world, including the system of nutrition, behavior, system of goals and everything else. ...

Trainings classified as spiritual development trainings can be easily identified by their names. Usually, the titles contain some higher goals that differ sharply from the goals of quite applied skills training, for example. Typical names of trainings for spiritual development: "System of Evolutionary Development", training "Traveling outside the body. Practical skills training ”,“ Third Way ”training and so on.

The peculiarity of the training is that it has a limited duration. If you are offered a long cycle of classes, then this is no longer training, but something else.

Wellness and developmental trainings

The purpose of the training is give skills to enhance the capabilities of our body. This does not include the training of athletes - it sets as its goal the victory in competitions.

In the course of health-improving and developing trainings, its participants perform a number of tasks and master exercises for working with their bodies, which can then be performed independently.

In principle, this is usually a kind of skill training, but with a specific area of ​​application - its body. Sometimes wellness and development trainings do not provide skills for subsequent independent use, since the exercise can only be performed in a group (body psychotherapy training, for example).

Various breathing practices, dynamic Rajneesh meditations, energy practices, sexual training ("Male Power") and so on can be attributed to health-improving trainings.

This completes the classification of the most popular group trainings. On the one hand, various training programs such as individual seminars, specialty training programs or advanced training programs are adjacent to the trainings discussed. In these programs, trainings can be used as a separate element of intensive learning and practical skills.

On the other hand, various religious and spiritual teachings can adjoin the trainings, which are not trainings, but can use training terminology and names to attract people to themselves. This includes the teachings of numerous Indian Masters, the Gurdjieff school, or various groups studying Eastern or Slavic spiritual and religious practices.

be careful

And further. Today, quite active religious organizations have appeared, which, under the guise of trainings for personal growth or spiritual development, can lure you into this organization.

That is, you somehow find an advertisement for a training in the development of energy practices, the art of tantra or the development of feng shui, and go there. There really is such a training being carried out, but the trainers will explicitly or covertly invite you to get acquainted with the Truth, to glorify some Teacher or to go to their ashram. All this is usually hidden behind esoteric terms and references to secret knowledge received from the Teacher.

Most likely, you will be very carefully and professionally involved in a closed religious organization, with all the ensuing consequences.

These are not trainings.

Therefore, be careful, only use the services of trainers and training centers that you will learn about from reliable sources. Otherwise, instead of the desired spiritual development, you can get a great spiritual trauma.

For example, the Association of Personality Development Professionals (admit only individual trainers or training centers with at least two years of work experience and have received recommendations from two other members of the Association. This is a closed professional coaching association that guarantees high quality services.

This concludes the consideration of the question of what training really is. I hope you have some idea of ​​this type of developmental process.

And we summarize the first results in this book.

RESULTS

1. Training is an intensive form of educational process, during which the sites receive practical skills or the results of what the training is devoted to.

2. According to the principles of recruiting participants, trainings are divided into open and corporate.

3. According to the goals that are achieved during the training, they are divided into:

# skill trainings;

# transformational trainings (trainings of personal growth);

# psychotherapeutic trainings;

# trainings for spiritual development;

# wellness and developmental trainings.

4. According to the degree of rigidity of the tools used, they are divided into:

# mild, excluding psychotrauma;

# medium hard, using slightly more provocative instruments;

# harsh, using harsh and provocative methods of influencing the psyche of the participants.

5. Trainings are closely related to other forms of educational or spiritual development activities that do not have the signs of trainings and are not.

We train to live

Self-study assignments

This chapter is purely informational. Therefore, the task will be very simple.

If you attended any trainings, then try to decompose them according to the above classification. Was it open training or corporate training? Was it skill training or transformational training? What skills and knowledge have you learned from there? Was it helpful to you? Did the result of the training match what you read in the advertisement about it? How did you use the training results? Do you think now, did the training meet your expectations? Was your investment justified (in paying for the training), what tangible results did you get? Are you satisfied with the cost / benefit ratio?

If there were several trainings, then analyze them all according to these indicators. If you have never been to a training, then go to some website of the training center and analyze the trainings offered there according to the above classification.

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3. Why do you need a brain? Once upon a time, the brain was not quite accurately compared to a telephone switchboard; in fact, it establishes connections between thoughts, as well as between events that occur and our reactions to those events. Even in this respect, the brain is much more complex than everything.

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Why does an intelligent woman need a husband? Before starting to write this section, I did a little experiment. Thirty married women of different ages(from twenty-three to seventy-six years old), at my request, they answered the same question: "Why do you need a husband?"

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Training history

The history of the development of trainings, like the history of the development of training, has thousands of years, but the beginning of the emergence of trainings can be attributed to the period of the famous social psychologist Kurt Levin.

see also

  • Socio-psychological training
  • Self-confidence training
  • LAB profile

Notes (edit)

Links


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Synonyms:

See what "Training" is in other dictionaries:

    English Train to teach, educate systematic training or improvement of certain skills and behavior of training participants. Distinguish training business communication, sales training, perceptual training, behavioral training, training ... ... Business glossary

    See the exercise Dictionary of Russian Synonyms. Practical guide. M .: Russian language. Z.E. Aleksandrova. 2011. training noun training tren ... Synonym dictionary

    training- training. It is pronounced [training] and it is permissible [training] ... Dictionary of pronunciation and stress difficulties in modern Russian

    - (English training). Big Encyclopedic Dictionary

    TRAINING, ah, husband. (specialist.). System, training mode. Ozhegov's Explanatory Dictionary. S.I. Ozhegov, N.Yu. Shvedova. 1949 1992 ... Ozhegov's Explanatory Dictionary

    - (from the English train to teach, educate) training; German Training. 1. Special training regime, training. 2. The process of obtaining skills and abilities in k. L. area. Antinazi. Encyclopedia of Sociology, 2009 ... Encyclopedia of Sociology

    TRAINING- (from English training). Special training, learning what l .; a general term by which to denote different methods designed for the formation and development of useful habits, abilities and skills in a person ... New dictionary methodological terms and concepts (theory and practice of teaching languages)

from English train - train, train). In psychotherapy, T. is a combination of psychotherapeutic, psychocorrectional, and teaching methods aimed at developing the skills of self-knowledge and self-regulation, communication and interpersonal interaction, and communication and professional skills.

Currently, the term T. is used to denote a wide range of techniques based on various theoretical principles. There is no uniform classification of T. There are T., aimed at developing self-regulation skills, communicative T., training approaches that stimulate personal growth, teaching T.

The group T. self-regulation includes: autogenous training in various versions, biofeedback training. These methods are aimed at developing the ability to control and manage physiological functions, to optimize the emotional state and reduce psychological stress.

The group of communicative T., or T. communicative skills, includes mainly group variants of behavioral and socio-psychological T. They are carried out in order to form and improve the general communicative readiness of the individual (for example, for people experiencing life difficulties associated with communication). The differences between behavioral and socio-psychological T. are conditional. A well-known criterion for distinguishing between these similar technologies for improving communication skills can be their different goals. For example, in the clinic of neuroses, the term "behavioral T." as reflecting the therapeutic focus of communicative correction. The term "socio-psychological T." more appropriate when working with healthy people in order to form or develop communication skills. The methodology for carrying out the indicated T. can be different, but it necessarily includes two components: role play and group discussion. Socio-psychological T. is made up of blocks of various communication skills, for example, skills necessary at the beginning of communication (when entering into contact), to interrupt contact, skills and abilities of psychological argumentation, active listening, revealing the latent intention of a communication partner, etc. behavioral T. is also built on the principles of recreating situations that are subjectively difficult for the participants of the T. group through role-playing games and group discussion.

Here is one of the most common behavioral T.

1) effective passage of the main course of psychotherapy;

2) the presence of indications for conducting behavioral T., which is determined by the attending physician;

3) the required level of motivation to participate in the group of behavioral T.

In a group, 8-12 people can simultaneously engage, but its composition and the number of patients are not regulated as strictly as in group psychotherapy, the number of participants ranges from 3 to 18-20. In practice, the creation of an open group of behavioral T. is more justified, since its main orientation towards the formation of models of more adaptive behavior does not require taking into account the dynamics small group On the contrary, the withdrawal of patients who have overcome behavioral difficulties and the emergence of new ones provide participants with the opportunity to more accurately formulate their own goals, create an image of a healing perspective. The lesson begins with a warm-up, which includes communication, behavioral and emotional exercises. Then a group discussion is held to determine the purpose of the session. Of the role situations suggested by the participants, one or two are selected that are most significant for all group members. After the group discussion, the psychotherapist (trainer) proposes a role-playing situation, which is played out by the participants in turn. At the end of the lesson, a group discussion is held with the aim of reflecting the effectiveness of the participation of group members in a role situation. A repetition of the most difficult situation and discussion is possible. The question of completing group sessions is decided individually by each patient together with a psychotherapist. Carrying out T., as can be seen from the described technique, with all the external simplicity, requires a lot of experience in working with groups, good skills in organizing communicative T., psychotherapeutic classes, since, despite the behavioral orientation of this T., exacerbations of a neurotic state are possible, and therefore it is desirable to conduct behavioral T. by group psychotherapists.

The group of T., stimulating personal growth, includes training sessions that have various theoretical foundations and are aimed primarily at the development of individual aspects of the personality of T. participants (self-understanding, social perception skills, awareness of meanings, development of a personal development strategy, etc.). The concept of personal growth cannot be defined unambiguously due to significant differences in the concepts of personality. T. personal growth is a collective concept that denotes personality development from the point of view of different concepts. Each modern training method, which has a personal orientation, is characterized by its own methodology of personality development. Therefore, we can distinguish T, personal growth, dynamic, humanistic, cognitive and other orientations. In this sense, psychodramatic groups can be attributed to T. personal growth and dynamic orientation. T. personal growth of a humanistic orientation unites the groups of meetings Rogers (Rogers S. R.), the group of gestalt orientation of Perls (Perls FS), the group of existential T., as well as socio-psychological T., aimed at the development of social perception and based on theoretical approaches of domestic social psychology (Petrovskaya L.A., 1989). T. cognitive orientation is carried out in groups and is aimed at developing, first of all, the cognitive component of self-knowledge, awareness of maladaptive stereotypes of behavior. In this case, working with the language of the participants is of great importance, for which video feedback and other techniques are used. One of the approaches to the implementation of personal growth in. the process of T. is to conduct thematic T., that is, focusing the group's attention on a topic, which is cross-cutting for the entire cycle of classes. The methodology for carrying out this variant of cognitive T. personal growth resembles thematic discussions. Topics can relate to career guidance (for teenagers or the unemployed), national identity, professional features and interests, the meaning of life, etc.

Teaching T. also represent a combined group and are aimed at improving primarily the skills necessary for professions, where the determining factor is the effectiveness of communication. The program of such T. is formed in accordance with the order of a specific group. This can be, for example, laboratory T. for psychotherapists, aimed at developing skills in working with patients, methodical T. for professionals working with groups (methodical T. for trainers working with groups of socio-psychological T., methodical T. for group psychotherapists, etc.). The focus of this variant of T. can be thematic: T. of the negotiation process, T. for management personnel, etc.

With all the diversity of T. and the difference in their theoretical basis, some basic techniques or procedures can be distinguished: the main methodological techniques role play and group discussion can be supplemented with various options for non-verbal communication exercises, exercises for working with language, training certain skills, video feedback, etc.

The significance of T. as a special phenomenon in the world of psychotherapy, psychocorrection, and applied psychology is constantly increasing, since the effectiveness of T. different directions in comparison with other approaches to teaching and improving skills has already been proven by practice.

TRAINING

In general, any specific curriculum or set of procedures designed so that as a result of their implementation, the final product was obtained in the form of an organism capable of some specific reaction (reactions) or participation in some complex activity requiring skills. This broad definition covers essentially all modern ways uses of the term, from animal training in the circus (which uses operant conditioning procedures) to the physical routine of an athlete, or parental toilet training.

Training

English train - train, train) - any training program, a set of procedures aimed at developing certain reactions or skills in the course of group lessons according to a special program. For example, training of self-confidence in asthenic or schizoid personality.

Training

psychological) (from the English train - to train, train) - one of the leading methods of practical psychology, based on a number of psychotherapeutic and psychocorrectional methods, as well as on active methods learning. In the very general view T. is aimed at increasing the general, cognitive and professional competence of each member of the training group, including the development of skills of self-knowledge, self-regulation, communication, interpersonal and intergroup interaction, professional skills, etc. The concept of T. is used to denote a wide range of techniques, based on a variety of theoretical approaches and principles, while it is believed that a single classification of T. does not exist. Nevertheless, theoretical works have appeared that make it possible to classify psychological T. on a number of grounds (V. V. Nikandrov. Antitraining. 2003). V.V. Nikandrov, summarizing the experience and theoretical positions of many practicing psychologists, suggests grouping T. according to the following criteria: I. According to the leading goal (final effect): A. Psycho-corrective T., which is aimed "at changing the mental sphere of a person with the ultimate goal improvement of self-awareness, behavior or professional activity of people or groups. "This type of T. includes: 1) psychotherapeutic T., aimed at resolving intrapersonal conflicts and crisis states of a person (change in self-consciousness); 2) T. personal development, aimed at improving personal qualities of a person, optimization of his behavior and self-realization (synonym - T. personal growth); 3) training T., aimed at acquiring knowledge, skills and abilities in certain areas of human social activity; 4) organizational T., aimed primarily at improving joint activities of teams and obtaining an organizational effect (improving the structure, organization, improving the socio-psychological climate, increasing the professional competence of employees, etc.) B. methodical T. - aimed at training professional specialists-trainers. II. For specific tasks - these include the whole variety of conc eternal training work, corresponding to the goals listed above: 1) psychotherapeutic T. - psychodrama (J. Moreno), meeting groups (K. Rogers), gestalt therapy (F. Perls), psychoanalysis, aesthetic therapy (art therapy, music therapy, dance therapy, drawing, modeling, mask therapy, cinema therapy, bibliotherapy, fairy tale therapy, body psychotherapy ( F. Alexander), Reichian therapy (W. Reich), bioenergetics (A. Lowen), various relaxation T., logotherapy (V. Frankl), ontopsychology (A. Meneghetti), psychosynthesis (R. Assagioli), transactional analysis (E Bern), psychotherapy of transactional synthesis (V.A.Petrovsky) and others; 2) T. personal development - T. self-knowledge, T. self-confidence, T. self-realization abilities, T. creativity, T. sensitivity, T. communication, social and psychological T. behavior, etc .; 3) teaching T. - perceptual T., T. communicative competence, T. individual style of communication, T. life (and other) skills, T. conflict resolution, T. overcoming fears, T. public speaking, T. business communication, T. negotiations, T. decision-making, T. professional self-determination T. personnel selection, T. sales, T. parental relations, T. image formation, Time - T. (distribution of time), T. behavior in extreme situations; 4) organizational T. - T. team formation, harmonization of the socio-psychological climate, optimization of management structures, T. interaction in extreme situations, conducting election campaigns, etc. III. By the type of object of psychological impact - this includes: 1) work with an individual - usually carried out in the format of psychotherapeutic T. (for example, psychoanalytic orientation), less often - personal; 2) work with an artificial experimental group - a kind of group T., when the members of the group are not initially connected with each other by any system of relations, while the establishment of internal connections occurs in the process of T. (for example, a group of meetings according to K. Rogers, T-group according to K. . Levin); 3) work with a real group - as a rule, it is a production team, a sports team, a family, a school class, etc. For such groups, the most characteristic type of T is organizational, while the main form of relations in the group is interpersonal; 4) work with an organization is a kind of complex psychological work with formalized social organization having legal status and serving as the customer of certain psychological services. The complexity of services involves: a) work on education, training, diagnostics, counseling, socio-psychological experimentation, carrying out T., organizational and business games, etc .; b) the ability to work both in artificial and natural conditions; c) work both in group and in individual forms; d) work with representatives of different functional (job) duties and levels; 5) work with a training group - is a training work in the context of the educational process. IV. By the number of participants of the object of influence - this includes: 1) auto-training - T., in which the roles of the leader (trainer) and trainee (trainee) are combined in one person. Theoretically, it can be any kind of psychocorrection performed independently by one person. But in practice, this means autogenic training based on self-hypnosis; 2) individual T. - psychological training of one person, in which the psychological impact goes from the coach to the client (patient); 3) group T. - training of several people at the same time. The size of a group can fluctuate within a wide range: for a family group, the lower limit is two people, for other types of group T. it is at least four people. The most acceptable group size is 8-15 people. The size of a group can reach hundreds of people, but then the degree of authoritarianism in managing group processes increases. According to the degree of structuredness, three levels of group work are distinguished: a) group work itself (2-15 people), b) collective work, and c) mass work. The collective type of group T. is focused on the predominant use of horizontal connections, in which the influence of the partners in the group on each of its members has a greater weight than the influence of the coach. It is the group effects associated with the mutual influence of the group members on each other that predetermined the development of this form of training work. A massive variety of group psychological work is typical for large, poorly structured (usually spontaneous) groups (for example, a crowd, fans in stadiums, spectators, etc.). At the same time, the leading methods of psychological influence vertically are imitation, horizontally - infection. The highest forms of influence - explanation and persuasion are ineffective here. V. According to the number of leaders (trainers) - 1) without a leader - a form of psychocorrectional work carried out by the own forces of people striving for certain psychological changes in their personality and behavior (self-help group); 2) with one leader - work according to a specific training program, when one leader carries out it from start to finish; 3) with several presenters; 4) with an "artificial leader" - work on self-improvement, carried out by an individual or a group independently according to instructions or with the help of a computer. Vi. According to the temporary regime - 1) short-term, one-time (from 2 to 12 hours); 2) cyclical, reusable (the number of classes is from 2 to 20 and duration is from 4 to 10 hours, depending on the type of problems being solved); 3) long-term ("marathon") - round-the-clock psychocorrectional lesson for several days; 4) long-term - carried out over a number of months and even years (for example, the personal development of the child, counseling support of the client, psychoanalytic therapy) VII. By the type of leadership - A. General strategic approach: 1) directive T., to a certain extent manipulative, since T. participants are obliged to strictly follow the instructions of the leader, the initiative is allowed only within the permitted limits; 2) non-directive T. - part of the authority to manage the group is transferred to its members, which creates a benevolent atmosphere and stimulates partnerships. B. Leadership style: 1) authoritarian (dominant) - the style of group management, in which the coach seeks to maximally subordinate his communication partners to his influence, usually carried out within the framework of directive T. with rigidly structured tasks; 2) democratic (collegial) style, using which the trainer promotes activity, creativity, mutual openness of the group members to each other; 3) populist (liberal) - a style in which the management of a group is not regulated and depends on the prevailing circumstances and relations in the group. VIII. For technical support - 1) non-hardware T .; 2) hardware T. - carried out with the use of audio and video equipment, gaming tools, computers, etc. IX. By the composition (contingent) of the object of influence - A. By the homogeneity of the composition: 1) work with a homogeneous, cohesive (homogeneous) group; 2) work with a group that is heterogeneous in composition, gender, age, level of education, etc. (i.e., heterogeneous). B. - By age: children and adults groups. V. - By gender: female, male and mixed groups. G. - According to the degree of familiarity of the participants with each other: a group of strangers, poorly familiar and well-known. D. - For mental health reasons: 1) work with healthy clients; 2) work with clients with mental disorders within the medical norm (accentuation); 3) work with patients (sick). E. - By the specifics of the structure of the group (internal and external relations): E-1: By internal relations: 1) T. family relations; 2) T. interpersonal relationships (friendly, hostile, love, etc.); 3) professional T .; 4) T. with treatment groups; 5) T. with non-specific groups. E-2: For external relations: 1) open groups; 2) closed (corporate) groups. J. - By the nature of the leading social activities participants: 1) work with entrepreneurs; 2) work with leaders and managers; 3) work with civil servants; 4) work with politicians and public figures; 5) work with students; 6) work with teachers; 7) work with doctors; 8) work with salespeople; 9) work on public relations (public relations - PR); 10) work with the population (without professional specifics), etc. The social and professional specificity of the training group requires the trainer to develop adequate methods and techniques for working with it. The proposed classification of types of T. quite accurately reflects their essential nature, namely, purposefulness, awareness, feasibility and the ability to solve the assigned tasks with psychotherapeutic means, that is, their effectiveness. With all the quantitative and qualitative diversity of T. and their theoretical foundations, V. V. Nikandrov identifies five basic principles that make it possible to distinguish the training method from other psychological methods. These basic principles include: 1) increased activity of group members, which, in turn, includes private principles - personification, equality of all group members and a research approach; 2) playful character, using the principle of modeling real life situations; 3) teaching orientation, including the principle of novelty and the principle of "do no harm"; 4) systematic reflection based on the principles of mandatory feedback, relevance, trust, confidentiality. At the same time, the feedback principle provides for certain conditions for its application - ascertaining the nature of statements (excluding edification, irony and evaluativeness), their concreteness, constructiveness and relevance; 5) a group form of conduct, which implies: a) freedom to make a decision on participation in the training or refusal to participate at any stage (the principle of voluntariness); b) awareness of the goals, procedures and expected results of T. (principle of awareness); c) selection by the leading trainer in group T. of people who are not contraindicated to work in T. of this type, and subsequent monitoring of the state of the group as a whole and each of its participants separately in order to prevent undesirable development of events and psycho-traumatic situations (the principle of diagnosis). The importance of T. in the education system, psychotherapeutic and psycho-corrective work is steadily increasing, since the effectiveness of T. in comparison with other approaches to teaching and improving skills has already been proven by practice.

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Knowledge, not born of experience, the mother of all certainty, is fruitless and full of mistakes.

Leonardo da Vinci

What is training?

Today many people have heard the newfangled word “training”, but not everyone knows what training is and what it is for.

What is training?

Training is the most effective and fastest form of adult education in the world. The main emphasis in this teaching method is not on obtaining theoretical knowledge, but on training, high-quality processing of any skills, ways of thinking or behavior models.

Of course, a person receives some kind of theoretical knowledge, but their volume is the smallest, the main emphasis in the training is on practical training - this is how the training differs from a seminar and lecture, where theoretical information comes only unilaterally. No special knowledge or training is required for trainings. A person only needs a readiness for any kind of learning, change and movement.

What are trainings for?

The trainings use the most simple and well-known truth for a long time - each person learns from his personal experience. These trainings give a person exactly this experience, exactly the kind of knowledge and skills that he needs in the given time... After all, the knowledge that is obtained through personal experience, do not disappear anywhere, do not disappear and are not forgotten over time and remain for life. It is known that a person assimilates most of what he does himself.

Therefore, any training saves life time, it gives each person an opportunity in the shortest possible time and in the most concise form to better know himself, the people around him and acquire those skills that sometimes take years, or even half his life. The experience that trainings give is as close as possible to modeling, where situations and objects are greatly simplified, but there is the intellect of the most real people and the most real experiences.

How is the training useful for its participant?

The main component of any training is group communication. It is necessary so that each person can take part in a wide variety of exercises, with absolutely by different people and get a unique experience from each lesson, which, in consequence, will definitely come in handy and will be transferred to other contexts. As a result of the training, each person will acquire the communication skills he needs, improve his knowledge and skills in interaction with the people around him.

In addition, trainings help to work out existing problems, increase one's own confidence, maximize mutual understanding and relationships between people and become much more independent and responsible - this is the main reason why trainings are needed. Among other things, any training helps to expand the vision of external and internal personal resources, teaches them to use them so that a person can better understand himself, be in harmony with himself and become independent and successful.

Today, there are many different ways that a person can develop their communication skills. All of them are built on a deep knowledge and understanding of the psychological characteristics of a person. The most effective today is the training of communication with people, which involves the acquisition of skills by a person that will allow him to successfully communicate in the future in the course of his professional activities.

Sales training for sales consultants

It's no secret that the seller belongs to one of the most vulnerable professions from a psychological point of view. Indeed, every day, in the process of his work, he encounters dozens of different people and not all of them have a cheerful and friendly mood.

Training is a word that is widely heard nowadays. Training is fashionable. It's modern. This is already an integral part of life in general, and education in particular. So what is training?

Training history

The very term "training" came to us from the English-speaking world. One of its influential supporters and disseminators, as a teaching method, was Dale Carnegie, who created a training center named after himself at the beginning of the 20th century, where he more than successfully taught public speaking and other socially significant skills.

But the real birth in psychology, the training received thanks to the activities of the notorious Kurt Levin, who with his supporters created training groups in the 40s of the last century for people complaining of low communication skills. The format of his classes showed such impressive results that soon a whole training academy was created in the USA. Since then, this method has been an integral part of both the educational process and personality development in various areas of life, for example, in family relationships and in business.

Features of the training

What is training and how is it different from other teaching methods? First, you need to understand that training is not just a training session or a lecture, it is something more. But at the same time, it includes their elements. The training program is such that it includes both theoretical material and a practical part, designed to instill and develop certain skills and abilities in a person. And the latter is the main focus. Training is always practical, its tasks are vital, designed to be implemented in everyday reality. This is how it differs from the lecture, which only tells "how it should". In the training, a situation is simulated, which is immediately played out by the participants, and then discussed. Thanks to this, theoretical information is worked out in real time, as a result, the participant, in addition to knowledge, endures real experience.

An important feature of the training is that it is always carried out in a group. Such categoricalness in the obligatory interaction of people is based on a number of psychological laws. A group is not just a few people, it is a single organism with its own collective memory. Therefore, thanks to the methods that involve training, the development and growth of the personality proceeds faster. This is explained by the law of synergy, which makes training many times more effective than individual training.

Classification of trainings

V modern science No unified system classifications of trainings. Here we will follow the most common concepts and divide the training system into three groups according to their type of focus. In addition, trainings can be divided according to the goals they set for their participants.

So, trainings are of the following types:

Business trainings.

Psychological trainings.

Personal trainings.

As for the goals, according to this criterion, only two categories can be distinguished:

Instrumental trainings.

Fundamental trainings.

Three types of trainings

The first type of training is related to business. Its task is to train entrepreneurs, directors and managers of commercial enterprises. various techniques and the secrets of successful business management, survival in a competitive environment, conflict resolution, staff motivation, and the like.

What is psychological training? This is a training, the task of which is to upgrade a person in the field of communication skills, social adaptation and, in general, to instill in the individual socially useful individual skills. For example, training in communication with employees of the state traffic police or training in sales techniques will be called psychological, since, unlike the first, they work for the individual, and not for the company. However, in their competence there are still such qualities that are manifested in public, professional, or in some other social activity. Therefore, there are also personal trainings or trainings on personal growth... These are also aimed at upgrading the individual person, but they work with the inner world of a person - complexes, psychological blocks, fears and other "good" that we carry with us every day as an unnecessary burden and cannot be dropped. Among such trainings, there may also be training in communication, for example, with persons of the opposite sex - in order to overcome any internal barrier, perhaps fear or embarrassment.

Two training objectives

What is training, not in terms of format, but in terms of purpose? It is a teaching method that helps a person solve a specific problem. And he does it in two ways. First, by providing a person with tools that allow him to achieve the desired effect, overcoming all obstacles. In this case, the training will be called instrumental. Secondly, the training can aim at instilling the skills of a general vision of the problem and the assimilation of the basic mechanisms of its appearance and solution for an independent adequate choice of a specific toolkit. In other words, a person is not given one specific "pill" for a problem, but an understanding of the concept - knowing how, when and what kind of "pill" in each hotel situation needs to be made and taken. This is what training is called fundamental.

 

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