Ekaterina
Dzhabar-Zade

Organizational consulting operates within the framework of a system-psychodynamic approach. The main ideas of this approach are as follows:

1) The organization possesses not only a conscious aspect but also an unconscious dimension, which significantly impacts its functioning.

2) The organization is considered an open system closely connected to the constantly changing external environment. This external environment introduces uncertainty and anxiety, which triggers unconscious and non-constructive coping mechanisms. The greater the uncertainty, the stronger the anxiety, leading to more paradoxical expectations and demands within the organization.

Organizational diagnostics involves methods such as interviews with key individuals, questionnaires, participant observation, and a review of documentation.
Organizational interventions encompass various activities aimed at influencing the organization. These may include coaching for top-level executives, team and group coaching, retreats, and educational programs.

Much of human mental life is unconscious and exerts a significant influence on people's behavior. The study of the unconscious is one of the primary tasks and distinctive features of psychodynamic coaching. The ability to explore not only the explicit cognitive (what a person thinks) and operational (what a person does) spheres but also the emotional (what a person feels) sphere, as well as the unconscious (fantasies, dreams, associations, and unexpected occurrences), allows us to gain a deeper understanding of ourselves and make conscious choices about what is important

Individual coaching
Team coaching
Group coaching

Based on the principles of the Kolb cycle, Kolb's reflective model is referred to as 'experiential learning.' The foundation of this model is our own experiences, which are then systematically reviewed, analyzed, and evaluated in three stages.