Sensitivity training is about making people understand about

themselves and others reasonably, which is done by developing in

them and

in one word is empathy. It is ability of an individual to

sense what others feel and think from their own point of view.

is ability to behave suitably in light of understanding.

1.Unfreezing the old values :-

An unstructured group of 10-15 people is formed.

Unstructured group without any objective looks to the trainer for its

guidance.

But the trainer refuses to provide guidance and assume leadership.

Soon, the trainees are motivated to resolve the uncertainty.

Then, they try to form some hierarchy. Some try assume leadership

role which may not be liked by other trainees.

Then, they started realizing that what they desire to do and realize

the alternative ways of dealing with the situation.

2. Development of new values:-

With the trainer's support, trainees begin to

and

giving each other The reasoning of the

feedbacks are discussed which

to experiment

This process constitutes

the second step in the change process of the

development of these values.

3. Refreezing the new ones :-

This step depends upon how much opportunity the

trainees get to practice their new behaviors and values at

their work place.

1) To increase understanding, insight, and self awareness about

one's own behavior.

2) To increase understanding and sensitivity about the behavior

of others.

3) Better understanding and awareness of group and intergroup

processes.

4) To increase diagnostic skills in interpersonal and intergroup

situations.

5) To increase ability to transform learning into action.

6) To improve individuals' ability to analyze their own

interpersonal behavior.

Increased awareness of own organizational role, organizational dynamics, dynamics of larger social systems, and dynamics of the change process in self, small groups, and organizations.

Changed attitudes toward own role, role of others, and organizational relationships, i,e., more respect for and willingness to deal with others with whom one

is interdependent, greater willingness to achieve collaborative relationships with others based on mutual trust.

Increased interpersonal competence in handling organizational role relationships with superiors, peers, and subordinates

Increased awareness of, changed

attitudes toward, and increased

interpersonal competence about

organizational problems of

interdependent groups or units.

Organizational improvement through

the training of relationships or groups

rather than isolated individuals.

In one way Sensitivity training is the

process of developing

We catch feelings from one another as if it

were a virus.”

“We unconsciously imitate the emotions we

see displayed by others.”

-Daniel Goleman

(Author of “Emotional Intelligence”,1995)

Goleman defined Emotional Intelligence as ‘Understanding one’s own feelings, empathy for the feelings of others and the regulation of emotion in a way that enhances living.

– perceiving your own emotions in the moment

– what happens when you act or do not act. Be aware of how your emotions direct your behavior

– perceiving what others are thinking and feeling. Listening & observing are key skills.

– managing interactions with others, relationship management and handling conflict. Note the impact of stress on relationships.

Helps managers handleadversity & set back

Teaches managers cope when change & uncertainty hits organisation or their personal lives.

It also provides them with the courage to push against the system to make necessary changes for their people.

It also provides them with the courage to push against the system to make necessary changes for their people.

Workplace full of employees with highly developed

EI could have a work environment where:-

Everyone’s ideas are

respected

Teams work at their

optimum

Gossip and other negative behaviors stop

Everyone encourages and

celebrates each other’s success

Integrity is valued

Work relationships are rewarding

Your potential is continually

developed

Cost-Savings from EI

Hiring employees who have high

levels of EI gives you a better chance

of hiring the right people the first time

and reduces employee turnover,

resulting in significant cost savings

Example from the experience of the US Air Force

Most successful leaders have higher developed EI than others.

One study examined 300 leading executives in 15 international

organizations. The truly exceptional performers in the group were strong

in six particular emotional competencies: drive for achievement,

leadership, team leadership, self-confidence, organizational awareness,

and influence.

However, there have been several models put forth in attempts to fully define and

describe EI. Currently, there are three main models: the Ability EI model, the Trait EI

model, and the Mixed EI model.

The Ability-Based Model

The model proposes four main types of emotional abilities:

1)Emotional Perception – an individual’s ability to recognize his own emotions and to

understand the emotions expressed in faces, voices, and pictures. This is the basic

skill involved in EI because unless you can perceive emotions you cannot manage

them.

2)Emotional Use – the ability to use emotions in order to perform other cognitive

activities.

Someone with high EI can use their emotions in order to help them think through a

situation and solve problems. She is able to use her varying moods to the best

advantage for completing required tasks.

3)Emotional Understanding – The ability to perceive the

shades of emotion that exist and how different emotions

interact with each other. This ability also includes

comprehension of how emotions may evolve across a period

of time.

4)Emotional Management – the ability to self-regulate

emotions and to regulate emotions in others. The person with

a high level of this ability can harness positive or negative

emotions and manage them in a way that facilities the

completion of required tasks.

Emotional Test (MSCEIT) uses problem-solving challenges that are emotionally

charged in order to test the participant’s ability on each of the four abilities as

well as an overall rating of EI.

The test assumes that the test taker will be responsive to social norms that are

in place in our society, and is scored by comparing the respondent’s answers to

a global sample of others who have responded.

http://psychology.about.com/library/quiz/bl_eq_quiz_results.htm?cor=7

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