Jun 1, 2019

What is Holoscendence?

Holoscendence is an Integral meta-practice of therapy, shadow work, psychological and contemplative development, spirituality, and multidimensional communication. It was developed by Sergey Kupriyanov, MD, Ph.D. in Medicine, a Helsinki-based therapist with 40 years of professional experience, and is taught to students in Finland and Russia (where it is co-taught by Eugene Pustoshkin, a clinical psychologist from St. Petersburg).

Holoscendence is based on seamlessly uniting nonordinary (nonlocal and timeless) dimensions of consciousness, being and communication with more ordinary (local and temporal) states and ways of interaction. It fully enacts body, mind, spirit, and their subtle dimensions in self, intersubjective relationships, and nature.

It is a way to practice heightened states of consciousness dialogically, during daily mundane activities, which brings forth radical transformations to one's self-sense, personal and professional relationships, and a general way of life.

Modus operandi of Holoscendence is abiding in profound silence (which is beyond conceptual mind) and embracive luminous awareness even in processes of speaking and otherwise communicating with others, and its striking feature is the practice of continuous meditative presence with open eyes. Therefore, it can be used in all sorts of contexts, at work, in business and personal life.

Holoscendence is a pragmatic embodiment of the Integral AQAL view (as developed by Ken Wilber), and it also integrates essential aspects of dozens of different approaches, from classical psychotherapies and depth psychology to narrative approaches to communicative skills training to mindfulness and sophisticated bioenergetic approaches.

So far there are only a few certified teachers of Holoscendence in the world due to the specificity of training in the method (which requires a significant degree of personal embodied realization of the essential principles of this approach, which is taught only in direct intersubjective transmission in a long-term transformative process).


This entry was originally written for awarenow wiki



Eugene Pustoshkin is a clinical psychologist, Integral scholar-practitioner and consultant, group work facilitator, Holoscendence & Integral Meditation teacher/practitioner 

Related articles

8 Tips For Mental Health During Coronavirus
Conflict Resolution

Related tags

Latest Articles

8 Tips For Mental Health During Coronavirus

The coronavirus pandemic has had a profound impact on the lives of people around the world, and those who don’t have the virus are not immune to the effects of COVID19. In fact, we all have to deal with the consequences of the crisis. Our habits have changed substantially. As we learn to adapt to the “new normal,” we have to remember that our mental health is as important as our physical health. Some people might be used to spending a lot of time at home, but others, especially those who also lost their jobs in the process, might be struggling. Even if we can’t see family and friends or go to our favorite restaurants, there are some pleasant activities that we can do at home. We put together a list of things that we hope can help you cope with these challenging times. Here are 8 tips for mental health during coronavirus:
Spirit-Mind-Body Integrative HealthMental health & wellnessIntegrative Health & WellnessHolistic Health & WellnessFear/anxiety

Conflict Resolution

Interpersonal conflict arises often. And almost always it is due to people: Not fully sharing their feelings and thoughts. Not feeling heard. There is a laughably simple method to solving this issue. Stephen Covey shared the technique in his iconic The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change. Michael Rosenberg codified it in Nonviolent Communication: A Language of Life. And Chris Voss showed its effectiveness in his excellent Never Split the Difference: Negotiating As If Your Life Depended On It. I recommend reading all three of these books to get fully immersed in their techniques, but here is the thousand-foot view: Most feel hatred for each other, because they feel unheard. For me to respect you, I don’t need for you to agree with me. But I do need for you to hear what I have to say. When I tell you my perspective (which I of course believe to be right) and you aren’t immediately convinced, then I assume that you didn’t really hear or understand what I said. If you start sharing your perspective, I will be uncompelled and unwilling to truly listen, because you haven’t been willing to consider mine. And the cycle spirals downward to hate and acrimony. There is a simple fix. I only need to prove to you that I have “heard” you. And to do that, I only need to repeat back what you’ve said (summarized, of course) until you say “That’s right!” Then you will feel heard. You will now be open to hearing what I have to say.  (Here is an experiment that proves this principle. The next time you encounter a person who is repeating themselves, stop them and ask if you can state back what they’ve already said. They will say “yes.” You then summarize what they’ve said and ask if you got it right. If they say “yes” again, then watch to see if they continue to repeat themselves. They will not.) To resolve conflict, you only need to get each person to state their deepest, darkest thoughts, and then prove that each has heard what the other has said. This can be done verbally or in writing. I far prefer the written method as it takes about ⅓ the time, requires almost no facilitation (ie- its easy to stay on script), and the action items that come out of it are impeccable agreements. If you are the facilitator, here’s how it works (the written method): Step 1:  Ask each person to write down their deepest thoughts about the other person. You say: “Open up a Doc. Please give me (the facilitator) access, but do not give access to the other person yet.”  “On the doc, write 5 categories:  Anger (present) Fear (future) Sadness (past) Joy (present and past) Excitement (future)” “In every major relationship that we have, we have feelings of Anger, Fear, Sadness, Joy and Excitement. When you think about the other person, and you focus on the Anger that you feel, what thoughts come to mind? Please state those thoughts in the following way:  Feeling. I felt anger when … Fact. I saw you doing …. (This should be only what a video camera would have seen; no opinion, thought or judgement.) Story. The thought (or judgement) that I had was ….” Here is an example: Anger:  I felt anger when I saw you walk by me the other day and I didn’t hear the word “hello”.  The thought that I had was that you purposely ignored me, and thus were really saying “screw you!” to me. As facilitator, look at both docs and make sure that they are filled out correctly. Encourage the separation of fact and judgement as much as possible. Make sure they are as specific as possible about the actions the other person did and how it made them feel. Realize that any conclusions drawn from the other person’s actions are simply stories in their head, only the feelings one has and any specific actions are facts. Make sure there are no sweeping statements or value judgements. If one or both are reluctant to say anything, which is often the case, you supply the thoughts that you might have if you were in their shoes. Be dramatic. Become an actor. Get into the role. State the thoughts as explicitly as they would appear in your own mind. Use swear words. The person will start to guide you. They are likely to say: “That’s close, but not quite it. The thoughts I have are more like …” When they slow down or don’t seem willing to go further, again state the thoughts for them. Each time you do so, it allows them to go further. Do this until each person has written down their raw, unvarnished thoughts around Anger toward the other. Once they get that right, they can usually get through Fear, Sadness, Joy and Excitement on their own. Now ask each participant to cut-and-paste the Joy and Excitement sections to the top of the doc. For the person sharing their emotions and thoughts, it is hard to feel Joy and Excitement until they have first written down their thoughts around Anger and Fear. But when the recipient reads the doc, it is best for them to first see how the sharer actually has positive thoughts about the recipient. This validates the relationship and motivates the recipient to do what is needed to repair that relationship. Therefore, it is important for the recipient to read the thoughts around Joy and Excitement first. Step 2:  Person A (the person with less power in the relationship) shares access to their doc with Person B. Person B reads Person A’s thoughts around Joy and Excitement about Person B. Person B should simply say “thank you” to Person A when she reads these thoughts. Person B then reads Person A’s first thought around Anger about Person B. You, the facilitator, then follow this script: Facilitator asks Person B: “Do you want to make Person A feel Anger and have these thoughts?”  Person B: “No.”  If the answer is “yes”, then the two should not be in relationship together. That means that one will likely need to be let go from the organization. Regardless of seniority, the person to be let go should usually be the person who wants the other to feel anger. That person will likely create toxic relationships with others as well, and eventually will have to leave the company anyway. Facilitator to Person A: “What request do you have of Person B?”  Person A: “Please do the following: ….” If Person B agrees, have Person B write down the action item (with their initials and a due date) just below the fact/judgement of Person A. The goal here is to co-create a plan so that misunderstanding and acrimony do not enter the relationship again. Person A goes first. Person B adds their thoughts. They go back and forth until they have agreed on a written plan. Verbal agreements are not impeccable. We all understand words a little bit differently. To make this agreement impeccable, one of the participants writes down the plan and the other adds their initials and a “+1” to note their agreement.  Facilitator to Person A: “Do you feel heard? Do you feel that Person B wants to have a positive relationship with you?” Person A: “Yes.” If the answer is “no”, get curious and find out why. Repeat the steps above again until the answer is “yes”. Do not move on to a second Anger item yet. Step 3:  Person B shares access to their doc with Person A. Repeat the same script as in Step 2.  Now both Person A and Person B have: Affirmed that they want to be in positive relationship with each other. Have accepted the feedback and created an action item to resolve it. Step 4: When the ah-ha moment of understanding occurs, seal it with a physical connection: a hug, a handshake, a high-5. When Step 3 is complete, there will usually be a moment of understanding and compassion for each other. When this moment occurs, seal it with a physical connection. If the two have hugged in the past, ask them to do so again now. If the most they have done in the past is shake hands or high-five, then ask them to do that now. This physical connection symbolizes the new understanding and puts a capstone on the event. Step 5:  Ask each person for feedback on the process. What did they like that you (as facilitator) did? What did they wish that you had done differently? Step 6:  Set a meeting for 1-2 weeks out between Person A, Person B and the Facilitator.  At that meeting, confirm that both Person A and B have completed their action items. This will prove to each other that there is a real desire for a positive relationship. Do Steps 2-4 on the remainder of issues identified under Anger and Fear for each person. In my experience, when two people, who previously felt hatred towards each other, have shared their thoughts (and been heard) around all five of the basic emotions they feel toward the other, the two create an understanding and respect for each other, if even they still do not agree with the others’ positions. Please let me know if you experience something different.
Self-confidenceConflict resolution

What we know about COVID19

With the cases of COVID-19 now increasing exponentially worldwide, it is becoming essential that we are prepared here in New Zealand, both as a community and as individuals. The current pandemic data is demonstrating a virus that is very contagious and very easily spread. It is causing severe illness in many cases, especially in the elderly and in those with underlying lung disease. However, it is also affecting the young, the fit and the healthy. What are we dealing with? SARS-CoV-2 is a highly infectious and potentially deadly subtype of coronavirus that causes a respiratory disease called COVID-19.  Over the past months and weeks, the virus and corresponding disease have been compared to the influenza virus and the seasonal flu. However, as time progresses there appears to be significant differences between this and the common seasonal flu. More Contagious Than the Flu With an estimated R0 (the expected number of cases directly generated by one case in a population where all individuals are susceptible to infection) between 1.4 – 6.49 and a mean estimate of 3.28[1], SARS-CoV-2 is much more infectious and spreads much faster than the seasonal flu, which has a median R0 of 1.28[2]. More Deadly Than the Flu The so-called case fatality rate (CFR) of SARS-CoV-2 is estimated to be at around 2%[3], meaning that an estimated 2% of people diagnosed with COVID-19 will succumb to it. In comparison, the CFR of seasonal influenza is estimated to be around 0.1%[4], this means SARS-CoV-2 is estimated to be about 20 times more deadly than the seasonal flu. Possibility of Severe Symptoms An estimated 15 – 20% of infected individuals suffer from severe symptoms[5], including pneumonia, acute lung injury and cardiac complications. No Treatment, No Vaccine, No Immunity As SARS-CoV-2 has only recently emerged, there is no well-studied treatment for COVID-19 and more research is needed in order to treat infected people efficiently. Likewise, there is no vaccine for SARS-CoV-2[6] and the development of such a vaccine will take a significant amount of time. With no vaccines and no prior immunity, anyone is a susceptible target for infection. While most infected people will only suffer from mild symptoms, this lack of herd-immunity can lead to severe illness in a significant amount of at-risk individuals. Exponential Growth Due to the lack of immunity, the entire human population is the upper limit of possible infections. And although exponential growth always seems slow at first, it can lead to unfathomably high numbers in a rather short time. With the numbers of infected people currently doubling in a matter of a few days in some areas[7], medical systems have become overloaded, leading to high numbers of fatalities and finite resources. What can we do? Taking steps to both reduce and prevent transmission between individuals and optimising our own immunity is paramount. With a viable vaccine is potentially another year away, the key to managing this pandemic is to reduce local spread. The following list of actions (based on recommendations from countries where local spread has already occurred), have been ordered from ‘Easiest to Implement’, to ‘Most effective but most imposing’. Don't panic, but be alert. Wash your hands often and practise good cough and sneeze etiquette. Try to touch your face as little as possible, including your mouth, nose, and eyes. Practice social distancing, no hugs and kisses, no handshakes, no high fives. If you must, use safer alternatives. Do not attend concerts, stage plays, sporting events, or any other mass entertainment events. Refrain from visiting museums, exhibitions, movie theatres, night clubs, and other entertainment venues. Stay away from social gatherings and events, like club meetings, religious services, and private parties. Reduce your amount of travel to a minimum. Don't travel long distances if not absolutely necessary. Do not use public transportation if not absolutely necessary. If you can work from home, work from home. Urge your employer to allow remote work if needed. Replace as many social interactions as possible with remote alternatives like phone calls or video chat. Do not leave your home if not absolutely necessary. ‍
Fear/anxietyPeace of mindStress ManagementHolistic Health & Wellness
We use cookies to personalise content and ads, to provide social media features and to analyse our traffic. We also share information about your use of our site with our social media, advertising and analytics partners who may combine it with other information that you’ve provided to them or that they’ve collected from your use of their services. You consent to our cookies if you continue to use our website.