Personal development
Take your coaching to the next level!
An insight into the (unconscious) personality of your client opens up completely new possibilities.
challenges
Solutions don’t feel right for your clients, even if they were developed by you?
From declaration of intent to implementation, your client is not making any progress?
Your client is having challenges with a colleague/superior/relative/acquaintance?
Your client’s description of the situation and your perception of your coachee do not match?
Based on potential diagnostic surveys, completely new options for action can arise:
Research into causes
Why “liking” and “wanting” sometimes don’t match.
Comparing self-image and unconscious personality traits as well as implicit motives can provide new insights.
Support in conflict situations
A better understanding of the conflicting party and what drives them often leads to something that we describe as "leniency" towards the person. Action strategies for working together can be developed in a targeted manner on this basis.
Similar to the value square, this allows entry into the “perception world” of the other
The causes of behavior can be uncovered, resulting in new, more promising actions.
Einsicht ist der erste Schritt zu Besserung:
Recognizing the trigger is often the basis for lasting behavior change.
Concrete benefits in coaching using the example of intention formation through to action implementation
In addition to other facets, EPA PLUS also records the characteristics of the four centers that, according to the current state of scientific brain research, are responsible for moving from a declaration of intent to the implementation of action (experience center, planning center, intuitive center, control center). Depending on the degree of expression of the individual dimension in the result profile, insights can be derived from this as to where a person's personal behavioral preferences lie and, in the further development of individual action strategies. This can be:
A person often gets stuck thinking about a task and never gets around to doing it.
A person acts seemingly “unreflectively” and falls into the same traps again and again.
But also a person's feeling that there are always others who are somehow a little bit better than themselves.
About the Rubikon Model
Like many models, the Rubicon model is a structuring aid. In motivation theory, it is used specifically to provide orientation on the path through the various "maturation stages" from need to motivation and voluntary activation to the implementation of an action. The model shows how difficult it can be to turn an intention to act into reality. To do this, it divides the phases of goal formation and goal realization into different strands to the left and right of the Italian river Rubicon. Using the metaphor of the border river Rubicon from the time of the Roman Empire, Heckhausen and Gollwitzer describe the distinction between the mere intention to act and the unconditional desire that goes hand in hand with determination and willpower. To do this, conflicting needs must be brought into harmony with one another. To do this, it is important to be aware of possible conflicts of motivation or needs.
In the coaching context, a question can be: “How can I reconcile my desires for certain things on the one hand and other things on the other hand so that they are balanced and do not hinder each other?” “Crossing the Rubicon” is a crucial step in the coaching process. Only then can the phase of weighing things up (left of the Rubicon) be followed by the phase of wanting.
Derivation of action strategies through conscious handling of affective states becomes possible.
About affective states
Psychology distinguishes between different affective states, which typically go hand in hand with the respective subsystem of our brain that we prefer to use (cf. Kuhl and Storch). We can then consciously use these affective states as part of self-management to cope with specific tasks. Using a survey such as EPA PLUS, we gain valuable insights into our preferred behavioral characteristics, which are particularly evident under stress and tension, and can use this in a coaching context to derive strategies to become able to act again.
Comparable to the idea of the Johari Window, EPA PLUS shows differences in self-image and external image.
The Johari Window
...is a representation of conscious and unconscious personality and behavioral characteristics between oneself and others or a group. It is used when interaction and communication with others is to be understood or improved. This is because comparing self-perception with the perception of others promotes mutual understanding. The Johari window is primarily used to illustrate the so-called "blind spot" that every person has in their self-perception. The blind spot is the part of the self that a person cannot see or perceive. In order to assess each other as accurately as possible, the blind spot must be reduced and the public persona enlarged. By collecting the so-called Level 3 and Level 4 , EPA PLUS does its part to make this process efficient and clear.