Procedure of Sensitivity Training

Sensitivity Training Program requires three steps:

1. Unfreezing the old values -It requires that the trainees become aware of the inadequacy of the old values. This can be done when the trainee faces dilemma in which his old values is not able to provide proper guidance. The first step consists of a small procedure:

=> 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 examine their interpersonal behavior and giving each other feedback. The reasoning of the feedbacks are discussed which motivates trainees to experiment with range of new behaviors and values. 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.

In one way Sensitivity training is the process of developing emotional intelligence, which means “the mental ability an individual possesses enabling him or her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses”. [Emotional intelligence, according to Merriam Webster, “describes the ability, capacity, skill or, in the case of the trait, to identify, assess, and manage the emotions of one’s self, of others, and of groups.”] Emotional intelligence enables employees to act according to the situation in the organization faced by him. It develops the ability to understand others feeling and their mental status and interact accordingly. Conflicts and misunderstandings are mostly raised because of lack of emotional intelligence possessed by the person which leads to breakup in perception and relationship they main since long time in organization and effects the productivity of the organization.

Emotional intelligence became a popular study in 1995 when Daniel Goleman published his book, Emotional Intelligence: Why it can matter more than IQ.

=> Emotional Intelligence is the ability to recognize and use one’s own emotions as well as the emotions of others to help determine what to do (or not to do). The competencies include…
=> Emotional Self-Awareness (knowing what you are feeling),
=> Emotional Self-Management (choosing your emotions – transforming negative emotions into positive emotions),
=> Emotional Self-Motivation (using positive emotions to persist under pressure),
=> Empathy (awareness of other’s feelings and using that awareness for successful solutions), and
=> Nurture Relationships (creating a cooperative and collaborative climate)

The ability to stop and transform negative feelings in any given moment helps us to stop much of the stress that we might have otherwise experienced.

Share This Post

Related Articles

© 2017 Human Resource Management. All rights reserved.
Skip to toolbar