There is never enough money. (folk wisdom)

How many people around you are satisfied with their level of income?

Most likely a little (maybe you are one of them).

What's stopping them?

In fact, there are several reasons, and they can be either all together or separately:

• 1 Misconception about money
• 2 Wrong Beliefs (Poor Mentality)
• 3 Lack of real desire to be rich
• 4 Lack of money management skills
• 5 Wrong environment

Can this situation be changed?

Of course 🙂

Our training just solves the problem of becoming rich people. After training, you will not wake up a millionaire. The path to wealth will take time and effort. But if you really want to become rich, we will teach you how to do it. Really, without beautiful phrases and false illusions.

Who is this training for?

• 1 Who wants to get rich by earning many times more
• 2 Who wants to open own business without investment
• 3 Who wants to leave their children an inheritance, not loans
• 4 Who wants to teach their kids how to handle money

In the training program:

• 1 How to become rich. Key differences between millionaires and the poor
• How to make your first million quickly
• 3 Rules of money management. Where to invest money
• 4 Money and the state. How to become rich in Russia
• 5 Increasing income. Myths about passive income
• 6 Banks and loans. financial traps

The uniqueness of the training:

• 1 The training is conducted by a person who knows firsthand what it means to be rich
• 2 We will offer you a simple and logical model of wealth that is understandable even to children
• 3 We will tell you about what is not written in books for aspiring millionaires
• 4 All participants of previous trainings got real results, although not all of them became millionaires

Not all people can become coaches, it is given to someone, but not to someone. This myth poisons the lives of many participants in ours who want to become coaches, as well as all those who dream of any profession, but doubt that they are "given". Unfortunately, many of us adhere to the so-called "given paradigm", i.e. believe that there are a number of professions in which, in order to succeed, it is necessary to have some special properties, talent or gift. And if you are “not given”, then, no matter how hard you try, you will not find success in this field. Many refer to coaching as one of these professions. And since it is very difficult (if at all possible) to understand whether it is “given” or “not given”, many suffer, sometimes for months, and sometimes even years, without daring to try themselves in a new profession.

Fortunately, a growing body of research now confirms what we already wanted to believe: the given paradigm is not true, but the developmental paradigm is true: if you put in effort and practice a lot, you can undoubtedly become a first-class specialist in your field. You can read more about this in Carol Dweck's Mind Flexible and Malcolm Gladwell's Geniuses and Outsiders. If you tend to doubt whether something is “given” to you or not, we recommend that you definitely read both of these books.

So, we have just dispelled the first myth: "To become a coach, you need to have some special talent in this area." By the way, it is also a myth that you need to have a certain gender (both men and women are successful in this profession), age (one of our business coaches has been successfully working since the age of 19, we also know people who who came to this profession after fifty), external data, special complexion, height, hair color, etc. In this article, we will look at what other myths exist regarding this profession and which are often expressed by those who want to become a coach.

Interested in becoming a business coach? You can view the program

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To become a coach in any area, you must have extensive experience in that area (to conduct sales training, you need to be a first-class salesperson). Myth. Customers really often ask about this, but rarely insist. Because in fact, everyone knows that a person who knows how to do something well is far from always able to teach others to do it. Moreover, it is common for a person with great experience in some field to consider his experience as the most correct, and it is natural that he will teach others to work as he does. And not always his style of work will suit all participants of the training. Moreover, in this case, the training runs the risk of turning into a seminar or even a lecture, during which the lecturer will tell the participants “how to do it right” (and maybe even show the highest class), but will not create conditions in which the participant can learn on his own do it. This does not mean that such training is bad. It's just not training. This is a master class by a pro or guru, in which he will tell you the "chips" from his experience. If you are lucky, you will be able to use them in your work and be satisfied. If you are not lucky, then you will puzzle over how to apply this in your business for a long time, you won’t think of it and you will be dissatisfied. In the training, you will look for your "chips" and create them yourself.

For example, we had an experience when, after the training, one of the participants approached us and said that literally a month before our training she had been trained by a well-known throughout Russia trainer on this topic, who himself perfectly knows how to do what he was devoted to training. So, this participant said the following: “You know, I sat, looked at him and understood that I could never do that. After that training, I left almost depressed. And with you, I realized that I can, moreover, that I already know a lot of things and know exactly what I now need to continue to practice. This does not mean that the trainer may not be able to do what the training is about at all. If you've never sold anything in your life, don't take sales training. Because sometimes you really need to “show class” to the participants or give some example from your experience in order to gain their trust. But you don't have to have twenty years of sales experience to teach how to sell. If the customer insists on having such experience, most likely, he needs a seminar or lecture, not training.

To become a coach, you do not have to pass special education (). And this is also a myth. From the outside, the work of a coach seems simple and understandable to many, what is there to learn? But, firstly, look at the vacancies of training managers - in almost every candidate you will see “ Additional education in the field of conducting trainings (training of trainers). That is, at least for the sake of having a certificate, you will most likely need to learn. And besides, in the profession of a coach lies a huge number of nuances, often invisible from the outside, but playing a key role in whether the training will be successful or not. What rules to introduce at the training and why? What is labilization, is it needed in trainings and how to plan it? What exercises to use and depending on what? How to build the logic of training? How to work with difficult participants? As a rule, all these questions are dealt with in the training of trainers.

In addition, it is imperative to choose one in which you will conduct any exercises per group at least three times with high-quality analysis and feedback. When choosing training coaches, be guided by this criterion. And it is important that this work takes place throughout the entire training, and does not represent your speech for one hour at the end of the course. To be a good coach, you need to be aware of your strengths and areas for immediate development, and you can get this information only by conducting exercises and training blocks in a group with professional and high-quality feedback.

To become a coach, you need to have a psychological or pedagogical education. Myth. Let's start with teacher education. "Ped" is a root meaning "childish" (for example, "pediatrician" is a children's doctor). Pedagogy is the science of teaching children. And adult education has its own, very significant features. By the way, it can be very difficult for people with a pedagogical education to work with adults, and they need time and effort to relearn (otherwise, the “teacher turns on”, and the adult participants of the training do not like it)! So in most cases it is better if you do not have a pedagogical education and work experience, believe our experience (there are, of course, exceptions ... But very, very rarely).

Now with regard to psychological education. Everything is not so clear here. If you want to become a coach and lead personal growth trainings, then a psychological education can be useful for you, in addition, the leaders of such trainings are more likely to be expected to be psychologists. If you want to become a business coach, then a psychological education can become a hindrance to you. Business people do not like psychological terminology and are extremely annoyed when a psychologist tries to “treat” them at a business training (which happens very often). On the other hand, if you are a psychologist with experience, then I would like to hope that you have already learned to cope with your desire to treat someone “without asking” and make diagnoses for everyone. Then the practical experience psychological work will of course help you. It will be easier for you to understand some processes and patterns of what is happening in the group. But education on its own won't help you much. If you do not have such an education, then, as a rule, the basics of psychology, which contains the training of trainers, will be enough for you. As a last resort, if you want, you can later get additional practical psychological education (by practical I mean training in which you will have a large number of practices and where they will really teach you, for example, to advise; unlike academic education, where you learn a bunch of smart theories, studying which you never have time to learn how to work with real people).

What does it take to become a coach?

You will be surprised, but in order to become a coach, you must first of all conduct trainings.

GBOU OOSH s.Zavolzhye

Psychological training

Responsible for health protection: Antonova N.G.

2014 – 2015 academic year

Tasks:

1. to acquaint students with the goals and objectives of the lesson;
2. to introduce students to the concept of "success" from the point of view of R. Bandler, E. Bern;
3. teach students how to write a “success formula”.

Equipment and materials:notebook for electives, pens, felt-tip pens, badges, computers, Internet

Lesson progress:

1. Organizational

1. Exercise "My name"

The students say their name in a circle and for each letter that makes it up they say positive quality. For example, “My name is Love. It means Affectionate, with Humor, Fighting, Sociable, Faithful, Kommersant - soft.

The exercise starts with the teacher. Students write their names on badges.

2. The main part.

1. Questioning

Pre-trained two students conduct a survey "What determines the success of a student?" (to familiarize with the instructions for conducting a survey, and processing the analysis of the results. Students of the research group need to conduct a survey among teachers and parents) Appendix No. 1.Process the results during the lesson and at the end of the lesson introduce students to the results of the study (diagrams for the answer to each question)

2. Success from the point of view of R. Bandler, E. Bern.

We all read books, watch TV, communicate with enough large quantity of people. Surely each of us knows people who are called "lucky" and say that "they were born in a shirt." For these representatives of humanity, life seems to be easy, they feel good in this difficult world. They are always lucky, circumstances always develop favorably for them. They never complain about the lack of money, they get the most beautiful women and the most courageous men. They reach the positions they want. They always look cheerful and carefree. They are always SUCCESSFUL.

But we also know people who are unlucky in this life - mostly or always. They are called to this world not to rejoice, but to serve their punishment. They work in "the sweat of their brow", but only their bread is always scarce, and there is never enough money for what they would like. At best, they can hope to be lucky in the future. Therefore, they always buy not what they want, but that. For what there is money, and then they still worry, having parted with the money and doubting: “Was it worth it?”. The world is at war with them. They never reach the desired positions - always some (bad) person intercepts the desired position. This gives them reason to envy him. However, they envy everyone and everything: that wife is more beautiful, this husband earns money, they repaired the apartment better, he’s already changing his third car in a year, and I’m only the second one, the neighbor earns how much, her children are more well-mannered, her class is better gave, and I have ...

Such people are in eternal irritation, everything is not according to them. These are FAILERS.

Here are some small sketches. The study of the reasons why some people are successful and others are not, in psychology, was carried out by representatives various directions. Consider two points of view on the concept of "success".

NLP (R. Bandler, V. Satir):depending on the style of behavior and communication, all people are divided into two categories - "PRINCES" and "FROGS".

"PRINCES":

• They feel that they are unique, they are not like anyone else, that there are no others exactly like them in the world;
• Independent: do not impose themselves on others, but do not allow others to do so;
• Independent: they do not adjust themselves to the requirements and norms of others, but they do not remake the latter to their own standards;
• They accept themselves for who they are: they don’t waste time being offended by their parents, who deformed them like that, and at the god who allowed it; do not spare themselves, such unfortunate ones;
• They may have different abilities, or lack many of them, but their attention is drawn to what they have and how to use them more effectively. They are generally characterized by the word "EFFICIENCY"
• They can make mistakes and fail, but they never lose their self-respect and self-respect. “You can lose everything, but you can, with appropriate efforts, restore everything.”
• They are not afraid to show their feelings.
• Recognize certain rights for themselves and others.
• Responsible, but do not try to solve problems instead of other people.
• They do not seek to run away from their past and "close their eyes" to the future.
• They do what they are passionate about. This does not mean that everything they do brings them pleasure. They may discipline themselves "now" in anticipation of pleasure in the future. However, if they still have to do a job that they don't like very much, they try to make changes to it.
• They know how to be happy and enjoy everything.
• They don't dwell on their problems

"FROGS":

• They live in a sense of their helplessness and dependence on others.
• They are always interrupted by someone or something.
• They never live in the present.
• All their strength is spent on experiencing their own failure or rudeness of others, but by no means on the analysis of the events that are happening directly to them.
• They are annoyed that the world does not live according to their rules, and they seek to remake this world. So they try to manipulate people into doing things they don't want to do but they think they should.
• Their world is the world of feelings, but they experience them in themselves.
• They resist everything new in every possible way.
• They believe that the whole world should take care of them. They don't like to make their own decisions.
• They are overly dependent on the opinions of others.

Transactional Analysis(E. Bern): “Each of us is unique and inimitable. We all went through an individual path of development. We had a special family atmosphere with our own upbringing traditions. We are all born to succeed and fulfill ourselves. By the age of 5-6, everyone develops basic attitudes that manifest themselves in self-esteem and evaluation of others throughout a person’s life. The one who perceives himself positively is more successful in communication, activities, etc.

There are 4 types of psychological attitudes to communicate with others.:

one). "I'm OK - you're OK" (I'm doing well - you're doing well). This attitude allows you to cooperate constructively, to appreciate yourself and others. With this setting, a person is able to solve all problems.

2). "I'm OK - you're not OK." This setting is typical for those who did not get attention and affection in childhood, who were offended. A person with such an attitude shifts the responsibility for their difficulties to others. Constructive cooperation is difficult for such people, because. according to them, everyone is doing it wrong.

3). "I'm not OK - you're OK." this attitude arises from the opinion that everyone grew up in good healthy families, and I was not lucky. The person feels powerless in comparison with others, avoids close contact with others, or needs a symbiotic relationship with the strong.

4). "I'm not OK - you're not OK." this attitude is close to abnormal, causes a feeling of hopelessness, loss of interest in life. People with this attitude are easily irritated, depressed, unpredictable.

It should be noted that rarely anyone adheres to one of these installations. As a rule, there is always a larger or smaller proportion of one of them. More often than not, one setting dominates. It is important to believe that this setting can be changed. It is important to strengthen the state of "I'm OK - you're OK"

3. A successful person in modern society.

Group work for 30 minutes. Group work requires computers and the Internet (to search for information about successful people)

Tasks:

• How do you imagine a successful person? (The group creates an image (picture, description) of a successful young man, a successful modern lady. Information note about successful celebrities). Application №2
• Why do some people become successful and others not? (make a list of possible conditions for success, use concrete examples from life successful people) Appendix №3
• Can a loser become a successful person? What is needed for this? (to develop a memo for the loser "How to become successful" program Publisher (additional training for the student to work with this program)

Each group presents results joint work. In the course of their presentation, the teacher (prepared student) supplements with information. After all the speeches of the group work participants, the students of the research group report the results of the survey.

III. The final stage.

Reflection: complete the sentence "To become a successful person you need to ..."

Literature and Internet sources:

1. Sverch L.P. "How to become successful" program of elective courses for grades 10-11. Irkutsk
2. Ann L. Psychological training with teenagers. – St. Petersburg: Peter, 2003, 272 p.
3. Gutkin M.S., Lerner P.S., Mikhalchenko G.F. yours professional career: studies. for grades 8-9 educational institutions–M.: Enlightenment, 2005
4. Abulkhanova - Slavskaya K.A. Life strategy - M., 1991.
5. Azarov Yu.P. The joy of teaching and learning. - M., 1990.
6. Women's career successhttp://www.womanbum.ru/index2.php?cid=9&id=358
7. Criteria for pedagogical successhttp://library.sibstu.kts.ru/paradigma/2/5.htm
8. 10 success criteria for a managerhttp://www.iteam.ru/publications/human/section_47/article_819/
9. Professional Successhttp://www.vashakomanda.ru/article14.htm
10. success http://www.sunhome.ru/psychology/1745
11. Psychological analysis of the concept of "Success"http://www.rpmonitor.ru/rms/detail.php?ID=5947

Application No. 1

Form of the questionnaire "What determines the success of the student"

Application №2

Success: professional success and success criteria.

Based on the experience of working and communicating with specialists from various professional areas, we can say that in recent years in Russia there are four positions on the issueprofessional successin representatives of different sexes. Let's take a closer look at each of these points of view.

The gender of the worker as a factor in hisprofessional successis now actively discussed in the business world, theory and practice of management. Based on the experience of working and communicating with specialists from various professional fields (banking, education, manufacturing, tourism, transport, government, etc.), we can say that in recent years, four positions have been distinguished in Russia regarding this issue:

1. a man is more effective than a woman both in management and in performing activities;
2. a woman is more effective than a man;
3. men and women are equally effective in professional activity, but have a different business style, and their effectiveness depends on many other conditions;
4. the gender of an employee has no effect on labor efficiency andprofessional success.

Let's look at each of these points of view.

First point of view.The opinion that a man is more effective than a woman in business is quite common, and not only men, but also women adhere to it. Arguments in support of this position are as follows:

• a man has a more logical and disciplined thinking than a woman;
• man building business relationship on the basis of objective criteria (usefulness, cooperation, necessity), and a woman - on the basis of subjective criteria (sympathy, intuition, mood);
• a man has a higher resistance to stress than a woman, is able to maintain self-control and make decisions in tense, uncertain and dangerous situations;
• a man has more emotional and physical endurance than a woman, maybe more long time work effectively;
• a man has significantly more time to devote to work and career than a woman, because he is not distracted for a long time due to motherhood and family responsibilities.

Particularly critical are such traits of a female character as emotional instability, subjectivity in assessment and unpredictability of behavior, and in relation to female leaders - a tendency either to a hyper-protective, maternal management style, or to an overly authoritarian, rigid style aimed at suppressing and total control over activities of subordinates.

It should be noted that the position according to which a man is evaluated as more effective at work than a woman is shared by many male psychologists. For example, analyzing the problem of the effectiveness of managerial work, R. L. Krichevsky cites the following observational facts reflected in foreign literature:

1. the presence of leadership potential in men and its absence in women;
2. the manifestation in men of greater activity, ambition and desire for dominance than in women.

Recognizing some uncertainty in assessing the issue ofprofessional successand the comparative business efficiency of men and women, Krichevsky draws the following conclusion: “Well, generally speaking, it is still difficult to say who is more effective in a managerial position: a man or a woman. Too low, even if you do not resort to official statistics, the percentage of women leaders in comparison with the representation in this post of the strong half of the human race. And besides, I don’t know whether the reader will agree with me or not, the initial orientation of a woman, in my opinion, is still more on the emotional climate in the family than on management in a social organization.

Let's take a looksecond point of view, supporters (more precisely, supporters) of which argue that a woman can be more effective and more successful than men. At the same time, two necessary and mutually exclusive conditions are named for a woman to come forward.

First of all , a woman can become more effective than a man if she can develop and use purely feminine qualities in her work, which are not so pronounced in men and which are associated with interpersonal communication:

• intuition;
• ability to sophisticated policy in business relations;
• feminine charm;
• the ability to fine tune in communicative interactions.

In addition, as the crisis of August 17, 1998, showed, in uncertain and unstable conditions, a woman is able to show greater flexibility and compliance than a man in order to maintain her place of work. She moved to a lower official status more easily and without any special emotional problems, left for another professional sphere, and applied for help in finding a job than a man. As a result, she more often retained the opportunity to work and earn money, and the man was more often left without work and livelihood.

Secondly , it is argued that a woman can become more successful than a man if, on the contrary, she refuses the female style in business communication, develops and begins to use purely masculine qualities: determination, stress resistance, objectivity, discipline, dedication, workaholism. It should be noted that by forming masculine character traits in herself, a woman often shows a masculine style. business communication and behavior even more vividly and intensely than a man. She becomes more determined, emotionally resilient to stress, objective, disciplined, dedicated to her work and devotes most of her life time to work than her male counterpart.

This is especially true for emancipated business women who have a pronounced competitive attitude towards men. They draw energy, excitement and motivation that lead them to success in opposing themselves to men, in the desire to prove their success that they are smarter and stronger than men.

Third point of view, manifested in comparative evaluation the effectiveness of men and women in the business sphere, contains the assertion that a man and a woman have the same efficiency, but differentsuccess criteria.

1. A man in his work is more focused on the substantive aspects of labor, competition in the market, and also on making a profit.
2. The woman prefers interpersonal communication and socio-psychological aspects of work (organization of a positive atmosphere in the team, building corporate culture in the organization, development of means of support and development of personnel).

Fourth point of viewin the discussion of who is more efficient at work, a man or a woman, is manifested in the elimination of the gender factor in its ability to influence the success of the professional activities of workers. It is argued that it does not matter who specifically works, a man or a woman, the main thing is that the worker has professional knowledge, experience, discipline and dedication to the company.

It is also noted that in the presence of a highly developed intellect, energy and activity, a high level of labor motivation and organization, there is, as it were, an “exchange” of psychological characteristics between men and women, which are usually considered purely masculine or purely feminine. Namely: in their work, gifted men, without losing their masculine style, begin to show such traditionally feminine qualities as the ability to communicate, intuition, political "flair" and attention to the human factor. Women, accordingly, without giving up the female style of activity, become decisive, ambitious and strive for leadership and success.

Each of the points of view described above about the influence of the worker's gender on his success , common in the domestic business practice, argued and has the right to exist. Especially if we take into account that the emergence of these positions in the communication of employees and managers is associated with their individual professional experience, then we can talk about the followingsuccess criteriaand trends in choosing a point of view on the “sex factor”.

1. If a business man is self-confident and more often meets successful female professionals in his work, then, as a rule, he adheres to the third or fourth position.
2. If a man has experienced an overly directive management style, an unfairly negative assessment from a female leader, or experienced a difficult conflict in working with a female colleague, then he expresses the first point of view. Moreover, when searching new job he seeks to avoid a situation in which he would have to work under the supervision of a female leader or in a team consisting only of women.
3. So is a woman. If on your professional path she met worthy male leaders or male colleagues who are highly qualified and do not deny her ability to work successfully, she is loyal to a man and seeks cooperation with him.
4. If in her work she encountered male chauvinism, a negative assessment of her work only according to the gender criterion of success, then she strives to compete with men at all costs and proclaims that a woman is always and everywhere more effective than a man.

And the last remark. Obviously less pronouncedprofessional successof women is connected not so much with their childbearing function, but with the fact that women have lower self-esteem and a lower level of claims than men. Women are more likely to accept lower official position, with less salary for work that is the same as a man, with fewer career prospects and harsher criticism from management.

It should be specifically noted that the differences in the degree of aggressive behavior of men and women are associated not so much with the peculiarities of their biological nature, but with the fact that during the period of growing up, women more often suppress their aggressiveness. In those conditions in which women are confident in their rightness and are not afraid of punishment, they become no less aggressive than men.

The male style of behavior is understandable and predictable - it is an active, intelligent and strong style. Women's style of behavior is currently incomprehensible. Therefore, a woman herself must decide what she will be at work and in life - strong or weak, smart or emphatically stupid, active or passive. Hence, women's style behavior is less predictable than male.

For adult men and women, it is typical that mathematical and formal logic is more developed in men, and verbal logic is more developed in women. In communication, women have more vocabulary than men, show more activity and clarity in the presentation of their thoughts.

In interpersonal relationships, men more often show extraversion, and women - friendliness, men are guided by the criterion of social justice, and women, more often showing empathy, care for others. Moreover, over the course of their lives, men learn to feel another person (learn empathy), while women, on the contrary, "unlearn" because it interferes with psychological adaptation.

The behavior of men in a stressful situation is characterized by the fact that they do not concentrate on the problem, trying to switch to another activity or physical activity. A woman is more likely to focus on a problem in order to think it over carefully, which is why she is more vulnerable to stress than a man.

Men have a more developed ability for spatial orientation than women, which some researchers associate with the hypothesis of functional asymmetry of the brain, and others with social conditions education.

Thus, we see that clear, verified by special studies, differences between success not many men and women. At the same time, it is possible to speak with confidence about the dominant influence of the social, rather than biological, factor on the differences in the criteria for the success of men and women,professional success and success men or women in general, depends on their sex to a lesser extent, and to a greater extent on their style of behavior in specific situations in which they have to live and work.

Application №3

1. The formula for success: WANT-CAN-SHOULD.

Right choice profession allows a person to fully realize their own potential, avoid disappointment, protect themselves and their families from poverty and uncertainty about the future. What choice can be considered correct?

First, future work should be a joy, not a burden.

Secondly, it is necessary to have a set of professionally important qualities for this work: intellectual, physical, psychological.

Thirdly, this profession should be in demand in the labor market.

You can represent these conditions in the form of three circles - "I WANT", "I CAN", "SHOULD". Suppose some of you enjoy counting the stars in the night sky. And he does it very well. But for some reason, no one is in a hurry to pay for such work. “I WANT” and “CAN” are the same, but it is necessary to lie aside. Other options are also possible: