Training in psychotherapy needs to involve more than merely skills and techniques. The field of psychotherapy needs to involve more than the application of formulas in a modernistic framework. This study proposes an approach to training in psychotherapy where the emphasis is on the client and the therapeutic relationship. Psychotherapy training should be an ongoing process and this study aims to facilitate and enhance that process for students. The study combines basic therapeutic skills and interpersonal psychotherapy to form a training programme referred to as the Basic Relational Skills Training (BRST) programme. The first part of the study provides a historical perspective of basic therapeutic skills, followed by a review of the relevant literature. The second part of the study constitutes a possible format for a training manual for the proposed BRST programme. The researcher hopes that the proposed BRST programme be utilised by trainers to assess the programme's efficacy. / Psychology / M.A. (Clinical Psychology)

This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)

Training in psychotherapy needs to involve more than merely skills and techniques. The field of psychotherapy needs to involve more than the application of formulas in a modernistic framework. This study proposes an approach to training in psychotherapy where the emphasis is on the client and the therapeutic relationship. Psychotherapy training should be an ongoing process and this study aims to facilitate and enhance that process for students. The study combines basic therapeutic skills and interpersonal psychotherapy to form a training programme referred to as the Basic Relational Skills Training (BRST) programme. The first part of the study provides a historical perspective of basic therapeutic skills, followed by a review of the relevant literature. The second part of the study constitutes a possible format for a training manual for the proposed BRST programme. The researcher hopes that the proposed BRST programme be utilised by trainers to assess the programme's efficacy. / Psychology / M.A. (Clinical Psychology)

This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)