Sheena Worwood has a Counselling Psychology practice in Parkhurst, Johannesburg. She works with adults, couples, families and companies.
Sheena believes that therapy should foster positive change in people. Clients learn to break circular habits, to change persistent patterns of behaviour and to shift to a more balanced view of life, love and work. They become more aware of themselves, they accept the way they are and ideally they like the person they see. There are three broad factors that contribute to people feeling stressed, depressed or simply finding that they are not coping. Biological factors include your genetic and biochemical make up. Psychological factors include your temperament, how you cope in a crisis and your personal history. Social factors include your family, your relationships, your work and your culture. These elements make up a bio-psycho-social model or approach.
Sheena offers short and long term therapy for individuals, couples and families. Her interests include trauma debriefing and counselling, grief counselling, depression, anxiety, stress and burn out. She encourages self discovery, self awareness, self acceptance and helps her clients to like themselves. She helps them to build on strengths, develop hidden strengths, face their weaknesses in order to cope better with work problems. She deals with clients who suffer from obsessive compulsive disorder, irritable bowel syndrome and fibro myalgia. As an active sportsman she has an interest in the psychology of sport. She assists high functioning traumatic brain injured patients with life management skills.
In the workplace clients learn to acknowledge and face conflicts, to become aware of and work on their individual strengths and weaknesses, to build more effective relationships with colleagues or clients, to see choices, make decisions and set goals. It is a journey which may be a short walk or a long slow drive.
Change is the key factor. In a ‘post-modern world’ that lacks the old order, constancy and predictability people need to adapt to new styles of governance with new leadership models and teamwork practices. A systems approach helps leadership manage the business and the people as a whole, rather than fixing individual parts.
Recruiting the right person for the job costs employers time, money and effort. The decision to recruit or not to recruit is based on an applicant’s qualifications, work record and the impression they create in one or more short interviews. Research shows that confident, articulate people can create impressions in interviews that are above their level of functioning. One recent convert to Assessment compared the process of appointing a new employee with finding a marriage partner.
By using assessment underpinned by psychological theory companies can avoid blind dates and increase the probability of selecting good workplace partners. Assessment involves sampling behaviour under controlled conditions and interpreting test results in order to predict how a candidate will function in a specified job. The use of multiple and somewhat overlapping measures increases the extent to which tests can predict performance ‘on the job’.
Good = Psychometric Testing – Candidates are tested and their results compared with those of a relevant ‘norm group’ which shows whether someone is within, above or below the average range of a relevant workplace group.
Better = Psychological Assessment – Several psychometric instruments (such as observation, biographical, and projective measures of functioning) give a clearer picture of a person’s functioning emerges. Strengths, weaknesses and problem areas emerge.
BEST = Psycho-diagnostic Assessment – has a ‘mini-forensic’ in depth psychological interview is added to check and clarify information gained from several hours of testing. A skilled interviewer can reveal more of the applicant’s apparent and hidden strengths and weaknesses before that ‘I do’ decision is made.