Cathie O'Brien Gestalt Psychotherapy,Supervision,Training & Consultancy

  Specialising in organisations who work with vulnerable people in challenging environments 

Consultancy

 A whole service/systems approach to emotion-regulation

 Consultancy - a whole service approach to emotion regulation:

Cathie works as a Gestalt Psychotherapist and Organisational Consultant. In this line of work Cathie draws these skills together in order to create 'Psychologically Informed Services' for Professional Teams working with developmental trauma in adults and young people. This whole service approach is developed through training and reflective practice and is key when working with very distressed individuals. This approach aims to develop team work through a relational approach; there is a focus on experiential learning about attachment and trauma theory, putting theory into practice, so teams can really feel the process of emotion-regulation and self-regulation - from the sensory aspects through to the adaptive function. This helps teams to be able to practice what they speak, from a place of experience, as they understand, embody and know the theory from a much deeper level. This impacts the whole service and enables them, over time, to become an emotion-regulating collective.

 

Consultancy (General):

Separate to the whole service approach described above, Cathie also delivers Consultancy, using a Relational Organisational Gestalt framework, to organisations who wish to explore the following:

  • Organisational issues and concerns.
  • Organisational dynamics.
  • Complex systems and the organisation.
  • Organisational impact on clients.
  • Team development.
  • Team dynamics.
  • Strategy.
  • The process of change.
  • Sickness and burnout.

Cathie explores the organisational concerns at an individual as well as at a whole service level, bringing into awareness any patterns, dynamics, or strategy that maybe creating forces and constraints within the organisation; thinking with you around the technical and strategic forces and constraints at an in house and out house level and, through experimentation, 'how' this could be managed. Initially much emphasis is placed on the 'why' of change followed by the 'how' of change and 'what' impact any change may have.This can help there to be real clarity around the reasons for change, what underpins this, and through the process of change can support staff to make a smooth transition. The 'what' the 'why' and the 'how' can be used as evidence of the reviewing, assessment and implementing process as well as outcomes.