the systelios model
TRANSCRIPT
Milton- Erickson- Institut Heidelberg Dr.med.Dipl.rer.pol.Gunther Schmidt
www.meihei.de mail: [email protected]
sysTelios- Klinik für psychosomatische Gesundheitsentfaltung
69483 Wald-Michelbach/Siedelsbrunn
www.systelios.de
The sysTelios-model: an attempt of a system organisation for
dignity, competence, cooperation, creativity and goal-effectiveness
Some basic premises:
Autopoiesis: living systems organize their experiences autonomously- the meaning and effect of a communication always is defined by the receiver- never by the sender! Consequence: an „intervention“, also a „leadership decision“ is created by the receiver- not by the sender of the message. In that way the original meaning of suggestion is dissolving. So we need feedback, feedback, feedback…
The sender can only make offers/ invitations which are accepted or rejected autonomously by the invited person. If somebody leads in this interaction at all it is the client with his feedback to these invitations.
In the same way also a person in a „leading position“ (which is a different role of course) has to respectfully pay attention to the feedbacks of his teams. The „leader“ is always at least as dependent of the „guided“ ones as these participants are.
In research many times proved assumption of Ericksonian therapy:
• The competences for a helpful and more healthy solution pattern are already „stored“ as experienced competences in the unconscious „archives“ of a • person and of a system. During the living of the problem patterns they are just dissociated but still existent.
• So the main task is to invite to and to support the re- association, activation and the long- lasting building in these competences into the contexts in which the person needs them.
• As brain research, priming research and all experiences of hypnotherapy and hypnosystemic concepts show: All experience is a result of focussing of attention on all sensory levels, consciously and unconsciously. • The therapy so gets the meaning of a „learning from himself“ for the client- • the therapist is the expert for supporting this „learning from himself“ and for invitations to focussing of attention which helps for that - not for knowing from the outside.
General goals of psychotherapy: • Strengthening of autonomy/ Self- responsibility
• Sence of coherence (salutogenesis Antonovsky)
• Self- confidence and experience of self- competence and competence to guide the own life and manage impulses in a constructive, healthy way
• Enlarging of possibilities of choices (H.v. Foerster)
• Appreciation of the way of living up to now (also for the „problem patterns“)
Transparent Meta- communication with the invitation to respectfully appreciate the intuitive answer of the organism „somatic markers“ which give feedback about which of the offers are fitting serves as a very effective way to: • learn about the autonomous intuitive competence • build up respectful cooperation with involuntary processes • strengthen the competence as meta- observer who can manage experience and impulses in a healthy way (not the content of a phenomenon but the relationship of the observer to it defines the effects)
• Experience is produced second by second in a new way via processes of fokussing of attention, voluntarily and much more involuntary (and unconsciously) construction of networks
• We create our experience ourselves- in inner autonomous self-determination!
• VAKOG
• Every episode of experience (emotionally „loaded“) will be stored as network of experience in us and can be reactivated, e.g. already by activating just one or more of the elements of this „network“ in the present time (in the „here and now“).
• This activation can also happen totally on an unconscious level- and unconscious and involuntary processes are always quicker and stronger than voluntary processes.
• Hebb´s law = „cells that fire together wire together- and cells which are wired together are again firing together“.
• The direction of the focus of attention determines which network will be activated and also which ego state (what we usually call our ego/ „that´s me!“)- we are all „multiple personalities“ with multiple ego states.
The way in which a system is organised has intensive effects on the way how participants focus their attention and on the way how and which „networks of experience“ (experiential patterns) are triggered unconsciously and involuntarily. The „system“ is an tremendously important environment for the participants and simultaneously these perticipants create and re-create the system in interdependence- they are also always environment for each other and so in a circular way create themselves, contribute to the creation of the system which influences (invites) them…
The system can be understood as the everyday „trance-inviting context“ for the participants.
Prinziple of literalness
Total potentiality of experience: „The
cosmos of potentials“
Actual focus: „habituated reality“
Wanted focus of attention
competence- hypothesis
Goal always: to direct the focus of attention as much as possible towards wanted patterns of experience which are activated in this way
dream-process
The experiencing „observer“
Multiplicity
Meta- Position/ Dissociated/ Lucid
associated
Dr.G.Schmidt MEI Heidelberg
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Ego 1
Ego 2
Ego 3
Ego X
„Director- Ego“ „Director-
Ego“
Ego 1
Ego 2
Ego 3
Ego X
Ecosystemic context
If we are „multiple personalities“ we also encounter other people not always in the same ego but depending on situations/ contexts/needs/topics- and the others are also encountering us with multiple egos.
Which of your ego´s /which of your „inner parliaments“ are just
interacting with which of the ego´s of other persons? In which context, related to which topics?
How it is
Way of description
Validation
Labelling
Explanation
Conclusions
Self-relation
Comparison with others
Construction of the antagonistic poles of experience („Problem“)
How it should be
Way of description
Labelling
Validation
Explanation
Conclusions
Self-relation
Comparison with others
Attempted solutions
Solution supporting Problem stabilizing
Emotions,Submodalities, Physiology, Body coordination
Emotions,Submodalities, Physiology, Body coordination
Observer associated? dissociated?
Experience/validation of own sensory signals
Experience/validation of own sensory signals
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Therefore the central task is: To build up goal-serving systems
(on an interactional and internal level)
Instead of: „How is the system organised?“ to
„For which/ whose goals should the system be build up/ organised in
which way?“
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But also:
„And how should we cope with the present (and past) system (e.g.
utilisation/ pacing, pattern-disruption, appreciation of it/
acknowledgement of loyalities etc.) would be goal-serving?
(Dwarfs on the shoulders of giants)
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Goal- processes of a system „What for?“
Relevant paricipants
Processes of goal development
Rules of decision making/ rules of hierarchy
goal-communication
Development of goal serving steps
Rules for how and about what should be communicated
Definition of roles/tasks/ building of internal borders
Coordination of interfaces Rules for agreements/ balancing feedbacks
Rituals of appreciation, sponsoring-, motivation/ building up pf meaning
Informal „rituals“ for encounters
Borders and coordination of interfaces to the outside world (diverse stakeholders)
Interactions between executing managers and staff
Rules for managing differencest/ „conflict“-management
Optimizing of internal processes of participants / submodalities/ cooperation of the „optimal-egos“
Important basic needs of human beings in relationship systems:
• Affiliation/ security in relationships
• Orientation, transparency, to be included
• Clarity of roles and tasks
• Appreciation of the specific own contributions and simultaneously experience of being related to important „others“
• Possibilities for own actions/ selbst-effectiveness/ meaningful experiences/ self-empowerment
• Autonomous possibilities of choice and appreciation for the own definition of reality
• Being challenged in a stimulating way, with clear, direction giving objectives,
è Appreciation of ambivalences, utilized as informations about needs
è Clear meta- communication of double-binds with focus on „tit for tat“ and a perspective on effects/ „role- perspective;
è Focus on „patterns of success“, meaning-creating values which generate cohesion;
è Continuiously feedback- loops with acknowledgement for the „messengers of bad news“;
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Situations of uncertainty, lack of orientation and of information, confusion are always rather more
associated with reactions of fear and/or anger or possibly (if escalated) with „freeze“-reactions
(amygdala- aktivity).
But anger, fear or freeze-reactions constrain thinking processes. The tendency goes more to fight
or flight, „either- or, all or nothing…“ etc.
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Anger, fear, confusion, uncertainty are mobilising involuntary processes (also
hormon reactions, chnages of the immun system etc.) in a way that one becomes more
rigid, narrowed and impuls-directed.
If anger and/or fear is dominating, one becomes for these moments just more stupid
(and also often a little bit more paranoid.
(although one has much more competences and intelligence!!!)
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That also means:
Leadership means important obligations for e.g. :
A person in a leading position is experienced as an „agent“, „an embodied model“, a
„screen for projections“ of helpful priming/ focussing of attention, e.g. in their teams.
They are whether they want or not,
„Directors of orchestras“ and „Context-architects“.
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Context-architects can contribute acticely to contexts of:
v Appreciation
v Focussing on patterns of success
v Competence-focussing
v Goal development with optimal self- effectiveness of paricipants
v Encouragement, curiosity, joy of discovering
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v Fostering/supporting of openness for learnings with respectful feedback of „mistakes“ and rewarding of joy and courage to experiment
v Activating challenging
v Communication which triggers powerful imaginations, goal developments and visions
v Consequent „I-messages“ and need-focussing feedback- culture
Additionally e.g. the SCARF-Modell (D.Rock) suggests:
Brain research shows that central context conditions for motivation, fulfillment of meaning,
supporting of accomplishments are obviously e.g.:
Status
Certainty
Autonomy
Relatedness
è Fairness
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And:
Healthy and long lasting and motivating competence-development will only be able,
if the diverse important areas of
life-topics, interests and values of people
will be respected in optimal balance.
If one wants flow in relationships, it has to be taken care of a specific ritualistic creation of
contexts of encounters;
For that e.g. all participants (and also all ofd there „parts“- as impulses!!)
have to be accepted in there „being just so", in their needs and emotional reactions.
But: on the level of actions only those actions are accepted which
have constructive effects, which are goal-serving and do not harm
oneself or others.
Construction and maintainance of a „problem“
© Dr.G.Schmidt, Milton-Erickson-Institut Heidelberg, www.meihei.de
Experience „it is how it is“
1.
„How it is“
„How it should be“
2.
Attempted solutions
How it is
Categorizing (god/bad etc.)
Time of experience
Place of experience
How often
Intensity
Duration of phenomenons
More voluntary/ More involunatry
How it should be
Way of communication
Content of communication
Way/ Intensity of feedback
Style of dealing with „mistakes“
Validation/ awareness of wanted outcomes
Needs/ Longings which motivate
Reactions towards others (Validation/ giving of meaning/ behaviour
Ritualization of the problem/ of the solution
Observer: associated? dissociated?
Further elements of patterns
Reactions of others (Validation/ giving of meaning/ behaviour
Experience of time/ focus of time
Ideas about relationsships/ Expectations to them