These people appear to have an open application for a diversity of mental- and physical complains up to the point of a burn-out. This group needs a very specific approach to succesfully overcome their problems.
Accepting the chair: ‘Work, health and Well-being’ at the University of Tilburg (the Netherlands) on April 20. 2012 Professor Marc van Veldhoven argued that in the field of strategic HRM there is too little attention for the individual.
“..there must be more H in the strategic HRM. Too often the employer focuses on the collective effort of all employees as a kind of ‘labour-potential’ and forgets the importance of the individual employee. Were as the work ultimately is based on the blood, sweet and tears of individuals and their mutual coherence. In strategic HRM there is a lack of insight in the foundation of the intended organization performances: work-behaviour. Without this foundation, strategic HRM is not about people, but passes people by”, according Van Veldhoven.
Prof. Dr. Daniel Kahneman (Psychologist and Nobel price winner) wrote a book: ‘Thinking, fast and slow’. In this book he distinguishes between fast and slow thinking. Together with his colleague Tverski they did research for the bias of (fast)thinking and they defined two think-systems: ‘fast-thinking’ (the intuitive, associative, automatic system 1) and ‘slow-thinking’ (the more effort-based rational acting system 2).
The intuitive fast-thinker is fast because of a dominant associative way of thinking which we will call ‘picture-thinking’. This process can be accurate as well as inaccurate. This strongly depends on the capabilities of the user. In our own, already for 25 years running pragmatic research, we could determine that everybody starts in life as a picture-thinker, but that around the age of 6 or 7 a dominance for system 1(fast-thinking) or 2(slow-thinking) becomes evident. Particularly those with system 1 dominance have a tendency to miss the connection in school, because it is hard to perceive the offered concepts in their personal inner world or the social communication does not progress as needed. Those that pass this ordeal, appear to have become experienced fast-thinkers, but communicating with persons not on their wavelength will often still take a lot of effort. They are brilliant in their work, creative perfectionists, but often difficult to follow. It is a matter of (missed)-communication, but a very specific form of it. We developed a practical tool for this, available for healthcare professionals and HR-coaches.
A very important perspective, provided by our empiric research showed that healthcare interventions and coaching were only optimal effectfull when they seamlessly connected with the experiences of the client. The coach will have to ‘find’ the client in his own inner experience, before he can show him how he can solve his problems. The better the coach succeeds in involving all senses of the client in the communication, the better the clients receives the possibilities to implement what he experiences and learns. This provides optimal results.
What does that practically mean?
Fast (Pictures)Thinking is a way to process information that can best be described with a metaphor: imagine that you have a huge film theatre with a lot of halls in your head. In each of the halls a film is running, but not a common film. Those are virtual realities, where the Fast (Picture)-thinker can enter and becomes part of it all. In that state all sensory information is involved. One (re)lives what is projected as if it happens here and now. In this 3D surrounding things are considered, thought through, problems are solved and decisions made. It goes faster than to rationalize it or to put things into words. Consequently: the Fast (Picture)-thinker often speaks too fast, so that he is hard to follow. After such an ‘adventure’ there should be a super cooling-down period of the system. Unfortunately the drive of the Fast (Picture)-thinker is often too big, so this will not occur. He wants to be faster than his physical capabilities are able to handle and of cause in time this will lead to physical and mental exhaustion.
The course we offer explores the inner world of the Fast (Picture)-thinker. Based on 25 years of empiric research, practice-based experience and the concept of ‘proprioceptive awareness’, of Nobel price winner Sir Charles Scott Sherrington, we offer you a model to identify, connect with and coach the risk-group of Fast (Picture)-thinkers, each in their personal way. So it is a tailored customized approach. In the experience of the Fast (Picture)-thinker, body as well as mind are engaged, so in both he needs to be addressed. This asks of the healthcare professional of HR-coach to develop these particular capabilities. He will have to be his own experience-expert.
The course will consist of a ‘knowledge’-part and a ‘experience’-part. Knowledge is necessary as framework for orientation and reference. It provides the building blocks to get a grip. However it is the experience and the willingness to think ‘out of the box’, that determine the flow of the coaching-process. So every session practical physically based exercises will be offered.
For in company courses we offer tailored customized solutions, based on your needs. So please contact us so we can make you an offer.