Gestalt Psychology by Nicolas Crombez

Author:Nicolas Crombez
Language: eng
Format: epub
Publisher: 50Minutes.com
Published: 2015-07-23T16:00:00+00:00

Leadership

The leader must strive to develop a comprehensive view of the life of the organization. Thus, he must be able to understand stress factors, recognize social pressures affecting relations between employees, have a clear vision of the business to improve the group’s profitability, tolerate uncertainty, etc. According to psychotherapist Paul Barber, Gestalt psychology can help to develop social, sensory, emotional, imaginative and personal intelligence. Below are several suggestions for leaders:

• Develop sensory intelligence (improve observation and listening) by:

∘ Being sensitive to the physical environment and to workers;

∘ Focusing on the organization and the conduct of workers;

∘ Understanding human needs and knowing how to respond to them.

• Develop social intelligence (improved communication) by:

∘ Forming appropriate employee-leader relationships;

∘ Understanding the company culture, its role and the group dynamics;

∘ Contracting, discussing and implanting adapted strategies.

• Develop emotional intelligence (improving coaching and counseling) by:

∘ Taking stock of historical patterns and emotional issues governing the life of the organization;

∘ Understanding the emotional needs of oneself, others, the team and the company;

∘ Solving personal problems between staff, the team and the company;

∘ Resolving emotional blocks and past problems.

• Develop imaginative intelligence (improving thinking and vision) by:

∘ Realizing our own potential and encouraging that of others;

∘ Being authentic and open to the unknown;

∘ Valuing oneself and others and working for the common good;

∘ Recognizing the spiritual purpose of the company, employees and groups.

• Develop personal intelligence (improving attention and self-awareness) by:

∘ Being aware of personal biases and beliefs;

∘ Working with individuals, groups and the company;

∘ Highlighting the motivations of employees.

It is also important for the leader to increase awareness of the group and bring improvement and change. To do this, individuals must know a minimum amount of information to be able to avoid mistakes when building the model. The leader can help them by asking five simple questions:

• What are you doing here now?

• How do you feel at the moment?

• What do you need right now? Are you looking for attention, respect, etc.?

• What do you expect in the future? What are you anticipating?

• What are you avoiding?

The answers to these questions allow the individuals to know more about themselves, better understand others and understand the links between themselves and others. This is inevitably followed by:

• More energy and creativity;

• Less fear about beliefs and distorted thoughts;

• Optimal use of differences, tensions and resistances;

• More autonomy and skills in each individual;

• A more effective analysis of personal and interpersonal behavior;

• Greater personal and team responsibility.

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