see what others have to say about Transpersonal therapy
~ Gabriela Musa, real estate professional, London - UK
Richard Neff - Ashford University Forbes School for Business and Information Systems (BoS) - Baltimore - US
- Rogério Botti, Chef, Alto Paraíso de Goiás - Brazil.
~ Mariana Ramos Stamato - Marketing Executive - São Paulo - Brazil
"We are often surprised to find new layers, things that are there sabotaging ourselves, but we just don't realize on a daily basis. The simplicity with which this happens in the process with Paulo gets to be funny; it is as if he always knew the exact synthesis to explain you to yourself. He is there, hearing calmly. Then he just asks you a question; says one or two things and everything just clicks, comes the insight that clears a thing that you spent months trying to understand. "
~ Cristiane Anselmo, Public Relations, São Paulo - Brazil.
~ Leilane Mateus, attorney, São José dos Campos - Brazil
~ Priscila Fracari Vargas - Commercial Director Finantial Market - São Paulo, Brazil
Transpersonal is a term used by different schools of philosophy and psychotherapy, and describes experiences that extend beyond the level of the psyche and beyond ordinary everyday events. It was defined as experiences "in which the sense of identity extends beyond (trans) the individual or personal, to encompass broader aspects of humanity, life, psyche or cosmos," development beyond the conventional, personal or Individuals. " [Source: wikipedia]
Transpersonal Therapy considers the human being in an integral way, working his mental, emotional and spiritual dimensions and helping in the search for a vital balance between objectives and goals and the growth of the individual in its totality. Beyond temporary goals and circumstantial conditions, the focus of the work is on facilitating an integrative process of the individual, whose goal is to lead him to live his choices in alignment with his feelings and his inner and spiritual realities in a consistent way in his life. It is a tool that offers effective support to overcome anxiety, stress, depression and fear.
In the words of Stanislav Grof: "Maslow invited me to participate in a discussion with a small group in Palo Alto with him, Anthony Sutich, James Fadiman, Viktor Frankl and Miles Vich. A new chain, which we call Transpersonal Psychology (PT), Maslow and Sutich have taken the "transpersonal" denomination of my classification of biographical, perinatal and transpersonal experiences, so PT has added a new and important dimension: the recognition of spirituality as an aspect This radical view differs radically from academic psychology, which rejects and reduces any form of spirituality to mere superstition.Another important aspect of this tendency is that it studies the full spectrum of human experience, including the non-ordinary states of Consciousness (ENOC) and various forms of mystical experiences. "
Paulo Ferreira is a Reiki Therapist (Tibet Shiki Ryoho), Transpersonal and Shiatzu. Member of the NGO Therapists without Borders and AMEH (Friends of the Human Spirit) author of the book "The Messenger - The Awakening for a New World" and the New World column, in The São Paulo Times. Writer, Organizational Development Consultant and Counselor at the Nikola Tesla Institute.
Sessions & Online Sessions
Face to face sessions in São Paulo or via online videoconferences
Highly customized, focusing human relations
What is Organizational Development
Organization development (OD) is the study of successful organizational change and performance. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management and transformation of organizational norms and values. Key concepts of OD theory include: organizational climate (the mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members’ collective behavior), organizational culture (the deeply-seated norms, values and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change and evaluates progress)
Fundamental proposal of the Organizational Development centered on the human being is to create a highly customized program for the organization in question, starting from the premise of listening to the people of the organization; Resulting in a "bottom-up" program. The set is analyzed from the bottom up, from the people; Gradually expanding to specific teams, to teams, areas, departments or "brands", reaching the body of the organization as a whole. The organization is seen as an organism; Where each person is a cell; Each team an organ; Each set of teams a system; Where the sum of systems is what constitutes the complete organism that is the organization. It makes no sense to try to solve problems of the set ignoring the needs of each system - because each "global" solution that does not take into account the needs of some systems, will lose effectiveness applied to that system; Weakening the effectiveness of the whole. In the bottom-up view, each system is analyzed and the solutions for each of them are elaborated so as to; at least; Not to harm the other systems; And, ideally, to collaborate with the needs of other systems.
From the broad base of cells and systems, we tap into the measures and decisions that can be most widely applied, while the specific needs of each system are analyzed and measures suggested and implemented "within" the system itself. This method creates participation, a sense of responsibility; Since the measures are born out of the very needs pointed out by the people. In this way, there is real support and engagement from the bottom up; Rising and expanding to the organizational body - every idea; When it reaches to be expanded to more systems in the organization, will already arrive previously supported by a relevant group of individuals; Which is the origin of the idea.
The role of area managers is fundamental in representing them and acting as spokespersons and harmonizers between the personal and collective needs of their area. The role of the organization's leaders is to act as interfaces between the needs of each area; Verifying that the measures implemented in each area do not create difficulties for the other areas. The customization of the measures, to be effective, is not part of the idea of equality (the same thing has to happen in all areas); But of isonomy (the best solution for the specific questions of each area, provided it does not harm the others): that is, to offer the best solution to the specific needs of each individual, group and system, without prejudice to other systems and organization as a whole.
Schedule a meeting
Because of the extremely customized feature of this consultancy, ask for a meeting to discuss the Human Development Program already carried out in NGOs, universities and companies in the area of communication
"There are moments in life where we have important signs that
if we do not change anything, something will probably come to change us.
These are times when the only way not to be dragged is to pull;
Taking the process in our hands .... "
~ Paulo Ferreira