Gestalt and HR

Riga Gestalt Institute Certification paper Student Brigita Kaleckaitė

„Gestalt Approach in Organizations: Working with Human Resources”

Content 1. Summary 2. Summary in Latvian 3. Summary in Russian 4. Review 5. Introduction 6. Business consulting and psychotherapy 7. Introduction to Gestalt psychotherapy 8. Gestalt psychotherapy in organizations: 1. Gestalt approach - basic definitions in business 2. Gestalt consulting consulting 3. Human resources resour ces management (HRM) and consulting consult ing 4. HRM and Gestalt approach in my organization 5. Gestalt cases: a)

Case 1 – resistance at new employees’ selection process (Lithuania)

b)

Case 2 – 3 positive and 3 negative characteristics (Lithuania) 1

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c)

Case 3 – “hot chair” in marketing research (Sweden)

d)

Case 4 – psychotherapy terms in the project (Sweden)

e)

Case 5 - one o ne session regarding career plans (Lithuania)

f)

Case 6 – sick on cancer (Lithuania)

g)

Case 7 – new candidate selection and experiment (Lithuania)

h)

Case 8 – one session regarding career plans (Lithuania)

i)

Case 9 – team building experiment (Denmark)

j)

Case 10 – personal couching (Lithuania)

k)

Case 11 – body language (Sweden)

l)

Case 12 – internal portal implementation project (Lithuania)

m)

Case 13 – coaching for project manager (Latvia)

n)

Case 14 – coachin co achingg for presentation skills (Latvia)

o)

Case 15 – drawing social network for selecting process (Lithuania)

9. Literature















Summary Currently there are many business consulting organizations offering for business various services with different type of definitions. Each consulting company offers something unique. During the last 30 years, especially nowadays, it is also very popular to use many methods from psychoteraphy in business. I am describing in this certification paper one type of psychotherapy called Gestalt psychotherapy. psychotherapy. This therapy is known among psychologists and doctors in Latvia and Lithuania, but still not very well known in the public. My studies at Riga Gestalt Institute and working experience as a Human Resources manager in international information systems implementation projects in Latvia, Sweden and Denmark allows me to apply Gestalt to broader international employees’ employees’ community and it also gives me an opportunity to compare how Gestalt methods are used in Scandinavian and in the Baltic countries. The paper starts with a short introduction to Gestalt psychotherapy and describes the main definitions used in therapy. Later it introduces the main concept of Gestalt approach in business consulting and organizations. I also provide some reflections from my working experience regarding differences in being Gestalt consultant in organizations from outside and working as Gestalt consultant in a managerial position inside the company. As there is a difference in having individual or group therapy, there is also a big difference between consulting employees of another company or in your own company. There is a very delicate line between business consulting and therapy, and it is Gestalt consultant’s responsibility to stop at the line and say clearly to employees where the business ends and the theraphy start. Every employee has right to say stop at this line. The second part of the certification work provides 15 practical case studies from my daily practical experience in applying Gestalt methods in the company. Case studies are from different projects and countries: Lithuania, Latvia, Sweden and Denmark. All cases are describing some problems at the office or in the project in one company having branches in Latvia and Lithuania and one case is about relationships between two companies in one Lithuanian project. These cases allow you to explore the real differences and similarities















Kopsavilkums Šobrīd ir liels skaits konsultatīvo organizāciju uzņēmējdarbības jautājumos, kuras uzņēmumiem piedāvā dažāda veida pakalpojumus. Katra konsultatīvā kompānija piedāvā kaut ko unikālu. Pēdējo 30 gadu laikā, un it sevišķi šobrīd, uzņēmējdarbībā ļoti populāra ir kļuvusi dažādu psihoterapijas metožu piemērošana. Šajā diplomdarbā tiek aprakstīts viens no psihoterapijas veidiem, veidiem, kuru sauc par Geštalt psihoterapiju. Šī psihoterapija ir diezgan labi zināma psihologiem un ārstiem Latvijā un Lietuvā, taču tā vēl aizvien nav plaši zināma. Mans darbs Rīgas Geštalt institūtā un darba prakse, kas iekļauj cilvēciskos resursus starptautiskos informācijas projektu ieviešanas laikā Latvijā, Zviedrijā un Dānijā, projektos ļauj man piemērot Geštalt metodiku plašākai starptautiskajai darbinieku sabiedrībai, tā tāpat sniedz iespēju salīdzināt piemērojamās Geštalt metodes Skandināvijas un Baltijas valstīs. Darbs tiek uzsākts ar īsu ievadu Geštalt psihoterapijā un tas raksturo galvenos jēdzienus, kuri tiek izmantoti šajā terapijā. Tālāk darbā tiek aplūkota galvenā Geštalt metodes koncepcija, kura ir piemērojama konsultēšanai organizācijām. Darbā tāpat izsaku savus spriedelējumus par Geštalt konsultanta darba ne organizācijā un par Geštalt konsultanta darba kompānijas iekšienē vadītāja amatu atšķirībām. Tā kā ir novērojama atšķirība starp individuālo un grupas terapiju, ir liela atšķirība starp citas kompānijas personāla un savas kompānijas personāla konsultēšanu. Starp uzņēmējdarbības konsultēšanu un terapiju ir pavisam nesaskatāma robeža, tādēļ Geštalt konsultantam jāapstājas pie robežas un skaidri jāpasaka darbinieka, ka uzņēmējdarbība beidzas un sākas terapija. Katram darbiniekam ir tiesības pateikt „stop“ pie sasniegtās robežas. Otrā diplomdarba darba daļā tiek apskatīti 15 pētījumu konkrēti piemēri no manas ikdienas Geštalt metodikas piemērošanas kompānijā, kurā tika veikta prakse. Tiek realizēti konkrēti piemēri, vadoties pēc dažādiem projektiem dažādās valstīs: Lietuvā, Zviedrijā un Dānijā. Visos piemēros tiek aprakstītas konkrētas problēmas, kuras sastopamas kancelejā vai vienas kompānijas, kurai ir filiāles Latvijā un Lietuvā, projektā, un viens no piemēriem ir saistīts ar attiecībām starp divām kompānijām vienā Lietuvas projektā. Šie piemēri ļauj analizēt reālas atšķirības un līdzības starp Geštalt psihoterapeita, Geštalt konsultanta un cilvēcisko resursu speciālista darbu.















Резюме В настоящее время существует множество организаций по деловому консультированию, предлагающие предпринимателям различные услуги, имеющие различное определение. Каждая консультирующая консультирующая

компания

предлагает предлагает

нечто

уникальное. За последние 30 лет, особенно о собенно сегодня, в деловом предпринимательстве предпринимательстве стало очень популярным применение многих психотерапевтических методов. В этой дипломной работе я описываю один из видов психотерапии, психотерапии, называемый Гештальт Гештальт психотерапия. Эта психотерапия известна среди психологов и врачей в Латвии и Литве, однако все еще недостаточно известна в широких кругах. Моя учеба в Рижском Гештальт институте и практика работы в качестве управляющего по людским ресурсам в международных проектах по внедрению информационных систем в Латвии, Швеции и Дании позволяют мне применить Гештальт-методику к более широкому международному сообществу служащих, служащих, а также предоставляют мне возможность возможность для сравнения сравнения применения Гештальт Гештальт методов в скандинавских и балтийских странах. Работа начинается с краткого введения в Гештальт психотерапию и описывает основные определения, используемые в терапии. Далее в работе представлена основная концепция Гештальт-подхода к деловому консультированию и организациям. Я также привожу некоторые размышления из своего рабочего опыта относительно различий работы в качестве Гештальт консультанта вне организации о рганизации и работы в качестве Гештальт консультанта на руководящей должности внутри компании. Ввиду различия между индивидуальной и групповой терапией существует большое различие между консультированием персонала другой компании или персонала своей компании. Между деловым консультированием и терапией проходит очень хрупкая разделительная линия, поэтому Гештальт консультант обязан остановиться перед этой линией и ясно сказать работникам, где кончается предпринимательство предпринимательство и начинается терапия. Каждый работник вправе сказать «стоп» перед этой линией. Во второй части дипломной работы представлены 15 исследований на















имеющей филиалы в Латвии и Литве, а один из примеров связан с отношениями между двумя компаниями в одном литовском проекте. Эти примеры примеры позволяют анализировать реальные различия и сходства между работой Гештальт психотерапевта, психотерапевта, Гештальт консультанта и управляющего по людским ресурсам.

















Review by Supervisor of the Certification Paper

Сертификационная работа Бригиты Калецкайте представляет собой вид тематической работы, основанной на реальной практике. Она посвящена узкому аспекту применения гештальттерапии в рамках конкретной специализации: „Преминение гештальподхода в оргонизации: работа с человеческими ресурсами” („Gestalt approach in organizations o rganizations:: working with human resources”) resources”) . Бригита Калецкайте является

специалистом в данной области и имеет реальный практический опыт работы в ней. Структура работы включает девять части, содержание которых свидетельствует о хорошей ориентации автора теме оронизацеонного консультирования, а также способностях ее анализировать с позиций теории и методологии гештальттерапии. Автором усвоены основные основные понятия данного данного направления психотерапии, психотерапии, а приводимые приводимые в работе описания реальных случаев из практики указывают указывают также на его способность способность применять теорию гештальттерапии в организации своей практической работы в качестве гештальтспециолиста и демонстрируют грамотное использование соответствующей профессиональной терминологии. терминологии. Содержание сертификационной работы свидетельствует о том, что ее автором глубоко проанализирован достаточный объем литературы по гештальттерапии и методом оргонизационного консультирования, позволяющий компетентно осуществлять анализ поднимаемых в работе проблем в облости человеческих ресурсов оргонизации. Сертификационная работа Бригиты Калецкайте логична, структурирована и содержит как личные рассуждения и выводы автора, так и ссылки на первоисточники. Ее отличает авторский стиль изложения, аналитичность. Работа оформлена в соответствии с требованиями, предъявляемыми к выпускным работа работам м РГИ. РГИ. Ее качество качество соответст соответствует вует искомой квалификации гештальтпрактика с

















Introduction

I am describing in this certification paper Gestalt approach in organizations from my theoretical background as a student in Riga Gestalt Institute and as a human resources manager (later HRM) in one of the biggest IT companies companies in the Baltic region. My practical experience experience working in international information systems implementation projects in Latvia, Sweden and Denmark allows me to apply Gestalt to broader international employees’ community and it also gives me an opportunity to compare how Gestalt methods are used in Scandinavian and in the Baltic countries. But as I am working inside the company, it narrows my possibility possibility to t o use many Gestalt intervention methods. I am starting this paper with a short introduction to Gestalt psychotherapy, and then I’m touching business consulting consulting and a nd using psychotherapy methods in business in general in all over o ver the world. I also provide some thoughts regarding differences in being Gestalt consultant in organizations from outside and working as Gestalt consultant in a managerial position inside the company. As there is a difference in having individual or group therapy, there is also a big difference between consulting employees of another company or in your own company. I have also still not found any research done in using Gestalt approach in HR manager position. The second part of the certification work provides 15 practical case descriptions from my daily practical experience in applying Gestalt in the company. These cases allow you to explore the real differences and similarities between Gestalt psychotherapist, Gestalt consultant and HR manager work . Nowadays there are many ways of o f using psychotherapy. Ken Evans, a president president of the t he

















Business Consulting and Psychotherapy

Business consulting services are expanding tremendously in Lithuania and Latvia during the last ten years. There are so many consulting companies offering different kind of trainings, organizational consultant services and coaching. co aching. I am working as a human resource manager in one of the biggest IT companies in the Baltic region and also studying at Riga Gestalt Institute. My position being on both sides, business and consulting, allows me to evaluate evaluate quality of business consulting consulting services from fro m both sides. There is a big gap between these two polarities in Latvia and Lithuania. Most of the HR and business consultants have good knowledge in psychology but they do not have understanding about doing business. They come to companies, make presentations about theoretical part in business without having practical experience. Mostly they bring theory read from business books and literature. But most of the organizations are looking for consultants with practical business experience, not only with understanding about human relations and psychology. Business Business people people also read business literatur literature. e. From my practical experience and observations I totally agree that there are some myths in organizational theories and practice, there is no ideal organization as there is no perfect human being. Only consultants having practical experience in doing business can understand how theories really differ from the real life situations. I am thoroughly persuaded that knowing business practically is the t he primary requirement for a business consultant and only the t he secondary requirement is psychology and business theory. Currently is vice versa in Lithuania and Latvia. This is a reason why mature Baltic companies are using consulting services from West Europe

















– currently the social skills (SQ) are the most valued skills in employees. Intensive global competition among companies, narrow specialization of employees, orientation to work in 2-3 years projects jumping from one field to another requires of employees having good personal and social skills. 40 years ago it was usual to measure employees’ IQ. 15-10 years ago there was EQ the most valued thing in organizations. And now personal ability to work with other people, good communication skills and analytical thinking are the main requirements for employees in organizations. Only knowledge from books is not valid any more, know – how and social skills are the most valued characteristics in employees. This trend also influences a rush development of using psychotherapy methods in business. business. Big corporates and organizations invest a lot into employee’s employee’s personal growth as it helps to eliminate some psychological conflicts or problems, improve communication and accelerate business process in organizations, create a positive working environment. Manfred F.R.Kets de Vries, one of the famous business consultants in the USA using psychotherapy and psychoanalysis psychoanalysis in organizations, has noticed that organizations reflect the inner world of the director in the company. “Keliaudamas šiais menkai pramintais takais, pastebėjau aiškų ir nepaprastai įdomų įdo mų ryšį r yšį tarp t arp organizacijos organizacijos vadovų asmeninių tikslų ir pačios organizacijos tikslų. Vadovo vidinės psichologinės temos dažnai nulemia ir organizacijos struktūrą ar prioritetus. Toks glaudus ryšys randasi todėl, kad mes esame tai, apie ką galvojame. Kitaip tariant, visa mūsų esybė kyla kartu su mintimis; jomis formuojame savo pasaulį. Suvokimas toks svarus, kad objektyvumas yra ne kas kita, kaip užmaskuotas subjektyvumas“ [48, 3 p.]. The author says that going from company to another he has noticed that personal goals of the director are close related with the goals of the company. The main psychological themes inside the director influence the structure str ucture and goals of the company. This connection between the company and director is because we are what we think about. I and my thoughts make one unit.

















manager may seem at of how you look/looked at one of your parents. The problem in team work may be similar to a problem which exists in the family. Even not to mention that most the methods applied in family therapy can be applied to companies companies without any additional additional adoption. adopt ion. An organization can be analyzed as an intimate system, a family; a team is a family, a board of directors is a family; manager and employee relationship is relationship in a family. There are many myths described in management books and taught at business schools and universities. Business myths started with first books about management published in the 19 th century by Frederick Taylor, who is regarded as the father of scientific management and as one of the first management consultants, describing about organizations and working processes as rational, mechanic, conscious and easy predictive phenomenon. But the most decisions in organizations are made irrational, employees have emotions and feelings, most of the communication patterns come from families and past, good leadership theories do not raise leaders. This is another reason why psychotherapy in different forms is coming to business. Creative thinking, emotions, relationships, life and work balance – these are the most popular topics nowadays in business. Non-therapeutic Non-therapeutic interventions are used not only in organizations; it is used educational, social and medical institutions. Hospitals, prisons, the Army, drug dependency units, social services for the abused, church and any illnesses societies (AIDS, cancer, diabetes) are using it. “Human science has penetrated and become accepted accepted in all sectors. This helps to facilitate contact and communication, manage conflicts, stimulate motivation, cooperation, creativity and innovation; at all levels of hierarchy (managers, professionals, employees and workers” [7, p. 39-40]. Only reading psychological books and articles do not change person’s behavior or thinking. It takes time to assimilate and use in practice what have you read.



















Gestalt psychotherapy has a wider scope as the psychotherapy in the usual sense. It can be compared with “out of box thinking” training as it brings to a person a new vision of the world and develops the personal resources, creativity and a new art of living.



















Introduction to Gestalt Psychotherapy

Gestalt therapy can be also called imaginary psychodrama, as here-and-now therapy, existential psychoanalysis, integrative psychotherapy or contact therapy, is an existential and experiential psychotherapy. psychotherapy. It concentrates concentrates on the t he individual's experience in the present moment, the therapist-client relationship, and the environmental and social contexts in which these things happens, and people make self-regulating adjustments as a result of the overall situation. Gestalt psychotherapy emphasizes emphasizes personal personal responsibility. Gestalt therapy is not a new or modern therapy method. It is one of officially recognized psychotherapy methods in the world. It is also one of about 15 recognized recognized psychotherapy methods in the Baltic region. Gestalt Institutes are established in all over the world (almost each country has one institute, not to mentioned that in some countries there are more than 5 Gestalt institutes, e.g. in Germany, France, USA). Fritz and Laura Perls founded the first Gestalt Institute in New York City in 1952. Gestalt Institutes in former Soviet Union countries are started to establish since 1990: Riga Gestalt Institute (Latvia). Gestalt Institute Minsk (Byelorussia), Tartu Gestalt Institute (Estonia), some institutes in Russia (t he most famous are in Moscow and Sant Petersburg) and other Gestalt institutes or study centers. The European Association for Gestalt Therapy (EAGT) is thriving and draws multiple hundreds to its internationals conferences. The European Association for Gestalt Therapy (EAGT) was founded



















Gestalt therapy was influenced not only psychological concepts but also it was shaped by many other movements movements or science science in the 20th century: Gestalt psychology, physics, Kurt Lewin's systems and field theory, Zen Buddhism, psychodrama by Jacob Moreno, existential phenomenology, phenomenology, theatrical t heatrical performance, Martin Buber's philosophy of relationship and dialogue (I - Thou), European phenomenology of Franz Brentano, Edmund Husserl, Martin Heidegger, and Maurice Merleau-Ponty, the existentialism of Kierkegaard and Sartre, body and art therapy. In addition Gestalt was a response to the social forces in society: the late 50s–60s movement toward personal growth and the human potential movement. Gestalt therapy can be compared with life style st yle or philosophy. philosophy. It is an art of living, living, not only a treatment method. As it was mentioned before the therapy focuses on the moment-to-moment awareness, living here-and-now, process what is going on. Gestalt Therapy is a growth oriented and relational approach to assist people to enhance their development of self-awareness, to explore and experience new options for living a fulfilling and meaningful life. Gestalt Therapy embodies a holistic perspective, embracing a person's physical, psychological, intellectual, emotional, interpersonal and spiritual experience. The aim is to be fully present in the here and now, to attain full energetic expression in dealing with daily life and be fully who we are in body, mind and spirit. Since 1990 the literature focused on Gestalt therapy has flourished, including the



















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individual psychotherapy

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couple therapy

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family therapy

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sexual therapy

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group therapy

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in organizations

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in business [7, p. 3] As this paper is concentrated on Gestalt approach in organizations, there will be further

introduction to the main concepts of Gestalt psychotherapy related with used definitions in business in other sections. The next section of o f the paper will deal with the main definitions in Gestalt. Later I will describe the main concept of Gestalt consulting and present the main definitions about Gestalt only o nly from business consulting perspective. Important in Gestalt psychotheraphy is this strange word Gestalt. It is from German language. Gestalt can be translated as “form, figure, and shape”. We are also talking about Gestalt therapy as a “theory of shape or form”. The verb “gestalten” means “to give shape or form”. This word was taken from Gestalt psychology. Gestalt psychology says that the way we see things follows certain rules: a global appreciation cannot be reduced to the sensory



















Gestalt therapy is a method of awareness, by which perceiving, feeling, and acting are understood to be separate from interpreting, explaining and judging using old attitudes. This distinction between direct experience and indirect or secondary interpretation is developed in the process of therapy. The client learns to become aware of what they are doing psychologically and how they can change it. By becoming aware of and transforming their process they develop self acceptance and the ability to experience more in the "now" without so much interference from baggage of the past. The objective of Gestalt therapy, in addition to helping the client overcome symptoms, is to enable him or her to become more fully and creatively alive and to be free from the blocks and unfinished issues that may diminish optimum satisfaction, fulfillment, and growth. Thus, it falls in the t he category of humanistic psychotherapies. Gestalt is not about talking and analyzing. Gestalt is about making and experiencing. It supports the client to make experiments and discover something new instead of the mere talking about the possibility of something new. The theory of self, contact cycle, resistance and awareness are the main things to introduce. “Theory of self is about the t he theory of a notion – the self – which does not even exists”









































S.Ginger describes with the simple words that during these stages of “Contact cycle”, my self (as it was mentioned before my style of adapting to) works in 4 main modes that are called in Gestalt the functions of self: id, personality, ego and middle mode. The id function expresses the world of senses, needs and urges (e.g. hunger or sexual desire)

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the personality is the my background, what is permanent in me, my personal history, my self-image

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the ego concerns my conscious and delibare choices, based on ego I make decisions

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the middle mode – being neither active or passive, but both at once [7, p. 34] In reality the contact cycle can be finished or not. It can be interrupted because of

resistance. The main defense mechanisms are introjections, projection, retroflection, deflection, and confluence, proflection and other defense mechanisms. Each person has it everyday. It does





















Confluence is inability to differentiate oneself from another person, there is no boundary between you and me. For example, example, having the same opinion with other employees‘opinion to avoid having to speak in publicity, often it is perceived as a “yes” person with no personal opinion op inion.. Retroflection is doing to yourself what you want to do to other people, or what you want others to do to you. For example, swallowing swallowing anger to avoid conflict in the office. Deflection is avoiding direct contact with another person, devaluate many serious and important moments in your life. For example your colleague can tell you jokes all the time and do not speak about his feelings. Gestalt Psychotherapy in Organizations Gestalt Approach: Basic Definitions in Business





















was established in 1954 by some of the earliest students of Fritz Perls, Laura Perls, Isadore Fromm, and Paul Goodman. In 1966, GIC began introducing training programs that pioneered the application of Gestalt theory to work with couples, families, groups, and organizations. Most of the best Gestalt consultants started their career at this institute. Nowadays there are more than 50 Gestalt institutions inst itutions all over the t he world preparing business consultants. A book “Organizational Consulting: A Gestalt Approach” published by Edwin Nevis in 1987 describes the main principals of Gestalt consulting and it layed the foundation for using Gestalt in business. The book introduces the main concept and the main definitions developed later by other ot her researchers. researchers. He describes Gestalt Gesta lt therapy as a conceptual and methodological base from which helping professionals can craft their practice. He took the first the main definitions from Gestalt therapy and introduced it to business business world. I will introduce the following Gestalt definitions from business perspective: contact,





















It is . . . the living out of values in such a way that in taking t aking a stance, the intervener teaches teaches these important concepts. That which is important to the client’s learning process is exuded through the consultant’s way of being. [13, p. 69-70] Consultant can make influence. Nevis presents two modes of influence from which a practitioner may choose: evocative and provocative. The evocative mode involves guiding clients’ awareness to what is already happening, with the assumption that a heightened awareness of the current state will produce new learning, decisions and behavior. A provocative stance involves using a forceful intervention to cause something to happen. An example would be confronting behavior. behavior. Any similar intervention that would cause an interruption of what is happening with a call to focus sharply on whatever it is the consultant would like the group to focus on is a provocative intervention. Why to use Gestalt at organizations? It can improve relationships leading to more open























Gestalt Consulting

Gestalt therapy and consulting in organizations are quiet new phenomena. Their basic assumptions and definitions are created from Gestalt therapy theory from period of 1930-1965. It was totally a new approach how to treat an employee. It was a revolution in business world. “Gestalt therapy and organizational development are relatively new phenomen p henomenaa that derived their























Uniqueness of Gestalt consultant is authencity, contact, perceiving of whole. Benefits o f business: business: open doors, awareness, awareness, change. change. I agree with it, but I have some doubts in using it in IT field. Top management of my company is used to see at figures and key performance indicators. They would not buy such type of consulting services from outside, because this is a long term-solution and it is hard to apply























Human Resources Management and Consulting

In the section above there was discussed how Gestalt can be used in Business consultant work. Most of the literature in Gestalt is focused on consulting organizations from outside. Mostly Gestalt therapist t herapist can work as consultant, coach, instructor and trainer. t rainer.























As know-how matters, human beings are important in organizations. HR professionals have the opportunity to add values to business. Browning, for example, lists ten ways to make HR effective: effective: 1. be the catalyst catalyst for making things happen happen 2. avoid being the corporate soft touch 3. understand the whole business























I believe that none of us, HR managers or Gestalt consultants, can ever achieve perfect instrumentality. We can begin and continue the journey towards perfect instrumentality, but we can never complete it. I hope that being HR and being business consultant requires the same things except one – status changes the method of work. I like the idea of Hynek Vakenta, a Gestalt consultant from the Czech Republic. According To his presentation at the 9th 9t h conference conference of the European Association for Gestalt Therapy, Gestalt in organizations can be used in 3 phases: 

























HRM and Gestalt Approach in My Organization

























small, mostly I push them back telling that I am not going to take their problems and solve them at

























Actually, “real” Gestalt consulting is outside the t he company. It provides more opportunities

















































asking him questions questions about his achievements in his work. I found not just positive but also also his

















































































































































































































































































































































Gestalt and HR

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