{"id":14365,"date":"2022-04-19T09:50:48","date_gmt":"2022-04-19T07:50:48","guid":{"rendered":"https:\/\/persolog.com\/blog\/die-5-groessten-fehler-im-d-i-s-g-training\/"},"modified":"2025-04-09T15:23:10","modified_gmt":"2025-04-09T13:23:10","slug":"5-biggest-mistakes-in-disc-trainings","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/5-biggest-mistakes-in-disc-trainings\/","title":{"rendered":"5 najwi\u0119kszych b\u0142\u0119d\u00f3w w szkoleniach D, I, S i C"},"content":{"rendered":"
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I jak mog\u0105 Pa\u0144stwo robi\u0107 to lepiej<\/h2>\n

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\"Pope\u0142nianie b\u0142\u0119d\u00f3w na wczesnym etapie \u017cycia, z kt\u00f3rych mo\u017cna si\u0119 uczy\u0107, jest wielk\u0105 zalet\u0105\". Ten cytat Winstona Churchilla ma ogromne znaczenie dla mnie jako trenera Modelu Czynnik\u00f3w Osobowo\u015bci persolog\u00ae. Przez lata pracy z tym modelem napotka\u0142em wiele s\u0142abo\u015bci, kt\u00f3re doprowadzi\u0142y do frustracji w\u015br\u00f3d uczestnik\u00f3w. Mog\u0119 jednak zapewni\u0107, \u017ce te s\u0142abo\u015bci nie tkwi\u0142y w modelu, ale w nas jako trenerach. Poniewa\u017c to my wyja\u015bniamy model uczestnikom, przybli\u017caj\u0105c im jego zastosowanie i korzy\u015bci. Je\u015bli pope\u0142nione zostan\u0105 tutaj b\u0142\u0119dy, mo\u017ce to szybko doprowadzi\u0107 do tego, \u017ce uczestnicy odnios\u0105 fa\u0142szywe wra\u017cenie na temat modelu, a w najgorszym przypadku zakwestionuj\u0105 jego zalety. Dlatego chcia\u0142bym u\u015bwiadomi\u0107 ci 5 najcz\u0119stszych b\u0142\u0119d\u00f3w, kt\u00f3re my jako trenerzy mo\u017cemy pope\u0142ni\u0107 w szkoleniach D, I, S i C i da\u0107 ci proste wskaz\u00f3wki, jak ich unikn\u0105\u0107:<\/p>\n

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#1 Kampania osobista
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Sam do\u015bwiadczy\u0142em tego b\u0142\u0119du wiele lat temu (mia\u0142em wtedy 20 lat) jako uczestnik szkolenia dla lider\u00f3w D, I, S i C. Musz\u0119 przyzna\u0107, \u017ce poszed\u0142em na to szkolenie z g\u00f3ry przyj\u0119tym za\u0142o\u017ceniem, w ko\u0144cu zna\u0142em wcze\u015bniej Model czynnika osobowo\u015bci<\/a><\/strong> od dzieci\u0144stwa - czego nowego m\u00f3g\u0142by mnie nauczy\u0107 trener? Ale by\u0142em pozytywnie zaskoczony: Trener by\u0142 psychologiem i dok\u0142adnie wiedzia\u0142, o czym m\u00f3wi - szkolenie by\u0142o \u015bwietne. Teraz mog\u0105 si\u0119 Pa\u0144stwo zastanawia\u0107, gdzie tkwi\u0142 b\u0142\u0105d. Opu\u015bci\u0142em szkolenie z g\u0142\u0119bokim przekonaniem, \u017ce je\u015bli nie zwi\u0119ksz\u0119 swojego ostro\u017cno\u015b\u0107<\/span><\/span> (C), nie m\u00f3g\u0142bym prowadzi\u0107 udanego \u017cycia na d\u0142u\u017csz\u0105 met\u0119 (mam bardzo wysokie D i podzielam, musi Pan wiedzie\u0107). Przekonanie to wynika\u0142o z faktu, \u017ce ostro\u017cno\u015b\u0107<\/span><\/span> zosta\u0142 bardzo mocno podkre\u015blony w tym szkoleniu. Dok\u0142adnie tutaj le\u017cy problem wielu szkole\u0144. Je\u015bli jaki\u015b wymiar behawioralny jest preferowany przez trenera, \u015bwiadomie lub nie\u015bwiadomie, ma to wp\u0142yw na szkolenie, a tak\u017ce na percepcj\u0119 uczestnik\u00f3w.<\/p>\n

Moja rada:<\/strong> Regularnie dokonuj refleksji i sprawdzaj, czy docenianie wymiar\u00f3w behawioralnych jest r\u00f3wnomiernie roz\u0142o\u017cone i czy przekazujesz to uczestnikom. Poniewa\u017c r\u00f3wnomierne docenienie jest niezb\u0119dn\u0105 podstaw\u0105 udanego szkolenia.<\/p>\n

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#2 Niew\u0142a\u015bciwe skupienie
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Jednym z najwa\u017cniejszych wymog\u00f3w dla znacz\u0105cej oceny Profilu Czynnik\u00f3w Osobowo\u015bci jest skupienie, kt\u00f3re uczestnicy musz\u0105 wybra\u0107 na pocz\u0105tku (np. \"Ja jako lider\"). Koncentracja ta jest tak wa\u017cna, poniewa\u017c na nasze zachowanie wp\u0142ywaj\u0105 dwa czynniki: nasza osobowo\u015b\u0107 i \u015brodowisko, w kt\u00f3rym dzia\u0142amy. Teoretycznie mo\u017cna wybra\u0107 dowoln\u0105 mo\u017cliw\u0105 sytuacj\u0119 jako punkt skupienia, ale w praktyce nie jest to rozs\u0105dne. Jak wi\u0119c wybra\u0107 odpowiedni punkt ci\u0119\u017cko\u015bci do pracy z modelem osobowo\u015bci?<\/p>\n

Wyobra\u017amy sobie nasz\u0105 osobowo\u015b\u0107 jako lejek. Biegnie on od g\u00f3ry \"bardzo og\u00f3lnie\" (np. \"ja w mojej pracy\") do do\u0142u \"ja w konkretnej sytuacji\" (np. \"ja w rozmowie zwrotnej z pracownikiem XY\"). Moim zaleceniem jest, aby zawsze pozostawa\u0107 w g\u00f3rnej jednej trzeciej lejka przy wyborze punktu ci\u0119\u017cko\u015bci. W przeciwnym razie fokus jest albo zbyt og\u00f3lny, albo zbyt w\u0105ski, co mo\u017ce prowadzi\u0107 do trudno\u015bci na etapach interpretacji. Innym problemem jest to, \u017ce fokus jest wybierany zbyt og\u00f3lnikowo. W rezultacie uczestnicy cz\u0119sto nie wiedz\u0105, co musz\u0105 wype\u0142ni\u0107. Sytuacja nie jest wystarczaj\u0105co konkretna. Jak mo\u017cemy temu przeciwdzia\u0142a\u0107?<\/p>\n

Moja wskaz\u00f3wka<\/strong>: Sam wymy\u015bl naprawd\u0119 dobry przyk\u0142ad. Wielu trener\u00f3w nie wymy\u015bla konkretnego przyk\u0142adu, kt\u00f3ry uczestnicy mogliby wykorzysta\u0107 jako punkt odniesienia. Je\u015bli jednak pomy\u015blisz o tym przyk\u0142adzie przed szkoleniem, zapewni to uczestnikom jasno\u015b\u0107 co do tego, w jaki spos\u00f3b powinni si\u0119 skupi\u0107.<\/p>\n

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#3 Si\u0142a wykres\u00f3w I i II jest niedoceniana
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Jako trener w persolog prowadz\u0119 r\u00f3wnie\u017c wiele seminari\u00f3w. Seminarium, kt\u00f3re prowadz\u0119 najcz\u0119\u015bciej to \"Jak interpretowa\u0107 trudne wykresy\"<\/a><\/strong>. To, czego cz\u0119sto do\u015bwiadczam podczas tego seminarium, to fakt, \u017ce trenerzy i coachowie u\u017cywaj\u0105 g\u0142\u00f3wnie diagramu III, z\u0142o\u017conej koncepcji siebie. Dlatego te\u017c tylko powierzchownie pracuj\u0105 z D, I, S i C. Diagram I (publiczna koncepcja siebie) i diagram II (prywatna koncepcja siebie) s\u0105 zaniedbywane. Ale co sprawia, \u017ce jeste\u015bmy warto\u015bciowymi trenerami na \u017cywo? Moim zdaniem jest to w\u0142a\u015bnie ta dynamika pomi\u0119dzy trzema diagramami, kt\u00f3rej czysty profil w formie tekstowej nie oferuje. Wielu uczestnik\u00f3w nie zdaje sobie sprawy z tego, co oznaczaj\u0105 te trzy diagramy, nawet je\u015bli uczestniczyli ju\u017c w kilku szkoleniach dotycz\u0105cych D, I, S i C.<\/p>\n

Moja wskaz\u00f3wka<\/strong>: Zintegruj wszystkie 3 diagramy w swoim treningu. Tylko wtedy mo\u017cesz wykorzysta\u0107 pe\u0142n\u0105 moc Profilu Czynnika Osobowo\u015bci Persologa.<\/p>\n

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#4 Wynik jest narzucany uczestnikom
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Co cz\u0119sto si\u0119 zdarza: Uczestnicy nie rozpoznaj\u0105 siebie w swoich wynikach. Pierwsz\u0105 reakcj\u0105 wielu trener\u00f3w jest wtedy: \"Nie mo\u017cesz mie\u0107 racji! Wynik musi by\u0107 prawid\u0142owy\". Istnieje jednak wiele powod\u00f3w, dla kt\u00f3rych ludzie nie rozpoznaj\u0105 siebie w swoich wynikach. Punkt ci\u0119\u017cko\u015bci nie zosta\u0142 wybrany prawid\u0142owo, obliczenia by\u0142y nieprawid\u0142owe lub dana osoba nie ma jasnej koncepcji siebie - to tylko kilka z nich. Naszym zadaniem jako trener\u00f3w w takim momencie jest zbadanie przyczyn sprzecznych wynik\u00f3w, a nie narzucanie wynik\u00f3w uczestnika.<\/p>\n

Moja wskaz\u00f3wka<\/strong>: Przede wszystkim nale\u017cy wierzy\u0107 osobie. Traktuj t\u0119 osob\u0119 z szacunkiem i trosk\u0105 i uszanuj j\u0105, je\u015bli nie rozpoznaje siebie w wyniku. Przeprowad\u017a analiz\u0119 przyczyn, zamiast narzuca\u0107 jej wynik.<\/p>\n

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#5 Niew\u0142a\u015bciwy j\u0119zyk<\/strong><\/h3>\n

Jednym z najwi\u0119kszych zagro\u017ce\u0144 zwi\u0105zanych z tym modelem jest stereotypizacja. Ale w\u0142a\u015bnie tego nie chcemy w persolog. Nie chcemy umieszcza\u0107 ludzi i ich zachowa\u0144 w pude\u0142kach, w kt\u00f3rych nast\u0119pnie pozostaj\u0105. Chcemy raczej rozpatrywa\u0107 zachowania sytuacyjnie i pomaga\u0107 ludziom w rozwoju. Niestety, wci\u0105\u017c zbyt cz\u0119sto s\u0142ysz\u0119 zdania typu \"Ten niebieski mnie denerwuje\" lub \"\u017b\u00f3\u0142ty zawsze tak robi\". Takie zdania, w kt\u00f3rych bardzo silna typologizacja<\/a><\/strong> s\u0105 tym, co nazywam \"niew\u0142a\u015bciwym j\u0119zykiem\". Mo\u017ce to sprawi\u0107, \u017ce ludzie poczuj\u0105 si\u0119 wykluczeni. Wszyscy nosimy w sobie co\u015b z ka\u017cdego z wymiar\u00f3w behawioralnych. Jeden wi\u0119cej, drugi mniej. Mo\u017cemy jednak nauczy\u0107 si\u0119 aktywowa\u0107 i rozwija\u0107 nasze mniej wyra\u017ane wymiary behawioralne, je\u015bli wymaga tego sytuacja.<\/p>\n

Moja rada:<\/strong> To jest dok\u0142adnie to, co my jako trenerzy powinni\u015bmy przekaza\u0107 naszym uczestnikom: Aby docenili to, jak skomponowane jest ich zachowanie, ale tak\u017ce u\u015bwiadomili sobie, \u017ce nie jest ono ustalone i \u017ce zawsze mog\u0105 rozwija\u0107 si\u0119 w dowolnym kierunku.<\/p>\n

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Mam nadziej\u0119, \u017ce uda\u0142o mi si\u0119 da\u0107 ci jedn\u0105 lub drug\u0105 pomocn\u0105 wskaz\u00f3wk\u0119 dotycz\u0105c\u0105 twoich szkole\u0144 lub coachingu. Oczywi\u015bcie s\u0105 jeszcze inne b\u0142\u0119dy, kt\u00f3re my jako trenerzy mo\u017cemy pope\u0142ni\u0107. Je\u015bli spotka\u0142e\u015b si\u0119 z takim b\u0142\u0119dem i uwa\u017casz, \u017ce inni mog\u0105 z niego skorzysta\u0107, daj mi zna\u0107!<\/p>\n\n

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Prosz\u0119 sprawdzi\u0107: Bezp\u0142atne webinarium<\/strong><\/h4>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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5 najwi\u0119kszych b\u0142\u0119d\u00f3w w szkoleniach D, I, S i C<\/a>

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Ucz si\u0119 na b\u0142\u0119dach innych: <\/strong>W tym webinarium, Debora Karsch, Master Trainer, Autorka i Dyrektor Zarz\u0105dzaj\u0105ca persolog GmbH, dostarczy Pa\u0144stwu praktycznych <\/span>wskaz\u00f3wek <\/span>jak <\/span>wykona\u0107 <\/span>praktyczne <\/span>praktyczne szkolenia.style=\"bold\">przej\u015b\u0107 <\/span>trening <\/span>na <\/span>kolejny <\/span>poziom.<\/Prosz\u0119 uczy\u0107 si\u0119 na b\u0142\u0119dach innych i stale ulepsza\u0107 swoje treningi.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tProsz\u0119 zarejestrowa\u0107 si\u0119 bezp\u0142atnie<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I jak robi\u0107 to lepiej.<\/p>\n

\u201cWielk\u0105 zalet\u0105 w \u017cyciu jest pope\u0142nianie b\u0142\u0119d\u00f3w, na kt\u00f3rych mo\u017cna si\u0119 uczy\u0107 tak wcze\u015bnie, jak to mo\u017cliwe\u201d. Ten cytat Winstona Churchilla ma ogromne znaczenie dla mnie jako trenera Modelu Czynnik\u00f3w Osobowo\u015bci persolog\u00ae. Poniewa\u017c przez lata pracy z tym modelem napotka\u0142em wiele s\u0142abo\u015bci, kt\u00f3re doprowadzi\u0142y do frustracji w\u015br\u00f3d uczestnik\u00f3w. Mog\u0119 jednak zapewni\u0107, \u017ce te s\u0142abo\u015bci nie le\u017ca\u0142y w samym modelu, ale raczej w nas jako trenerach. To my wyja\u015bniamy model uczestnikom, przedstawiamy im jego zastosowanie i korzy\u015bci. Pope\u0142nienie b\u0142\u0119d\u00f3w w tym procesie mo\u017ce szybko doprowadzi\u0107 do tego, \u017ce uczestnicy b\u0119d\u0105 mieli mylne wra\u017cenie na temat modelu, a w najgorszym przypadku zakwestionuj\u0105 jego przydatno\u015b\u0107. Dlatego dzi\u015b chcia\u0142bym przedstawi\u0107 Pa\u0144stwu 5 najcz\u0119stszych b\u0142\u0119d\u00f3w, kt\u00f3re my jako trenerzy mo\u017cemy pope\u0142ni\u0107, i udzieli\u0107 prostych wskaz\u00f3wek, jak ich unikn\u0105\u0107:\t\t\t<\/p>","protected":false},"author":16,"featured_media":19945,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[23,1423],"tags":[1389,1254,465,765,1280,776,1390,1391,28,208,813,1392,121,1055,913,1103],"class_list":["post-14365","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personality","category-training-world","tag-begeistern","tag-erfahrungen","tag-erfolg","tag-fehler","tag-frust","tag-herausforderung","tag-herausforderungen-meistern","tag-limit","tag-persoenlichkeit","tag-persoenlichkeits-modell","tag-selbstgesteuertes-lernen","tag-tipps-tricks","tag-trainer","tag-trainerinnen","tag-trainertipps","tag-vermeiden"],"acf":[],"yoast_head":"\nThe 5 Biggest Mistakes in D, I, S & C Trainings - persolog Blog<\/title>\n<meta name=\"description\" content=\"Blog | Learn from the top five training mistakes and get tips on how to avoid them. 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