To be comfortable in the team. Creation of psychological comfort in kindergarten groups (workshop). How to overcome distress in a sales job
Why this happens: some people easily get along with work colleagues, while others, like a magnet, attract trouble and become the object of constant nit-picking and claims. What is the reason for such bad luck in a relationship?
Unfortunately, manipulation and self-realization at the expense of others is a type of behavior often found in modern society.
You can become the object of neglect or humiliation for showing up to work without a tie, accidentally hitting someone's papers on your desk, making a mistake, not immediately understanding the task you were given, etc. You can become the object of ridicule and neglect for that you belong to a group of people who are traditionally different from the majority or considered unpleasant. For example, “ethnic minority”, with “developmental features”, overweight, left-handers, having convicted relatives, etc.
There are three types of humiliating behavior: aggressive, offensive and self-deprecating.
Aggressive - includes a rude direct statement or action.
Offensive is a veiled form of humiliation through ignorance, the deliberate creation of difficulties, defiant statements or gestures.
Self-deprecating - characteristic of people who are insecure, who "radiate signals of a potential victim."
The emotional experiences associated with relationships with colleagues are exhausting more than any job. How do you make work a joy, not a burden? It's easy to say: treat people the way you would like to be treated. But in practice, it can be difficult to deal with feelings and emotions. At such moments, you feel especially keenly how necessary it is to master the techniques of psychological defense. Therefore, psychologists have developed five rules that allow, in some cases, to provide yourself with psychological comfort quite effectively.
Rule 1. Potential aggressors first of all pay attention to the behavior of people. If you have slightly slumped shoulders, shallow breathing, fussy gait - all this indicates an internal uncertainty. It is immediately clear to anyone that it is easier to deal with a person who is not confident in himself. Why not be realized at his expense? On the contrary, straight, straightened shoulders, a determined gait, calm movements show that a person is able to quickly orient himself and give a decisive rebuff. Maybe it's best not to mess with it. Watch your posture, if you have a habitual stoop, get rid of it with exercise. At the same time, strengthen your health.
Rule 2. The absent-minded look of a person who avoids looking directly into the eyes of others, looking for something under his feet, is evidence of lack of concentration, dispersal. This shows that a person does not capture all the information from the outside world. It is easy for such a person to become a victim not only of rude colleagues, but also of criminals. A straight, unflappable look is usually the key to security, both psychological and criminal. Although, if you pass by aggressive employees, it is better not to look in their direction. Give them time to cool down.
Rule 3. An emotionally unstable, impulsive, touchy person is always a good bait for an aggressor. Increased emotionality "narrows" attention and perception of time: a person "lives here and now", obsessed with situations, unable to look at everything "from the outside". He mobilizes his inner reserves for emotions and is unable to offer effective resistance, because he either makes excuses, or screams, or cries. It is extremely important to always remain calm, not to get involved in squabbles and scandals. Restrained the first reaction - took the first step towards victory!
Rule 4. A smiling person looks more confident in the eyes of others. A smile is evidence of inner composure and calmness! Friendliness and positive emotions promote effective communication. This will help the following train of thought, which is useful to repeat before the working day: “I meet daily with workers, not idlers. These people work with me in the same organization; just like me, every day go to work. They, like me, love their relatives, children, their home. They are what I want them to be: no better and no worse. If I am happy to meet them, then they are happy to see me too. I will think so and act kindly until someone proves to me that I am wrong. But even in this case, I will maintain warm relations with everyone. Politeness and correctness are my friends forever!”
Rule 5. The Bible says: "... what a person thinks in his heart, that he is in reality." If a person is internally confident in himself, his strength, then he will never become a potential victim. Practical psychologists have convincingly proven that suspicious people themselves attract trouble. "Similar attracts like." Bad thoughts attract bad deeds. Perhaps there is some mysticism in this, but it can definitely be said that our thoughts program our behavior. So, even in thoughts it is necessary to show confidence.
There are also erroneous reactions of a person to the provocative behavior of others, these are:
The excuse, or escape tactic: "Don't hit me - I'm good!" occurs in 60% of cases. This tactic will not make it possible to take a worthy place in the team, as it is similar to a child's one and shows the humiliated position of a person. No one needs excuses, they are not expected, and they do not want to listen.
Counterattack, or reflection tactics, reminiscent of the saying: " The best defense- attack! This is how they react in 20% of cases. Such behavior provokes conflict, which rarely brings anything constructive, but more often - spent nerves and damaged relationships. An outburst of anger gives short-term calm, but always burns bridges to a solution to a problem and further causes depression.
Silence, or the tactic of freezing, is similar to folk wisdom: "The word is silver, silence is gold!" This happens about 10% of the time. Many perceive silence either as a sign of consent, or as silence out of spite. Is such an attitude achieved by silence? In addition, doctors and psychologists know that it is extremely harmful to be silent and “swallow” resentment. Unreacted emotions give rise to inferiority complexes.
Attention! It's good to let your emotions out, but don't take your anger out on your co-workers. There is only one way of decent behavior - confident. The strategy is to get out of any situation without conflict while maintaining self-esteem.
This requires four important elements:
Do not rush to answer: give the opportunity to openly express your feelings to another, if he needs it, (i.e., “let off steam”);
Calmly show that you understand the feelings and motives of the behavior of another, you can apologize even if you feel humiliated;
To speak openly about your feelings in connection with misbehavior in your address;
Offer a solution that will help end an unpleasant situation and prevent them in the future.
The proposed technique is called the "Cake Method". What do you do if someone throws a sweet cake in your face?
1. Dodge (bravo, if possible!).
2. Catch the whole cake with your mouth (show such a mouth!).
3. Throw it back (or the little piece that remains of it ...).
Isn't it better to bite off a piece, and let the rest fly on. Recognize only a part of the statements or actions addressed to you as fair, say so, not forgetting the magic word, in order to calm the interlocutor's vigilance and demonstrate your readiness for mutual understanding. Sincerely respect the right of others not to love you. Say no more than two sentences in response.
In a situation of open aggression:
How many times can you repeat, are you - fell from the moon?!
Yes, the task is not clear to me the first time, although I am an earthling.
In a situation of offensive hints:
Some have such manners that you involuntarily think that they were brought up by dad Karla or in the garbage ...
Yes, with some people it may seem that way. Not everyone likes each other's manners and not everyone has enough tolerance.
It is clear that these rules and techniques will be little effective in a situation of organized psychological pressure, but they will help to adequately survive or somewhat mitigate unpleasant situations.
At work we spend most of our time, and see colleagues more often than relatives. It is very important that the work brings real pleasure, otherwise everything will come out in a bad mood and health problems.
What is necessary for psychological comfort at work?
1. Team!
For the psychological mood at work, you need a real team. If you wake up every morning with the thought that today you can get a stone in the back from a colleague, the incentive to work is unlikely to appear. It turns out that a person is in emotional stress all day, and uses all his strength and energy to protect himself, and not to perform certain tasks.
It is very important to come to work and plunge into an optimistic environment.
Leadership advice: it is worth immediately stopping all kinds of gossip, up to the deprivation of a bonus, and also smoothing out sharp corners between employees through negotiations.
2. Compatibility
For psychological comfort at work, there must be some compatibility between employees. For example, similarity in certain principles, way of life, characters and temperaments. Then it will be much easier to come to a common denominator, solving professional issues.
Advice: an experienced leader should talk to a person once to understand whether he can enter the existing team or not. There are also special tests, by completing which you can accurately find out about a person’s character, his life position, etc.
3. I am part of a team
It is very important for each person to feel their importance, only then comes the feeling of psychological comfort at work. When a person feels valuable, he wants to move mountains and jump above his head.
Advice: You can increase the self-esteem of an employee and his status in the eyes of colleagues with the help of a separate (small) task. In addition, it can be used to reveal the hidden reserves of a person.
The above criteria are very important for the feeling of psychological comfort at work. If they are followed, the employee will be more productive!
Sections: School psychological service
“There was a wise man who knew everything. One person wanted to prove that the sage does not know everything. Clutching the butterfly in his hands, he asked: “Tell me, sage, which butterfly is in my hands: dead or alive?” And he himself thinks: “The living woman will say - I will kill her, the dead one will say - I will let her out.” The sage, after thinking, replied: "Everything is in your hands." I didn't pick up this story by accident. It is in our hands to create an atmosphere in the school in which children will feel “at home”.
A distinctive feature of pedagogical approaches recent years becomes a focus on a particular child, on the creation necessary conditions for the active creative self-realization of each child. One is not born a creator, just as one is not born an intellectual, everything depends on what opportunities the environment provides for the realization of the potential that is inherent in each of us in one form or another to varying degrees.
About the humanization of education, about the individual approach to the student in the process of education and upbringing, about attention to each child, about creating an atmosphere of psychological comfort in the school, scientists in the field of pedagogy and psychology, and practicing teachers are currently talking and writing. This is declared in the Law “On Education”. In the UN Convention on the Rights of the Child, Article 28 states: “States Parties shall take all necessary measures to ensure that that school discipline is maintained through methods that respect the human dignity of the child and in accordance with this Convention.” The Concept of General Secondary Education and other documents of the Ministry of Education of the Russian Federation contain relevant quotations about formation of the personality of the child in the new paradigm of education. It is in the conditions of such a psychological space that a personality can be formed, which is easily socialized in new conditions.
The main criterion for such a psychological space is a safe environment, an atmosphere of psychological comfort, which is both developing, and psychotherapeutic, and psycho-corrective, because in this atmosphere barriers disappear, psychological defenses are removed, and energy is spent not on anxiety or struggle, but on educational activities, on the production of ideas, on creativity.
As Ferguson noted, "creativity is not created, but released." But before you start releasing them, you need to involve the child in the creative process. The very first and very important stage of involving a child in the creative process is the creation of an atmosphere of psychological comfort at school.
What is comfort?
Comfort - borrowed from English, where comfort is “support, strengthening” (“Etymological Dictionary”, N. M. Shansky).
Comfort- conditions of life, stay, environment, providing convenience, tranquility and comfort. (“Dictionary Russian language”, S. I. Ozhegov).
Psychological comfort- living conditions under which a person feels calm, there is no need to defend himself.
In many innovative educational systems, the principle of psychological comfort is the leading one. It involves the removal (if possible) all the stress-forming factors of the educational process, the creation of an atmosphere at school and in the classroom that unchains children and in which they feel “at home”.
No amount of academic success will be of any use if it is “involved” in the fear of adults, the suppression of the child's personality. As the poet Boris Slutsky wrote:
won't teach me anything
That which pokes, rumbles, bugs...
However, psychological comfort is necessary not only for the development of the child and the assimilation of knowledge. It depends on the physical condition of the children. Adaptation to specific conditions, to a specific educational and social environment, creating an atmosphere of goodwill can relieve tension and neuroses that destroy the health of children.
Thus, we defined the goal of the activity of the psychological service of the school as “ creation of psychological and pedagogical space”, which solves the following tasks:
Organization of psychological and pedagogical support of innovative processes;
- creation of a healthy psychological climate;
- maintaining the health of all subjects of education;
- increasing the professional competence of teachers.
We reflected our vision of the organization of the educational process at school in the following scheme.
Scheme 1. Organization of the educational process.
Space
At school, the main figure was and remains the teacher. Therefore, work on creating an atmosphere of psychological comfort had to begin with teaching staff.
The study of the teaching staff of the school included the following methods:
Questionnaire “Degree of job satisfaction”;
- Questionnaire "Motives of labor behavior";
- methodology “Assessment of the professional orientation of the personality of the teacher”;
- monitoring of pedagogical activity.
All work with teachers is aimed at helping them see the student as a person with their own unique characteristics, which will allow them to better realize the child's abilities, building education based on the pace of his individual development. After all, it is the child - as a real integrity, unity and interdependence of the individual, subjective and personal - that is the true goal - the value of education, its content and main criterion.
What results were achieved as a result of the work carried out with the teaching staff.
- If at the stage of entering the experiment 53% of the teachers were engaged in the experiment, now the whole team is in constant experimental activity.
- The same results were confirmed by the diagnostics “Emotional attitude to innovations”.
- In fact, there are no conflicts with students.
- The level of quality of interaction between the teacher and the child has changed, from an authoritarian position to partnership and leadership.
- There is a joint problem solving.
- The growth of professional competence of teachers.
Figure 1 Attitude towards innovation
Fig. 2 The quality of interaction between teachers and students
The next component of the educational space, for the sake of which any school works, are students. The main criterion for the effectiveness of innovative activity is the success of students.
Learning success requires students to have skills such as:
Ability to navigate correctly;
- the ability to determine the goal, plan actions;
- the ability to act according to the plan.
Comprehensive monitoring of student development included the following psychological techniques:
Questionnaire of Leonhard-Shmishek;
- adaptation techniques;
- questionnaire “My school”;
- Questionnaire "Teacher through the eyes of a student";
- Questionnaire "Motivation of learning";
- Shtur and other techniques.
The results of the survey indicate a positive attitude of students towards teachers in general. The Gnostic abilities of the teacher were highly appreciated. Children note the high professionalism of the teacher, erudition. The abilities for empathy, cooperation, i.е. empathic abilities. The style of communication between teachers and students is democratic. The teacher seeks to build his relationship with students on a constructive basis, on respect for their personal characteristics.
Figure 3. Evaluation of the abilities of teachers
Creating a favorable psychological climate, joint activities with teachers contributed to the growth of students' activity.
Figure 4. The activity of students during the CTD
This atmosphere could not but affect the third component of the educational space - parents. The percentage of parents' complaints to the MA has decreased, the parents are more actively cooperating with the school.
Figure 5. Participation of parents in the affairs of the class and school
We create psychological comfort in the office
The team is the most important component of any company. It is on the efficiency, cohesion of employees that the efficiency and, consequently, the well-being of the company often depend. But in order for a person to work effectively, it is necessary to create conditions for this. A high salary does not guarantee a good “return” if an employee cannot tune in to work. In this regard, the issue of psychological comfort in the office is of particular relevance. It depends on many factors, including the interior of the office space, its color, the light in it and other issues related to the arrangement of the workplace. Our article will tell you how to provide employees with psychologically comfortable conditions for working in the office.
Competent color - a helper from troubles
Office design can be different - it depends on the specialist who develops it, and on the architectural features of the premises, and on the scope of the company. For example, advertising agencies often have creative, unusual interior; for a bank, they often choose a restrained, trustworthy classic; and for companies specializing in goods for children, an office designed in the style of cozy apartment. But whatever design you choose, please Special attention on the color scheme. In skillful hands, it can become a fairly powerful tool for influencing psychological condition person. In particular, it is realistic to correct some of the shortcomings that reduce the efficiency of employees.
So, for example, if the office is constantly hot, stuffy, for the interior you need to use shades of cold colors - blue, light blue, purple, gray. This will create a feeling of coolness. If in working room the sun rarely peeks, it makes sense to opt for warm colors- orange, yellow, pink, beige ... Such colors will add light and warmth.
Please note that some colors are quite aggressive irritants, you need to be very careful with them. Intense yellow, for example, can cause anxiety. At the same time, its moderate use in the interior increases creative activity.
Violet is also dangerous - its effect on the psyche is manifested in a decrease physical activity, working capacity, it contributes to the manifestation of a depressed state.
The most aggressive color is red. It increases irritability, can cause fatigue. In addition, the predominance of red in the design visually reduces the room, which also adversely affects the overall perception of the office.
White, black and gray are considered neutral, it is important that their combination is harmonious and not very colorful.
The main thing is to sit comfortably
The workplace for an employee means no less than the interior as a whole. Modern man spends most of the day in the office, and there, in turn, is mainly at the workplace. Therefore, it is very important that it be comfortable: without being distracted by trifles and without feeling discomfort, it is easier to tune in to a working mood.
First of all, pay attention to the location of workplaces in the office. Too small a distance between them (less than 40 centimeters) will have a bad effect on performance, because the so-called personal space will be affected - a place that a person on a subconscious level perceives as “his own” and has a negative attitude towards those who invade it. However, a distance of more than 3 meters is also undesirable: this will create an atmosphere of irresponsibility, because employees will be able to freely engage in extraneous matters. And if you need to work in a team, you will not be able to achieve sufficient cohesion among the members of the team. The optimal "step" between jobs is 1.5 meters, the so-called friendly distance (its minimum size is arm's length).
Further - actually workplace. Here we again encounter the concept of "personal space". It is necessary for a person to feel safe, to concentrate on work, to abstract from distracting noises. Therefore, it is desirable to isolate each workplace from the general office. Often this is done with the help of furniture: cabinets and racks are placed on both sides of the table. The solution is not always successful, because in this way you can deprive the employee of the opportunity to contact with colleagues. Meanwhile, it is important that, if desired, a person can easily exchange a few words with a neighbor or turn to those working in the same room for advice. So a balance needs to be struck. According to many experts involved in the design of workspaces, one of the best options for solving this problem is office partitions. 
If you want to create a completely enclosed space, it is better to use stationary office partitions (they act as main walls). If you just need to separate the tables of workers, you can opt for mobile office partitions: they allow you to limit visual contact between employees, but do not prevent them from communicating with each other if necessary. The advantage of these structures is that, if desired, partitions can be made of any height.
If partitions are placed between workplaces, it is advisable to make them from the floor (so as not to see the neighbor’s legs) and to the height of human growth, says Anna Gurevich, a psychologist, CEO training company "Knowledge and Skills". – In this case, a balance is maintained between “personal” and “public”.
There is another option for delimiting workplaces - desktop screens, - says Yuri Nikitin, head of the sales department of the Astarta prestige studio of office systems and technologies. - They can be made of solid glass, which allows not only to create an individual space for the employee, but also to emphasize the aesthetics of the interior, to give it lightness.
But it is not enough to give each employee a personal place, you need to make it comfortable. It is important to arrange furniture, office equipment and reference materials so that it is convenient for a person to work. There is an unspoken rule: everything that may be required should be at arm's length - this will avoid unnecessary movements and fuss.
Let there be light!
Lighting is of paramount importance both for the health of employees and for psychological comfort. Natural lighting is, of course, healthier and much more perceived, so it should be used to the maximum. It is good if the office has large windows facing the sunny side. However, often there is not enough light, but you can optimize the use of natural light with the help of, for example, office partitions.
If you use frame partitions with glass panels or all-glass systems, you can do without artificial lighting for a longer time, - explains Yuri Nikitin, Astarta Prestige - transparent material allows the rays of the sun to pass through, without preventing their penetration even into the most remote corners of the office.
But these tricks, of course, are not enough to provide the desired level of comfort, so the office cannot do without lamps. And in order for the vision and psyche of office workers to be out of danger, it is necessary to follow a few simple rules.
Firstly, artificial lighting should be two-level: general and local. Every employee needs an autonomous light source. This will avoid shadows and glare (which are distracting and bad for vision), and will also contribute to the creation of psychological comfort: with the help of a light field, you can, as it were, separate from other people, which allows you to better concentrate. The "personal" concept of lighting is now quite popular, which has given rise to the emergence of new products in this area. So, a number of companies producing office furniture offer special designs in which lamps are already built. For example, there are tables with two light bulbs of different directions in the case. They are also convenient because they allow you to achieve unity in design, improve the aesthetic perception of the workplace.
Secondly, artificial light should be uniform and soft. To do this, you can use either indirect lighting (the lamps are directed upwards, the rays are reflected from the ceiling), or direct light installations (mounted in the ceiling, using fluorescent or halogen lamps).
Human factor
But no efforts to organize a comfortable office will be of any use if employees cannot find contact with each other and work together. Of course, intra-group communications largely depend only on the people themselves, but certain steps can be taken to optimize this process.
Proper distribution of jobs will smooth out potential conflicts. Observe your employees, determine who is more sociable, who is closed. You should not plant a talker and a silent person next to each other - the presence of the antipode will only cause dull discontent. This will be especially critical if collaboration is required.
Joint celebration of holidays, birthdays, corporate parties, field trips - all this helps to get to know the people with whom you work in the office better. It is at such informal meetings that personal relationships are most often established. Having received pleasant impressions from communicating with a colleague, a person seeks to transfer the positive to business contacts. This will facilitate the interaction in the team, remove possible conflicts and lead to the fact that a group of employees will really become a team. -
We have reviewed the most important points that you should pay attention to when creating a favorable psychological environment in the office. By taking into account these nuances, you will increase the degree of comfort in the workplace, which in turn will lead to an increase in the efficiency of employees. And as a result, the income of the company will increase.
Alexander Mayorov
according to the materials of the press service of the company "Astarta prestige"
At the interview, you are asked how important a friendly team is to you. What is the best answer to such a question of a recruiter? Experts comment on your possible answers.
“Yes, this allows you not to be distracted by trifles and work more productively”
1. A person says that he is a workaholic, always ready to work for the result. A good option, since in addition to a direct answer to the question about the importance of psychological comfort in the team, the applicant at the same time mentioned his interest in work. However, it may seem that he wants too much to please the recruiter.
2. One can argue with such a statement. As a rule, more often the opposite happens: the closer the relationship between colleagues, the more they are distracted. Here it is better to say that a normal psychological climate creates comfortable conditions for work.
“Of course, without it it is impossible to work”
1. The answer is good for its frankness: the applicant says what he thinks. He mentions his emotions, mood and expectations from the future team.
2. The phrase “It is impossible to work without it” raises certain doubts: such a statement is too categorical. Such harsh assessments speak of the nature of a person who perceives the world around him according to the principle "either good or bad."
3. It would be nice to explain why, from the point of view of the applicant, the climate in the team is so important. After all, the HR manager wants to hear a rather detailed answer in order to assess what exactly the candidate considers important for himself and whether the company can provide him with such conditions.
“I can get along with any team”
1. The recruiter will have to ask new questions to understand the applicant. What is behind such a self-confident answer? Perhaps a person is lying or it seems to him that he gets along well with others simply because he himself does not notice conflicts. Or maybe he is really able to get along with any team due to the ability to bypass sharp corners.
2. The situation is quite probable: there are employees who have the necessary communicative experience. Such a person can find the key to any employee and even eventually become the informal leader of the team. To understand the applicant, the recruiter needs to compare this answer with the candidate's answers to other questions.
3. This is not entirely true. There are very few such people. The candidate overestimates himself to some extent. Not the greatest answer.
“I don’t care who surrounds me, the main thing is that they don’t interfere with work”
1. Such an answer immediately speaks of who is in front of us: this is a lone person, a result-oriented worker who does not care about relationships with colleagues at all. Therefore, if a recruiter is looking for a team person for the company, such an applicant will not suit him.
2. The candidate shows his isolation from the team and focus on individual results and work. This is not suitable for all companies and not for all positions.
“What, do you have an unfriendly team in your company?”
1. The applicant uses a defense question. This answer suggests that a person thinks out the situation and is inclined to defend himself. This position may indicate either a strongly low self-esteem of the candidate, or his past problems: perhaps he has already experienced conflicts, and now he is afraid to face new ones.
2. This is a kind of "collision". In fact, such a question is logical, but the wording should be changed: first, give an answer about your attitude to the psychological climate in the team, and at the end of the statement, ask what caused such a recruiter's question. It would be nice to justify your interest: to say that awareness of the team will help the candidate prepare in advance, adapt faster in a new place and avoid mistakes.
3. Answering a question with a question is not the best way out. It is better to demonstrate your own sound position and show the importance of climate and relationships in the unit.
“No, it doesn’t matter, I leave emotions at home”
1. This is an absolute lie, the person is clearly disingenuous. Each of us has emotions, and it is unlikely that anyone will be able to constantly restrain them. For the applicant, such an answer is undesirable, and the recruiter should make attempts to help the candidate open up, win him over and achieve more truthful explanations.
2. Emotions cannot be left at home, they will still be present, and underestimating such a factor can lead to disastrous consequences.
According to "Trud"