Why I believe Jungian and EAC modalities are transformative coaching - live coaching demonstration by Jasna Knez
It is so amazing how Jungian and Expressive Arts Coaching works. It is powerful tool when words are simply not enough. To discover and diagnose the real underlying issues of an individual or an organization and showing the way how to move stuck energy in order to solve them.
Jungian coaching - kvantni preskok k transformaciji
OZAVEŠČANJE IN UPRAVLJANJE PODZAVESTNIH PROCESOV PO METODI JUNGIAN COACHING
This book is the gift of a master to the community, which holds the experience of a life dedicated to Expressive Arts Therapy/Coaching. It is a masterpiece that gives an advanced level of information in a simple language and is a reference guide for therapists and coaches to get into the world of Expressive Arts Therapy/Coaching. 
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Our Slovene Jungian Coaching and Expressive Arts&Psychology in Action Slovenia team are extremely proud to announce coming book on our next module Jungian Coaching ICF training in March. 
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Why I have dedicated my practice and learning to specialization in Jungian Coaching and Expressive Arts Coaching approach?
Working mainly with executives in soft skills development field, I have experienced and truly believe that exclusively cognitive coaching, while it is certainly useful, is many times, insufficient for real transformational development. Therefore as a coach you need to master some, I would say, more transformative approaches, if you really want to make a permanent change.
I may say that is bringing out the best in both; myself as a coach, and the people with whom I work. It has a tremendous impact on my work with greatest results.
Jungian coaching and Expressive Arts Coaching methods have the power to transform who and how we are. They are challenging you to move from a dead point, right away.
Prihodnost je v mehkih veščinah vodenja s poudarkom na ljudeh
Dodano vrednost ustvarjamo predvsem ljudje. Temu rečemo ljudje za ljudi ali P4P (people for people). Če je v času industrijske revolucije tekoči trak naredil ključni premik v produktivnosti, je danes situacija povsem obrnjena na glavo. Naši zaposleni ne delujejo bolje in hitreje, če jih priganjamo, temveč so kreativni in ustvarjalni takrat, ko imajo zagotovljeno spodbudno okolje in pogoje za delo. Povsem preživet način vodenja je, da enak recept ali rešitev problema lahko uporabimo za vse vrste zaposlenih, podobno kot vemo, da se kupcu lahko približamo le s »pristopom po njegovi meri.
Iz Jaz v Mi
Tudi vam sodelovanje z drugimi daje občutek pripadnosti in vrednosti? To potrebujemo, kajne? Sodelovanje nas gradi, da postanemo (če želimo) v odnosu do drugih tudi bolj modri, poglobljeni in senzibilni. Omogoča nam osebno rast a hkrati od nas zahteva tudi odgovornost, razumevanje različnosti in spoštovanje drugega vse z namenom izgradnje dobrega spoštljivega odnosa. Zanimivo namreč je, da lahko z nekaterimi ljudmi odlično sodelujemo, pri drugih pa nikakor ne pride do željenega načina sodelovanja? Se sprašujete, zakaj nam včasih v odnosih vse teče in uspeva, spet drugič pa nam enostavno ne gre, čeprav se trudimo na vse pretege? In ne naredimo premika.
Torej samo dober odnos tudi ni dovolj? Je pa zagotovo predpogoj sodelovanja! Veščin prihodnosti.
Energični HR manager, ki se nahaja v občutljivem vmesnem polju med posameznimi zaposlenimi in podjetjem, lahko presenečen ugotovi, da enaka psihologija, ki velja za posameznega direktorja, inženirja ali katerega koli zaposlenega, velja tudi za celotno podjetje. Ta ekonomski paradoks, da so celota in deli celote psihološko enaki, daje HR-ju edinstven pristop, odnos do sistema in njegovih sestavnih delov.
