{"id":15660,"date":"2023-09-04T14:58:11","date_gmt":"2023-09-04T12:58:11","guid":{"rendered":"https:\/\/persolog.com\/blog\/48-fragen-die-dein-zwischenmenschliches-verstaendnis-revolutionieren\/"},"modified":"2024-10-01T14:10:13","modified_gmt":"2024-10-01T12:10:13","slug":"48-questions-that-revolutionize-your-interpersonal-understanding","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/48-questions-that-revolutionize-your-interpersonal-understanding\/","title":{"rendered":"48 pyta\u0144, kt\u00f3re zrewolucjonizuj\u0105 twoje interpersonalne zrozumienie"},"content":{"rendered":"
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Za\u0142o\u017cyciel persolog Friedbert Gay w wywiadzie z Klausem Zimmermannem<\/strong><\/h2>\n

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Dlaczego persolog istnieje? Jak dzia\u0142a profil czynnik\u00f3w osobowo\u015bci persolog\u00ae? Dzisiaj mo\u017cesz zanurzy\u0107 si\u0119 w historii persolog. Poniewa\u017c nasz za\u0142o\u017cyciel i dyrektor generalny Friedbert Gay by\u0142 go\u015bciem wywiadu w podca\u015bcie Klausa Zimmermanna z Zimmermann GmbH & Co. KG i udzieli\u0142 ekskluzywnego wgl\u0105du w swoj\u0105 prac\u0119 i profil persolog. Profil czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/a>. Tutaj mo\u017cna znale\u017a\u0107 fragment wywiadu.<\/p>\n

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K. Zimmermann: The persolog\u00ae Model Czynnika Osobowo\u015bci<\/a> to gigantyczne narz\u0119dzie, kt\u00f3re od wielu lat wykorzystujemy w naszej firmie do rekrutacji pracownik\u00f3w. Opowiedz nam, jak powsta\u0142a Twoja osobista praca.<\/h4>\n

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Friedbert:<\/strong> Urodzi\u0142em si\u0119 w 1956 roku i dorasta\u0142em w Wilferdingen niedaleko Karlsruhe. Powiedzia\u0142bym, \u017ce jestem p\u00f3\u017anym deweloperem. Kiedy po raz pierwszy pracowa\u0142em jako mistrz elektryk w dziale sprzeda\u017cy, po kilku tygodniach zda\u0142em sobie spraw\u0119, \u017ce ludzie cz\u0119sto nie maj\u0105 problem\u00f3w z technologi\u0105, ale nie potrafi\u0105 dogada\u0107 si\u0119 z innymi lud\u017ami. Od tego wszystko si\u0119 zacz\u0119\u0142o.<\/p>\n

Pocz\u0105wszy od 1990 roku wprowadzi\u0142em Profil Czynnika Osobowo\u015bci z USA, najpierw w Niemczech, a nast\u0119pnie w Austrii i Szwajcarii. Jest to moje \u017cyciowe osi\u0105gni\u0119cie, kt\u00f3re rozpocz\u0119\u0142o si\u0119 33 lata temu. Cieszy\u0142em si\u0119 \u017cyciem, w kt\u00f3rym du\u017co podr\u00f3\u017cowa\u0142em. To mnie bardzo ukszta\u0142towa\u0142o. Moja najstarsza c\u00f3rka, Debora Karsch, prowadzi teraz firm\u0119 od strony operacyjnej. Teraz mog\u0119 robi\u0107 rzeczy, kt\u00f3re mnie interesuj\u0105. To przywilej.<\/p>\n

persolog GmbH zatrudnia 40 pracownik\u00f3w, co jest do\u015b\u0107 du\u017c\u0105 liczb\u0105 w dziedzinie \"zaawansowanej edukacji\". persolog opracowuje zaawansowane koncepcje edukacyjne, kt\u00f3re mog\u0105 by\u0107 wykorzystywane na arenie mi\u0119dzynarodowej. Mo\u017cemy dostarcza\u0107 us\u0142ugi w 34 j\u0119zykach i dlatego podr\u00f3\u017cujemy po ca\u0142ym \u015bwiecie. Mamy partner\u00f3w i dystrybutor\u00f3w w 16 krajach. Siedziba g\u0142\u00f3wna znajduje si\u0119 w Remchingen-Wilferdingen.<\/p>\n

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K. Zimmermann: Powiedzia\u0142e\u015b, \u017ce mo\u017cesz dostarczy\u0107 34 j\u0119zyki. Czy tak by\u0142o od pocz\u0105tku, czy jak to si\u0119 rozwin\u0119\u0142o?<\/strong><\/h4>\n

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Friedbert:<\/strong> Na pocz\u0105tku byli\u015bmy \"firm\u0105 gara\u017cow\u0105\" w domu J\u00f6rga Knoblaucha - od tego wszystko si\u0119 zacz\u0119\u0142o. Zbudowanie takiej firmy zaj\u0119\u0142o kilka lat. Zainwestowali\u015bmy w ni\u0105 oko\u0142o 1,4 miliona DM, a\u017c zosta\u0142a uruchomiona. Sam nigdy bym tego nie zrobi\u0142. Potrzeba by\u0142o wiele, by cokolwiek osi\u0105gn\u0105\u0107. W pewnym momencie zacz\u0119li\u015bmy t\u0142umaczy\u0107 tre\u015bci z j\u0119zyka ameryka\u0144skiego i zdali\u015bmy sobie spraw\u0119, \u017ce potrzebujemy r\u00f3wnie\u017c znacznie wi\u0119cej w kontek\u015bcie niemieckim. W latach 1997-1999 nast\u0105pi\u0142 du\u017cy wzrost. Napisa\u0142em r\u00f3wnie\u017c ksi\u0105\u017ck\u0119 \"Behawioralny plan dzia\u0142ania\"<\/a> na przyk\u0142ad z Lotharem Seiwertem, co r\u00f3wnie\u017c zako\u0144czy\u0142o si\u0119 sukcesem. Pracowali\u015bmy nad szerok\u0105 gam\u0105 produkt\u00f3w.<\/p>\n

Otrzymali\u015bmy r\u00f3\u017cne informacje zwrotne od klient\u00f3w na temat tego, do czego potrzebowali profili, np. w obszarach sprzeda\u017cy, przyw\u00f3dztwa lub konflikt\u00f3w. Cz\u0119sto chodzi\u0142o r\u00f3wnie\u017c o zarz\u0105dzanie czasem. Profil Czynnik\u00f3w Osobowo\u015bci persolog\u00ae nie by\u0142 tylko kwestionariuszem, ale narz\u0119dziem do refleksji. Otrzymywa\u0142e\u015b co\u015b, mog\u0142e\u015b wr\u00f3ci\u0107 z tym do domu i to naprawd\u0119 m\u00f3wi\u0142o ci co\u015b o tobie. To tak\u017ce du\u017ca r\u00f3\u017cnica mi\u0119dzy kwestionariuszami a narz\u0119dziami do nauki. Zawsze chodzi o przedstawienie konkretnego problemu w uproszczony spos\u00f3b i dotarcie do sedna sprawy w danej sytuacji. Jestem osob\u0105, kt\u00f3ra dostrzega potencja\u0142, a nast\u0119pnie co\u015b z nim robi i idzie do przodu. Tak bym siebie opisa\u0142.<\/p>\n

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K. Zimmermann: W odniesieniu do Profilu Czynnik\u00f3w Osobowo\u015bci persolog\u00ae: odpowiadasz na 2\u00d724 pytania i otrzymujesz dok\u0142adny wynik. Czy mo\u017cesz wyja\u015bni\u0107, sk\u0105d w og\u00f3le wzi\u0105\u0142 si\u0119 ten wynik?<\/h4>\n

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Friedbert:<\/strong> Profil zosta\u0142 opracowany na Uniwersytecie Minnesota. Podstawowy rozw\u00f3j mia\u0142 miejsce w latach 70-tych. Profesor dr John G. Geier, odpowiedzialny za psychologi\u0119 na wydziale medycznym, pracowa\u0142 na tym uniwersytecie. Pewnego dnia przyszed\u0142 do niego dziekan i powiedzia\u0142, \u017ce przyszli lekarze musz\u0105 rozmawia\u0107 z lud\u017ami, a nie z lud\u017ami, i przekazywa\u0107 im informacje zwrotne. Ale ludzie stawiali op\u00f3r: nie chcieli by\u0107 skanowani przez instrument kliniczny. Profesor dr John G. Geier otrzyma\u0142 1,5 miliona dolar\u00f3w na opracowanie instrumentu, kt\u00f3ry nie by\u0142 kliniczny. W tamtym czasie do\u015bwiadczenie pokaza\u0142o, \u017ce wystarczy\u0142o kilka pyta\u0144, aby uzyska\u0107 znacz\u0105ce wyniki dotycz\u0105ce zachowania ludzi. Profesor Geier chcia\u0142 umo\u017cliwi\u0107 ludziom zastanowienie si\u0119 i refleksj\u0119 nad sob\u0105. Opracowa\u0142 wi\u0119c ten kwestionariusz.<\/p>\n

Po dw\u00f3ch latach opracowywania tego narz\u0119dzia do nauki, w 1972 r. przeprowadzono badanie por\u00f3wnawcze ze znanymi badaniami, poniewa\u017c kwestionariusz r\u00f3wnie\u017c musia\u0142 zosta\u0107 przetestowany publicznie. W latach 1988-2000 ponownie rozpocz\u0119to badania. Od 2000 roku zrewidowali\u015bmy profil i sprawdzili\u015bmy go ilo\u015bciowo. Od 2004 roku mamy profil prof. Geiera w obecnej formie - z dwoma kwestionariuszami. Kwestionariusz 1 dotyczy pytania \"Jak najprawdopodobniej si\u0119 zachowujesz?\", a w kwestionariuszu 2 odpowiadasz na pytanie \"Jak najmniej si\u0119 zachowujesz?\".<\/p>\n

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K. Zimmermann: Dlaczego profil zmienia si\u0119, gdy zmienia si\u0119 ostro\u015b\u0107?<\/strong><\/h4>\n

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Friedbert:<\/strong> Kurt Lewin powiedzia\u0142: \"Zachowanie jest funkcj\u0105 osoby i \u015brodowiska\". Osoba jest wzgl\u0119dnie stabilna, ale \u015brodowisko mo\u017ce by\u0107 inne. Dlatego te\u017c zachowanie mo\u017ce by\u0107 bardzo r\u00f3\u017cne. Psycholog Carl Rogers powiedzia\u0142: \"Ludzie maj\u0105 kilka obraz\u00f3w siebie, kt\u00f3rymi zarz\u0105dzaj\u0105 w ca\u0142kowicie autentyczny spos\u00f3b\". We\u017amy przyk\u0142ad: mened\u017cer prawie zawsze ma pracownik\u00f3w, na kt\u00f3rych mo\u017ce liczy\u0107 i pracownik\u00f3w, kt\u00f3rzy martwi\u0105 si\u0119 o to, co zrobi\u0105 dzisiaj. Je\u015bli por\u00f3wnasz rozmowy mened\u017cera z tymi dwiema kategoriami pracownik\u00f3w, zauwa\u017cysz du\u017ce r\u00f3\u017cnice. Podczas gdy jeden ma du\u017co swobody, drugi jest zarz\u0105dzany \u015bci\u015blej i cz\u0119\u015bciej kontrolowany. Komunikacja z pracownikiem A bardzo r\u00f3\u017cni si\u0119 od komunikacji z pracownikiem B.<\/p>\n

Albo pomy\u015blmy o kliencie, z kt\u00f3rym rozmowa idzie \u015bwietnie i o kliencie, kt\u00f3ry jest dla ciebie bardzo trudny: s\u0105 to po prostu r\u00f3\u017cne zachowania, kt\u00f3re musimy tutaj pokaza\u0107 i jest ca\u0142kowicie normalne, \u017ce zale\u017cy to od \u015brodowiska. Znam tylko kilka os\u00f3b, dla kt\u00f3rych otoczenie nie odgrywa \u017cadnej roli. Mia\u0142em ju\u017c rozmowy z pracownikami, kt\u00f3rzy m\u00f3wili: \"Wiesz, nie musz\u0119 przejawia\u0107 takich zachowa\u0144 w domu, bo robi to m\u00f3j partner\". To ca\u0142kowicie normalne, \u017ce w domu zachowujemy si\u0119 inaczej ni\u017c w pracy.<\/p>\n

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K. Zimmermann: Dlaczego Profil czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/a> dzia\u0142a tak dobrze?<\/h4>\n

Friedbert:<\/strong> Po prostu przemawia do sytuacji \u017cyciowych, a uczestnik mo\u017ce natychmiast co\u015b z tym zrobi\u0107. Cz\u0119sto mo\u017cna to zaobserwowa\u0107. W przypadku profilu osobowo\u015bci m\u00f3wimy o pierwszym podej\u015bciu i pierwszej reakcji ludzi, kt\u00f3ra cz\u0119sto jest inna. Rozpoznanie tego jest bardzo pomocne. Pozwala rozpozna\u0107, w jaki spos\u00f3b dana osoba si\u0119 zachowuje i lepiej j\u0105 zrozumie\u0107.<\/p>\n

Na przyk\u0142ad wiem, \u017ce przedstawiam wszystkie informacje komu\u015b, kto jest bardzo ostro\u017cny, w bardzo rzeczowy spos\u00f3b. Mog\u0119 da\u0107 komu\u015b, kto jest wysoce dominuj\u0105cy, jasny i bezpo\u015bredni wyb\u00f3r: Czy chcesz A, B czy C? Oni chc\u0105 decydowa\u0107 za siebie. Kto\u015b z wysokim poziomem stabilnego zachowania ma \u0142atwiej z rekomendacj\u0105. Podnosz\u0119 kogo\u015b, kto ma du\u017cy wp\u0142yw, wyra\u017caj\u0105c sw\u00f3j entuzjazm dla czego\u015b. W ten spos\u00f3b mog\u0119 odda\u0107 sprawiedliwo\u015b\u0107 moim klientom, pracownikom, partnerowi, a nawet wsp\u00f3\u0142pracownikom.<\/p>\n

Zawsze chodzi o podj\u0119cie decyzji: Co mog\u0119 zrobi\u0107, aby to, co najlepsze w moim odpowiedniku, mog\u0142o si\u0119 rozwin\u0105\u0107. Dlatego w\u0142a\u015bnie Profil czynnik\u00f3w osobowo\u015bci persolog\u00ae<\/a> jest tak pot\u0119\u017cny.<\/p>\n

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Pe\u0142nego wywiadu mo\u017cna wys\u0142ucha\u0107 tutaj: www.zimmermann-strategie.de <\/a><\/strong><\/p>\n

<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Za\u0142o\u017cyciel persolog Friedbert Gay w wywiadzie z Klausem Zimmermannem.
\nDlaczego persolog istnieje? Jak dzia\u0142a profil osobowo\u015bci persolog\u00ae? Dzi\u015b mog\u0105 Pa\u0144stwo zanurzy\u0107 si\u0119 w historii persolog. Poniewa\u017c nasz za\u0142o\u017cyciel i dyrektor generalny Friedbert Gay by\u0142 go\u015bciem wywiadu w podca\u015bcie Klausa Zimmermanna z Zimmermann GmbH & Co. KG i udzieli\u0142 ekskluzywnego wgl\u0105du w swoj\u0105 prac\u0119 i Profil Czynnik\u00f3w Osobowo\u015bci persolog\u00ae. <\/p>","protected":false},"author":1,"featured_media":19691,"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":[1424,23],"tags":[],"class_list":["post-15660","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-news","category-personality"],"acf":[],"yoast_head":"\n48 questions that will revolutionize your interpersonal understanding - persolog Homepage<\/title>\n<meta name=\"description\" content=\"48 questions that will revolutionize your understanding of interpersonal relationships. 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