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The Satir Change Model Improvement is always possible This conviction is the heart of the transformation system developed by family therapist Virginia Satir Her system helps people improve their lives by transforming the way they see and express themselves An element of the Satir System which applies to our course is a five-stage change model below that describes the effects each stage has on feelings thinking performance and physiology Using the principles embodied in this model you can improve how you process change and how you help others process change This shows the impact on group performance during the five stages of the Satir Change Model Stage 1 Late Status Quo The group is at a familiar place The performance pattern is consistent Stable relationships give members a sense of belonging and identity Members know what to expect how to react and how to behave Implicit and explicit rules underlie behavior Members attach survival value to the rules even if they are harmful For instance the chief of an engineering group has an explicit ruleall projects must be completed on schedule When the flu halts the work of several engineers the chief requires the group to compensate by working ten hours a day seven days a week After experiencing too many crises at both work and home the engineers begin to bicker and the project falls apart For this group the chiefs explicit rule about deadlines is their Late Status Quo They dont necessarily enjoy the amount of work they had to do but they know and understand what is expected of them The team feels the pressure from the chiefs rule about deadlines and compensates accordingly The pressure works for small problems With a major problem like the flu the group cannot cope with the chiefs expectations and a pattern of dysfunctional behavior starts Caught in a web of dysfunctional concepts the members whose opinions count the most are unaware of
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