It has long been known that analyzing one’s own practice is a very useful activity. The more we think about our work, the faster we develop in our profession, of course, not forgetting about rest. Here is one of the tools that I want to offer you for consideration. Origins. I took the idea that all my clients form a certain group and are connected through me from Danila Khlomov. This group can be described by standard criteria: composition by age, gender, personal characteristics and... group roles. For this I used R. Schindler's model. Let me briefly remind you that he identified 5 main roles: 1. Alpha is a leader who impresses the group, encourages it to be active, to take action, draws up a program, directs it, gives it confidence and determination.2. Beta is an expert who has specialized knowledge, skills, or abilities that the group always requires or values ​​highly. The expert analyzes and considers the situation from different angles; his behavior is rational, self-critical, neutral and indifferent.3. Gammas are predominantly passive and adaptable group members who try to maintain their anonymity, most of them are identified with alphas.4. Omega is the most “extreme” member of the group, who lags behind the team due to inability, some difference from the rest, or fear.5. R - adversary, oppositionist, actively opposing the leader. Now let's move directly to the analysis. 1 Alpha is a psychotherapist. Accordingly, my task is to actively support therapeutic values, plan and promote processes in my life that are beneficial to all members of the group. 2 Beta - supervisor. With this role everything is quite clear. 3 Gamma – most of my clients are clients. 4 Omega is the most difficult client in my practice. In my opinion, he is a key figure in the development of the group. Because the rule is that the group moves at the speed of the slowest member. This does not mean that all attention should be given to it, but rather not ignored. Notice in time, for example, when I believe that someone is taking more of my energy. 5 R – “disappeared” and unreached clients. Their analysis contains considerable resources. In an individual session, I gradually transfer leadership to my client, taking the role of beta, gamma or P myself, which makes it possible to promote the entire group as a whole. Then I take back the lead. For ease of analysis, you can diagrammatically designate all the clients on a piece of paper, “seat” them on chairs, or place them on the sand. These are some questions that I ask myself. 1 How do I feel in this group as a member and as a leader?2 How do I feel among these people?3 How might they communicate with each other?4 What could we have a common theme?5 What role does each member play in the group and what could he be a leader in?6 Who is missing from this group? If the composition changes, let’s say 8 people have been coming to me for a long time, and several are constantly changing, then the following questions arise from this: 1 Which roles in my group do I not support? 2 How flexible are the relationships in the group? 3 For which roles do the participants compete the most? 4 What topics are intolerable to me? There can be a lot of such questions. It is useful to discuss this with your supervisor. This approach allows you to take a slightly broader look at your practice and discover resources and growth areas. I hope my ideas will be useful to you.