{"id":7308,"date":"2013-03-08T11:18:12","date_gmt":"2013-03-08T10:18:12","guid":{"rendered":"https:\/\/persolog.com\/blog\/stressoren-im-training-schwierige-teilnehmer\/"},"modified":"2024-04-17T14:47:01","modified_gmt":"2024-04-17T12:47:01","slug":"stressors-in-training-challenging-participants","status":"publish","type":"post","link":"https:\/\/persolog.com\/pl\/blog\/stressors-in-training-challenging-participants\/","title":{"rendered":"Stresory w treningu: Uczestnicy stanowi\u0105cy wyzwanie"},"content":{"rendered":"
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Akceptacja r\u00f3\u017cnic mi\u0119dzy lud\u017ami jest prawdopodobnie jedn\u0105 z najwa\u017cniejszych umiej\u0119tno\u015bci trenera. Ka\u017cda osoba ma sw\u00f3j w\u0142asny\u00a0styl zachowania<\/a>kt\u00f3ry przejawia si\u0119 w reakcjach na otoczenie. Styl ten okre\u015bla r\u00f3wnie\u017c spos\u00f3b, w jaki ka\u017cda osoba zachowuje si\u0119 jako uczestnik seminarium.<\/p>

Psycholog Carl Rogers uku\u0142 termin \"bezwarunkowy pozytywny szacunek\". Oznacza to, \u017ce staramy si\u0119 akceptowa\u0107 ludzi takimi, jakimi s\u0105, zamiast krytykowa\u0107 ich za to, \u017ce r\u00f3\u017cni\u0105 si\u0119 od nas. Ludzie maj\u0105 swoje powody dla swojego zachowania. Prosz\u0119 poszuka\u0107 tych powod\u00f3w i odpowiedzie\u0107 sobie na pytanie: \"Jakie korzy\u015bci mog\u0119 z tego wyci\u0105gn\u0105\u0107?\". Wi\u0119kszo\u015b\u0107 ludzi budzi si\u0119 rano z pragnieniem w\u0142a\u015bciwego zachowania. W\u015br\u00f3d nich jest tylko kilku \"terroryst\u00f3w\". 90 procent problematycznych zachowa\u0144 mo\u017cna zminimalizowa\u0107 dzi\u0119ki dobremu przyw\u00f3dztwu w grupie i wiedzy szkoleniowej.<\/p>

Rola trenera<\/strong><\/p>

  1. Prosz\u0119 pom\u00f3c problematycznemu uczestnikowi w zdobyciu pozytywnych do\u015bwiadcze\u0144.<\/li>
  2. Prosz\u0119 zminimalizowa\u0107 wp\u0142yw na innych.<\/li>
  3. Je\u015bli to konieczne, prosz\u0119 porozmawia\u0107 z nimi prywatnie.<\/li><\/ol>

    Poni\u017cej przedstawiamy kilka typowych trudnych zachowa\u0144, kt\u00f3re mog\u0105 Pa\u0144stwo napotka\u0107 w\u015br\u00f3d uczestnik\u00f3w seminarium.<\/p>

    Z\u0142y uczestnik<\/h3>
    Z\u0142y jest albo cichy i wycofany, albo ci\u0105gle narzeka i zadaje niewygodne, negatywne pytania. Zazwyczaj jego uraza jest skierowana do \u015bwiata w og\u00f3le, a nie do Pana\/Pani. Co mo\u017ce Pan\/Pani zrobi\u0107?<\/div>
    • Prosz\u0119 ich wys\u0142ucha\u0107 bez przerywania. Wi\u0119kszo\u015b\u0107 wrogo\u015bci mo\u017cna wyeliminowa\u0107 poprzez bezstronne s\u0142uchanie.<\/li>
    • Prosz\u0119 stworzy\u0107 atmosfer\u0119, w kt\u00f3rej wszyscy uczestnicy b\u0119d\u0105 mogli om\u00f3wi\u0107 potencjalne frustracje. Prosz\u0119 ustali\u0107 ramy czasowe i trzyma\u0107 si\u0119 ich.<\/li>
    • Prosz\u0119 zaanga\u017cowa\u0107 si\u0119 w \u0107wiczenia, w kt\u00f3rych uczestnicy mog\u0105 da\u0107 upust swojej frustracji (lista: \"Problemy, kt\u00f3rych nie mo\u017cemy rozwi\u0105za\u0107 tutaj\").<\/li>
    • Prosz\u0119 porozmawia\u0107 z nimi podczas przerwy i poszuka\u0107 wsp\u00f3lnej p\u0142aszczyzny porozumienia.<\/li><\/ul>

      Argumentuj\u0105cy uczestnik<\/h3>
      Osoba k\u0142\u00f3tliwa nieustannie si\u0119 nie zgadza i d\u0105\u017cy do zawstydzenia innych uczestnik\u00f3w, a tak\u017ce moderatora lub trenera. Jak sobie z nim radzi\u0107?<\/div>
      • Prosz\u0119 cytowa\u0107 wyniki bada\u0144 i fakty, podaj\u0105c \u017ar\u00f3d\u0142o. Prosz\u0119 powiedzie\u0107: \"xy pisze w swojej ksi\u0105\u017cce...\". Trudniej jest argumentowa\u0107, gdy dowody pochodz\u0105 od os\u00f3b trzecich.<\/li>
      • Prosz\u0119 zwr\u00f3ci\u0107 si\u0119 do grupy. Prosz\u0119 na przyk\u0142ad powiedzie\u0107: \"Czy kto\u015b chce to skomentowa\u0107?\".<\/li>
      • Prosz\u0119 unika\u0107 wdawania si\u0119 w dyskusj\u0119. Prosz\u0119 powiedzie\u0107: \"Rozumiem pa\u0144ski punkt widzenia. Czy uwa\u017ca Pan, \u017ce...? Czy mo\u017cemy si\u0119 zgodzi\u0107, \u017ce mamy r\u00f3\u017cne opinie na ten temat?\".<\/li>
      • Prosz\u0119 pr\u00f3bowa\u0107 rozwi\u0105zywa\u0107 kwestie sporne, m\u00f3wi\u0105c: \"Zgadzam si\u0119 z Panem i wygl\u0105da na to, \u017ce grupa te\u017c si\u0119 z Panem zgadza. Czy kto\u015b chce co\u015b powiedzie\u0107 na ten temat?\".<\/li><\/ul>

        Klaun<\/h3>
        Klaun robi niestosowne, uci\u0105\u017cliwe \u017carty. Jak mo\u017cemy sobie z nim poradzi\u0107?<\/div>
        • Prosz\u0119 spr\u00f3bowa\u0107 zignorowa\u0107 ich \u017carty. Prosz\u0119 kontynuowa\u0107, nie uznaj\u0105c ich wk\u0142adu.<\/li>
        • Od czasu do czasu prosz\u0119 poprosi\u0107 uczestnika o powa\u017cny wk\u0142ad.<\/li>
        • Prosz\u0119 doceni\u0107 warto\u015bciowy, powa\u017cny wk\u0142ad.<\/li>
        • Prosz\u0119 powiedzie\u0107: \"Chyba nie zrozumia\u0142em pa\u0144skiego \u017cartu. Czy m\u00f3g\u0142by Pan wyja\u015bni\u0107, co ma Pan na my\u015bli?\".<\/li>
        • Prosz\u0119 porozmawia\u0107 z nimi na osobno\u015bci i poprosi\u0107 o potraktowanie tematu z nale\u017cyt\u0105 powag\u0105.<\/li><\/ul>

          Skar\u017c\u0105cy<\/h3>
          Osoba narzekaj\u0105ca po mistrzowsku obwinia innych, krytykuje, narzeka i doszukuje si\u0119 winy w b\u0142ahych sprawach. Kiedy mamy do czynienia z osob\u0105 narzekaj\u0105c\u0105, mamy nast\u0119puj\u0105ce opcje:<\/div>
          • Prosz\u0119 zaproponowa\u0107 om\u00f3wienie tematu przez dwie minuty. Prosz\u0119 zebra\u0107 opinie innych uczestnik\u00f3w i kontynuowa\u0107 po kilku minutach.<\/li>
          • Prosz\u0119 zada\u0107 narzekaj\u0105cemu pytania takie jak: \"Jakie ma Pan\/Pani pomys\u0142y na poradzenie sobie z tak\u0105 a tak\u0105 osob\u0105?\". \"Czy chcia\u0142(a)by Pan(i), aby grupa zasugerowa\u0142a sposoby radzenia sobie z tak\u0105 a tak\u0105 osob\u0105?\". \"Czy szczerze rozmawia\u0142(a) Pan(i) z Tak\u0105-Kt\u00f3r\u0105\u015b o tym, jak si\u0119 Pan(i) czuje w tej sprawie?\".<\/li>
          • Prosz\u0119 pom\u00f3c uczestnikowi uzyska\u0107 inn\u0105 perspektyw\u0119. Prosz\u0119 zapyta\u0107: \"Powiedzia\u0142 nam Pan, jak \u017ale jest innym z Tak-i-Tak. Z pewno\u015bci\u0105 jest Pan uczciw\u0105 osob\u0105. Czy mo\u017ce pan znale\u017a\u0107 w nich co\u015b dobrego? Cokolwiek?\" Je\u015bli niech\u0119tnie przyznaj\u0105 si\u0119 do jakiego\u015b faktu, prosz\u0119 ich zapyta\u0107: \"Czy przychodzi panu do g\u0142owy co\u015b jeszcze?\". Prosz\u0119 spr\u00f3bowa\u0107 uzyska\u0107 dwa lub trzy pozytywne stwierdzenia od nich i reszty grupy. Prosz\u0119 u\u017cy\u0107 \"kolumny T\", aby nakre\u015bli\u0107 pozytywne i negatywne aspekty i pom\u00f3c im spojrze\u0107 na sprawy z r\u00f3\u017cnych punkt\u00f3w widzenia.<\/li>
          • Prosz\u0119 da\u0107 narzekaj\u0105cemu poczucie wy\u017cszo\u015bci, przyznaj\u0105c na pocz\u0105tku: \"Tak, mo\u017ce by\u0107 problem z takim a takim. Jeste\u015bmy tu po to, by znale\u017a\u0107 rozwi\u0105zanie. Je\u015bli pan, reszta grupy i ja zastanowimy si\u0119 nad sposobami poradzenia sobie z t\u0105 sytuacj\u0105, to naprawd\u0119 poczynimy dzi\u015b post\u0119py. Jak mo\u017cemy to osi\u0105gn\u0105\u0107?\".<\/li>
          • Prosz\u0119 przygotowa\u0107 flipchart z nag\u0142\u00f3wkiem \"Problemy, kt\u00f3rych nie mo\u017cemy tutaj rozwi\u0105za\u0107\". Prosz\u0119 poprosi\u0107 osob\u0119 sk\u0142adaj\u0105c\u0105 skarg\u0119 o zapisanie tematu na karteczce samoprzylepnej i przyklejenie jej na flipcharcie. Prosz\u0119 zaproponowa\u0107 przekazanie sprawy odpowiedniej osobie lub dzia\u0142owi.<\/li><\/ul>

            Cichy uczestnik<\/h3>
            Cichy jest pow\u015bci\u0105gliwy, nie\u015bmia\u0142y i niewiele m\u00f3wi. Oto kilka sugestii, jak go zaanga\u017cowa\u0107:<\/div>
            • Prosz\u0119 pozwoli\u0107 uczestnikom pracowa\u0107 w ma\u0142ych grupach po cztery do sze\u015bciu os\u00f3b i wprowadzi\u0107 system rotacji lider\u00f3w grup.<\/li>
            • Prosz\u0119 porozmawia\u0107 z cichym uczestnikiem podczas przerwy. Zwi\u0119kszy to ich pewno\u015b\u0107 siebie i mo\u017ce zach\u0119ci\u0107 ich do wi\u0119kszego uczestnictwa.<\/li>
            • Prosz\u0119 zastosowa\u0107 metod\u0119 \u0142a\u0144cuchow\u0105 lub sztafetow\u0105, kt\u00f3ra polega na zadawaniu tego samego pytania wielu uczestnikom po kolei.<\/li>
            • Prosz\u0119 wypowiada\u0107 zach\u0119caj\u0105ce stwierdzenia, takie jak: \"Wykona\u0142 Pan du\u017co pracy z tak\u0105 a tak\u0105 osob\u0105. Czy mo\u017cemy skorzysta\u0107 z pana do\u015bwiadcze\u0144?\".<\/li>
            • Prosz\u0119 poprosi\u0107 uczestnik\u00f3w o prac\u0119 w parach. P\u00f3\u017aniejszy raport powinien zosta\u0107 podzielony na dwie cz\u0119\u015bci, przy czym ka\u017cdy partner powinien zaj\u0105\u0107 jedn\u0105 cz\u0119\u015b\u0107.<\/li><\/ul>

              Wrogi uczestnik<\/h3>
              Wrogi atakuje bezbronn\u0105 ofiar\u0119. Oczywi\u015bcie trener jest r\u00f3wnie\u017c odpowiednim celem jego atak\u00f3w. Zadaje nieprzyjemne pytania, aby zawstydzi\u0107 lub zirytowa\u0107 respondenta. Co mog\u0105 Pa\u0144stwo zrobi\u0107 w takim przypadku?<\/div>
              • Prosz\u0119 zachowa\u0107 spok\u00f3j i przeformu\u0142owa\u0107 pytanie, u\u017cywaj\u0105c mniej agresywnych, bardziej obiektywnych sformu\u0142owa\u0144.<\/li>
              • \"Najwyra\u017aniej jest to dla Pana delikatna kwestia. Czy chcia\u0142by Pan pozna\u0107 opini\u0119 grupy na ten temat?\". Albo prosz\u0119 podej\u015b\u0107 do tego lekko. Prosz\u0119 si\u0119 u\u015bmiechn\u0105\u0107 i powiedzie\u0107: \"Hans, by\u0142oby dobrze, gdyby powiedzia\u0142 nam pan, co naprawd\u0119 o tym my\u015bli\".<\/li>
              • Prosz\u0119 podej\u015b\u0107 do nich fizycznie. Podczas m\u00f3wienia prosz\u0119 i\u015b\u0107 w kierunku wrogiego uczestnika, ale nie spuszcza\u0107 wzroku z innych. Wkraczaj\u0105c na ich \"terytorium\", mo\u017ce Pan\/Pani zmniejszy\u0107 ich op\u00f3r.<\/li><\/ul>\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":"

                Akceptacja r\u00f3\u017cnic mi\u0119dzy lud\u017ami jest prawdopodobnie jedn\u0105 z najwa\u017cniejszych umiej\u0119tno\u015bci trenera. Ka\u017cda osoba ma sw\u00f3j w\u0142asny styl zachowania, kt\u00f3ry przejawia si\u0119 w jej reakcjach na otoczenie. Styl ten wp\u0142ywa r\u00f3wnie\u017c na to, jak ka\u017cda osoba zachowuje si\u0119 jako uczestnik seminarium.<\/p>","protected":false},"author":1,"featured_media":20270,"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":[1423],"tags":[359,143,54,92,435,316,317],"class_list":["post-7308","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-training-world","tag-coaching","tag-persolog","tag-stress","tag-stressoren","tag-teilnehmer","tag-teilnehmerorientierung","tag-training"],"acf":[],"yoast_head":"\nStressors in Training: Challenging Participants \u2013 persolog Blog<\/title>\n<meta name=\"description\" content=\"Accepting individual differences is a key skill for trainers. 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