The potential of which we can see the mind map are the manifestation concrete and visible sign of virtue. Through the work of Martin Seligman and thanks to the Positive Psychology have valuable information about the forces that people use in the process of coping with difficulties and in the paths of self .
The key assumption is that the welfare the person is not merely the absence of illness. Instead of using a paradigm on the disease, or to study the man from his malaise, Seligman and his team studied the man from the positive, the strengths.
Starting from the History of Ancient Philosophy and the concept of Eudaimonia the discussion was of how man can make his well-being, which, in this sense falls under its specific responsibility.
study and examination of religions in the world has also confirmed that there are some cross-cultural celebrations as regards the characteristics of a good man, or the person who has reached his self-realization. The question that philosophers old were asking was, ultimately, "How to be a good man?".
Western culture has also shifted the focus of attention on "What must a man to be good?" In practice, it is gone from the center of the person (the potential-l'essere) outside (the moral law - doing).
This dichotomy is in fact also present in the dynamic role - the person, where there must be a congruence and harmony between being a (potential) and do (the roles). When the level of harmony between the two dimensions is low, or when aspects are being ignored it undergoes an unwell individual and organizational.
Classification Seligman suggests that sees six major Virtue (Wisdom, Humanity, Courage, Transcendence, Temperance, Justice) which are articulated through 24 potential.
analyzing potential of the individual, and organizational context in the report by the Executive and Corporate Coaching allows Coach to identify potential expressed or suffering, it helps develop their full and proper recognition and use, working with people for a concrete and visible improvement in subjective well-being and organizational.
This is not to identify "areas of improvement" but to help the person and context to re-learn their strengths already present, for use the best in professional and personal development.
The training proposed by the present capacity of the Coach are specific, detailed and circumscribed and are organized according to a precise plan of action .
All within a relationship, that of coaching, which is governed by the 3 A: Listening, Alliance, welcome.
The key assumption is that the welfare the person is not merely the absence of illness. Instead of using a paradigm on the disease, or to study the man from his malaise, Seligman and his team studied the man from the positive, the strengths.
Starting from the History of Ancient Philosophy and the concept of Eudaimonia the discussion was of how man can make his well-being, which, in this sense falls under its specific responsibility.
study and examination of religions in the world has also confirmed that there are some cross-cultural celebrations as regards the characteristics of a good man, or the person who has reached his self-realization. The question that philosophers old were asking was, ultimately, "How to be a good man?".
Western culture has also shifted the focus of attention on "What must a man to be good?" In practice, it is gone from the center of the person (the potential-l'essere) outside (the moral law - doing).
This dichotomy is in fact also present in the dynamic role - the person, where there must be a congruence and harmony between being a (potential) and do (the roles). When the level of harmony between the two dimensions is low, or when aspects are being ignored it undergoes an unwell individual and organizational.
Classification Seligman suggests that sees six major Virtue (Wisdom, Humanity, Courage, Transcendence, Temperance, Justice) which are articulated through 24 potential.
analyzing potential of the individual, and organizational context in the report by the Executive and Corporate Coaching allows Coach to identify potential expressed or suffering, it helps develop their full and proper recognition and use, working with people for a concrete and visible improvement in subjective well-being and organizational.
This is not to identify "areas of improvement" but to help the person and context to re-learn their strengths already present, for use the best in professional and personal development.
The training proposed by the present capacity of the Coach are specific, detailed and circumscribed and are organized according to a precise plan of action .
All within a relationship, that of coaching, which is governed by the 3 A: Listening, Alliance, welcome.
short can be summed up with the concept that ..
"There is no need to be sick, to feel better!"
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