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Psychological difficulties in the adaptation of newcomers to the church are the problem of all existing Old Believer agreements. The inaccessibility of the clergy, the lack teaching aids and books for "beginners", vigilant church old women in a number of cases become insurmountable obstacles to a person's coming to the temple and full-fledged churching. Today our regular author tells how the parishes of the Old Orthodox Pomeranian Church organize work with coming people- those who want to come to God, who are interested in the Old Faith and the Old Believers, who are catechumens, who simply come, as they say, "to the light."

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« Whoever is convinced and believes that these teachings and our words are true, and it is promised that he can live in accordance with them, they are taught that they pray and fast to ask God for forgiveness of their former sins, and we pray and fast with them. Then we bring them to where there is water, they are reborn ... just as we ourselves were reborn, that is, they are then washed with water in the Name of God the Father and the Lord of all, and our Savior Jesus Christ, and the Holy Spirit».

St. Justin the Philosopher (2nd century), teacher of Christian doctrine at a school for catechumens

« So, let him who has recited the word of piety before immersion be instructed in the knowledge of the Unbegotten, in the knowledge of the Only Begotten Son, in the conviction of the Holy Spirit. Let him study the order of the various creations, the ways of providence, the courts of various statutes. Let him know why the world was created, and why man was made master of the world. Let him study his nature, what it is. Let him know how God punished the wicked with water and fire, and glorified the saints at all times - I mean Seth, Enos, Enoch, Noah, Abraham and his descendants, Melchizedek and Job and Moses, also Jesus and Caleb and Phinehas the priest and the faithful of all times . Let him also know how the provident God did not turn away from the human race, but at various times called him from error and vanity to the knowledge of the truth, leading him from slavery and wickedness to freedom and piety, from unrighteousness to righteousness, from eternal death to eternal life. This and consonant with this, let him study during the announcement»

Text of the Apostolic Decrees (IV c)

Every year in the Old Orthodox Pomeranian Church the number of so-called "indigenous" Old Believers decreases more and more, the number of newcomers increases. From generation to generation, the indigenous Old Believers, with their free will, zealously preserve the truth of Orthodoxy in order to pass all this on not only to their children and grandchildren, but also to new people who come to the Church of Christ. Faith for indigenous Old Believers is a conscious choice and a vital need.

The difficulties that arise during the adaptation of newcomers to the faith, their churching, the upbringing of the Christian spirit and awareness are the problem of all Old Believer agreements. The lack of competent mentors, the lack of proper attitude towards the newcomers on the part of the native parishioners often make it difficult for a person to fully become churched. Often there is a misunderstanding between the indigenous and the neophytes. This arises if the status of the indigenous Old Believers of the community is determined not by faith, knowledge, Christian life and deeds, but only by kinship.

In turn, the indigenous Old Believers do not consider a short period from the moment of baptism of a convert to be the period for which you can get rid of a soulless burden past life. For them, the test of time of the new convert is important. This relationship is defined historical events both in the Ancient Church, and in post-schismatic Russia, and in all subsequent times, when “newcomers” could betray their faith, their Church, handing over their fellow believers into the hands of tormentors. This is a gene of fear, not only for the purity and preservation of the steadfastness of one's faith, but also for one's own life, for the life of future generations in the true Church of Christ.

However, new Christians also face difficulties: they find themselves in an unfamiliar spiritual world, which must be perceived not just as a letter, but as a spirit. Sometimes, not fully understanding the Orthodox church tradition, new converts come with their own theoretical ideas about Christian life and faith. Attempts are being made to reform the Church with all their might, to “save” and direct it in a direction that, in their understanding, will make it open to the world, saving and correct. Someone fights in this way with their former confession, for example, coming to the Old Believers as "anti-Nikonianism", someone - with imaginary violations of the canons, and someone, considering himself no less than Avvakum, denounces the "impiety" of the parishioners and mentor. And only much later comes the understanding that modern Old Believers just live according to the patristic tradition and act in everything in accordance with Holy Scripture and Tradition. We must not forget about the Christian principle of the closeness and mystery of the Church (Acts 5, 13), which helps to preserve the Old Believers in their steadfastness and immutability.

The sacrament of baptism will be fruitless for the unbeliever until he believes with all his soul and unites with the Church. It is impossible to accept old belief only with the mind. The one who accepts Old Belief only with the mind will later find another religion close, and accepting it or not will only be a matter of personal choice. For indigenous Old Believers, the question of such a choice is impossible. Different states of the spirit in a person - this is what distinguishes a native Old Believer from a new believer.

The problem also arises before the indigenous Old Believers, who must competently convey to the newcomers the whole essence of the Old Believers. Churching is not limited only to the celebration of the Sacrament - the educational supervision of the community and the mentor for the spiritual growth of the newcomer to the Church is mandatory.

The process of churching also largely depends on the community into which the new believer enters. If there is a wise mentor in the community who helps the newcomer to feel the Old Believer spirit and way of life not only with the mind, but also with the heart, then, with the help of God, the new believer in a short time accepts the true spirit of the Old Believers and becomes a Christian. There are many examples in the Old Orthodox Pomeranian Church (hereinafter referred to as the OPTs) when newcomers not only became followers of the Old Faith, but also mentors, mentors, and monks.

So, in the last monastic monastery of the DOC in the city of Ridder in eastern Kazakhstan, which was once founded by the remnants of the Pokrovsky Ubinsky (Altai) monastery, famous throughout Russia, both the recently deceased blueberry Maria and the black monk Alexander are not hereditary Old Believers. And earlier among the monks there were many of them.

Both indigenous and newly converted Old Believers who call themselves Christians should not forget what this name means. So, St. Gregory of Nyssa in his epistle to Armoni, he discusses who can call himself a true Christian, and gives as an instructive example the story of a monkey.

In Alexandria, an expert taught a monkey to take on the form of a dancer with the dexterity, putting on her the mask and clothes of a dancer. Theater goers praised the monkey as it danced to the beat of the music. While the spectators were occupied with the spectacle, exclaiming and applauding the dexterity of the monkey, one of the people who were there showed, carried away by the spectacle, that the monkey is nothing more than a monkey. He threw almonds and figs onto the stage, and the monkey, forgetting both the dance and the applause, and the smart clothes, ran up to him and began to collect handfuls of what he found. And so that the mask would not interfere with the mouth, she tried to throw it off, tearing the deceptively accepted image with her claws, so that “instead of praise and surprise, she suddenly aroused laughter among the audience when her ugly and ridiculous appearance appeared because of the scraps of the mask.

“So,” writes St. Gregory of Nyssa, “just as a falsely accepted appearance was not enough for a monkey to be considered a man, and greed for delicacies exposed its nature, so those who untrue formed their nature by faith, through delicacies offered by the devil , are easily exposed as being something different from what they claim to be. For instead of figs and almonds, vanity, ambition, covetousness, passion for pleasure, and other similar evil supplies of the devil, being offered instead of delicacy to the greed of people, easily expose monkey-like souls, who by imitation assume the hypocritical appearance of Christianity. And at the time of passions, they overthrow the guise of chastity, meekness, or some other virtue.

Therefore, the title "Christian" requires a person to have a perfect Christian life:

Be perfect, as your Heavenly Father is perfect (Matthew 5; 48).

Teaching the Christian faith, conveying the basic doctrinal truths to those who wish to be baptized, announcing - this is God's commandment:

Go and teach all nations, baptizing them in the name of the Father and the Son and the Holy Spirit, teaching them to observe everything that I have commanded you, says the Lord Jesus Christ to his disciples (Matthew 28:19).

Before a person accepts holy baptism and becomes a true Christian, he becomes “catechumenized”, who has not yet received baptism, but is already instructed in the foundations of the faith. The need for proclamation is indicated in Canon 46 of Laodicea and Canon 78 of the Sixth Ecumenical Council.

The proclamation originated in the early days of the Church. Thus, after the sermon of the Apostle Peter in Jerusalem on the feast of Pentecost, about three thousand people converted to Christianity (Acts 2:14-41). Later, he instructed the Roman centurion Cornelius and his relatives in the faith, and then allowed them to be baptized (Acts 10, 24-48). The apostles Paul (Acts 16:13-15), Philip (Acts 8:35-38) and others did the same.

The firmness of the decision to adopt a new faith was tested. During the persecution of Christians, there were cases of their falling away from the Church, therefore, during the period of study, the Church necessarily followed the catechumens: were there any traitors to Christianity among them who falsely received holy baptism. If such were discovered, they were immediately expelled from the assembly of the catechumens. The period of catechumens was long: from three months to three years, and this time was divided into several stages, and the catechumens were divided into different classes. The catechumens of St. John Chrysostom, Cyril of Jerusalem, Gregory of Nyssa, Ambrose of Milan, Theodore of Mopsuestia, Augustine the Blessed have come down to us.

Modern teachers still refer to the experience of that time, which testifies to the high level of such sermons, since in them the catechumens receive detailed theoretical knowledge about the Christian faith.

From the first days of preparing the catechumens for baptism, they also received theoretical knowledge about the Christian faith, and up to a certain point participated in divine services. In the temple, the catechumens stood in the back - in the vestibule.

The catechumens also had to learn to pray outside the walls of the Temple, as he writes Cyril of Jerusalem: « Pray more often that God will honor you with the heavenly and immortal Mysteries". In addition, the catechumens had to lead a Christian life: fast, keep the Commandments, fight sin, repent of sins before God and people, and correct their spiritual defects. " Those who are going to be baptized need to prepare for this by frequent prayers, fasting, kneeling, vigil and confession of all their past sins ...", - writes to the catechumens Tertullian.

However, if the catechumens did not leave their sinful life and did not repent of it, then such catechumens were transferred to the previous category of catechumens, as if a step back, and an additional period of repentance was determined for them.

Thus, the history of the emergence and development of the catechumen shows how serious the attitude of the Church was towards future Christians. It was a whole institution of catechumens, with a well-defined program and well-established discipline. All this gave high-quality knowledge about the Christian faith, warned about the dangers on the way of Christians, taught to live like a Christian even before baptism.

The Old Orthodox Pomeranian Church still adheres to a similar program for the catechumens, which allows the catechumens not only to feel their desire to accept the new faith and get used to Christian life, but also weeds out people who are not yet ready for Christianity.

Jesus Christ demanded that those who undertake to baptize someone, be sure to teach him(Matt. 28:19), and the Pomeranian Church takes a responsible approach to accepting new members into its bosom, reverently treats the very sacrament of baptism.

As in previous centuries, the Church holds categorical conversations with all who wish to receive holy baptism.

The announcement is necessary to test one's fidelity to Christ, repentance, change of priorities, values, the whole worldview and behavior of a person. This is where every Christian should begin his church life.

Those who come to the Pomeranian church for the first time and wish to be baptized are interviewed by a spiritual mentor, they talk about themselves and the reasons for their intention. The mentor gives them a sermon about the Christian faith, about what the Christian life is, how Christianity differs from other religions, how a Christian should live.

After this, the initiation into the catechumens takes place, when the catechumen lays a conciliatory beginning. The moment of pronouncement in the Pomeranian Church is considered to be the position of the parish beginning in the mentor's cell at the Temple. The mentor explains and shows how to make the sign of the cross and prostrations correctly.

After that, an approximate date for baptism is assigned, a commandment is given, future recipients are determined, and a Memo about baptism is handed. The requirements for recipients are higher than for baptized adults. The recipients must belong to the Church not only formally (that is, be baptized), but also in fact (regularly confess, attend cathedral services), be able to teach the godchildren of the Christian life not only by word, but also by personal example.

A little later, a confessional conversation takes place; before baptism, the catechumen must remember all his grave sins. It turns out if there are any obstacles, the main of which are drunkenness, smoking, drug addiction and many others.

In 2008, the congress of the spiritual mentors of the Old Orthodox Pomeranian Church, having considered the canonical foundations and practical procedure for performing the sacraments, services and corrections in the communities of the DOC, set the time for preparation for holy baptism (announcement) according to Christian custom - 40 days. In this case, the specific period can be reduced or increased and is chosen by the spiritual mentor, depending on the readiness of the baptized person and other circumstances. The order of preparation for baptism (fasting, prayer, fulfilling the commandment) is determined by the spiritual mentor.

A newly converted Christian starts everything from scratch, trying to absorb as much knowledge about faith as possible, and for this you need to work with him step by step, according to the apostle Paul, who teaches us that he who strives arbitrarily does not receive fruit:

If anyone struggles, he will not be crowned if he struggles unlawfully (2 Tim. 2:5).

There are few baptisms in the Pomeranian Church, and everyone is not baptized in a row. A person goes through an announcement, prays, fasts, fulfills a commandment, and he is considered to have entered the Christian path. However, if a catechumen has not been freed from serious sins and has not shown the good fruits of spiritual work throughout his life, then he can be in the catechumens for years. And whoever already shows by his deeds that he has embarked on the path, he fasts for 40 days, prays, fulfills the commandment, confesses, and only after that receives holy baptism.

In every Pomeranian community there is a person who meets new people in the Temple who want to learn more about Pomorism. They are told about the Christian faith, about the history of consent, and answer their questions. If a service in progress, then they explain how they should behave in the Temple at the moment, what can and cannot be done, and all questions will be answered after the end of the prayer. A full-fledged Christian life has also been established in the communities, with its spiritual education, succession and responsibility, which warns against the arrogance and arrogance of the indigenous Old Believers and from the wrong Christian self-consciousness and behavior of the newcomers. There is always a certain distrust of new people for some time, but this also applies to the indigenous Old Believers who were in rupture with the Church. Some time passes, and distrust disappears.

How can the Church overcome or prevent possible difficulties in the adaptation of newcomers to the Church? First of all, Christian love and patience. Love is the highest commandment of Christianity, which was given by the Lord Jesus Christ Himself. A person without love cannot be a true Christian. Judas, having no love, betrayed the Lord to the Jews.

And he who hates his brother, walks in darkness, and knows not where he goes, as if the darkness blinded his eyes (John 2.11).

The adaptation of newcomers to the Church is always a difficult task, however, if the Christian life in the community is based on patience and love, according to the Apostle: “ May you be all love”(Corinth., credit 166), then all these difficulties can be easily overcome. And the practice of such activity in the Pomeranian Church, as well as an active Christian life with its spiritual fruits, shows the correctness of the chosen path.

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Comments (84)

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1. 

   It’s interesting how annoying Nikonians (demons?) are when some positive information about bezpopovtsy appears, well, they just can’t sleep peacefully. There is no such reaction to the priests.

   
2. 

   it is strange to read on such a site admiration for the rituals and beliefs around pancakes and that Maslenitsa is not a period of preparation for fasting, when restrictions already begin, but, on the contrary, a HOLIDAY dedicated to pancakes!
   as if the article was thoughtlessly copied from a secular newspaper

3. 

   > before baptism, the catechumen must remember all his grave sins.
   > It turns out that there are no obstacles, the main of which are drunkenness, smoking, …

   Oh, how curious this filter really works, especially for drunkenness. In the Russian Orthodox Church, in my opinion, there is no such filter.

   
4. 

   > and all questions will be answered after the end of the prayer

   I noticed that the Staovers like the word "prayer" instead of "service". I met this even at Rogozhsky, in the Intercession Cathedral, instead of "where the service will be," grandfather said "where we will pray." And there were other cases. Interestingly, tradition or it seemed to me?

   
5. 

   > In every Pomeranian community there is a person who meets new people in the Temple who want to learn more about Pomorism.

   Is that how it is in each? And is this really a representative of the diplomatic corps of the church, and not just another neophyte zealot who recently "escaped from Nikonianism", standing on the door and vigilantly watching so that Nikonianism does not catch up with him again?

   • 

     I can’t speak for all the communities of the DOC, however, according to those being baptized, nevertheless, they are probably no longer former Nikonians, but their own who came to their senses, who at one time, for certain reasons, fell away from the Church. Although, there are also many Nikonians who have passed. And yet, the policy of the Church is more "internal", aimed at the fact that families were completely Christian, and those who had fallen away returned.

     If Bezgodov A.A. is on the site, then let him correct me if this is not the case now.

   • 

     That is, Pomeranians are not interested in missionary work?

   • 

     Let's just say, with all the existing opportunities, missionary work, unfortunately, is not developed to the proper degree and has an internal focus.

   • 

     The internal orientation is to return those who have fallen away, as I understand it. Why do they disappear? What is most often "cut off"?

   • 

     Yes, it is more of an internal missionary work.
     Disappear for all the same reasons as in other consents. Often, the Church is remembered only when something happened in the family, grief or some kind of need.
     The temptations of the world, everything that distracts from God, also play a role. Here we are already talking about the strength of faith and the strength of the spirit of the parishioner himself, whether he will break under the winds of worldly storms, and whether he will not leave the saving path to the Church.
     However, often "cuts" also occur due to the lack of competent mentors in the field, who know well and are able to convey the apologetics of the Church in a simple form, work with parishioners, and conduct a constant sermon. Thank God, the last factor is no longer a determining factor, mentors are constantly raising the level of education in courses for clergymen, literature on the history of the Church is being published, and there are many young mentors in the communities. And that means it's not all that bad.

   • 

     And if people come to you from the priesthood (or the New Believers), what is the main reason? On what grounds do people decide that the priesthood has been lost?

     Well, when a person is born in a priestless state and grows up in him, then everything is clear. But if bezpopovstvo becomes an acquired belief is already interesting.

   • 

     Just now, one man from the Russian Orthodox Church is walking among the catechumens. He became disillusioned with the priesthood.

   • 

     To be disappointed in the priesthood is a strange argument, because the Pomeranians have never been disappointed in the priesthood, but believe that it was exterminated on earth for certain reasons.

   • 

     Just the most common and most understandable argument. Most transitions from confession to confession are connected not with reading theological works, but with disappointment in the human factor. Disillusionment with the priesthood was in its time the pretext for the European Reformation.

   • 
   • 

     Disappointment in the priesthood is not always associated with the human factor, as we know from history, whole communities and even whole concords (for example, chapels) used to leave priestly consents, of course, it also happens in reverse side. By the way, not only the laity pass, sometimes ministers (including priests) also pass. for the last several years I know about the transition of the 4th priest. (2 from Nikonians, 1 from Uniates and 1 from Protestants). At present, 2 former Belokrinitsky clerks and 1 former Nikonian deacon are known to me as mentors in the Pomeranian Accord.

   • 

     As for internal missionary work, which Nina wrote about, it means that, first of all, the efforts of the DOC are aimed at working with such Nikonians or those who were not baptized, whose parents or grandparents were Old Believers. But sometimes strangers also come. happens to whole families. Often this is the pattern. We learned about the Old Believers from the Internet (books, TV ...), then they became interested in studying the materials, then they turned to the community - a conversation with a mentor or with someone else. If people are ready to put them on the announcement. Next is baptism. The process can be quite long. From personal experience, when I communicate with those who come, I acquaint them with the history of the Old Believers, be sure to tell about the consents, in detail about the existence of priestly hierarchies, I ask people to familiarize themselves with the literature of these consents. This is necessary so that the person himself makes a conscious decision and so that later he does not say "but I did not know, I like it better there." The necessary requirements are also presented, if he smokes, then he must quit, if there are tattoos that are contrary to Christianity, he must reduce. if there is no beard, it must grow, and of course, fasting and prayer, otherwise they will not be baptized. It is easier for women in this matter. In this regard, of course, the hereditary Old Believers received a "benefits"; they were baptized in infancy and they should not have done any of this.

   • 

     There are much fewer problems with neophytes in the DPC. Often a neophyte who comes is burning with a desire for action, in fact he goes after this, having failed to realize himself in another place, he tries to make the Old Believers happy with his presence. In our country, such people are put on pronouncement for a year, while they naturally must regularly attend services without praying. if you have enough patience, then it will come to baptism, so we explain that a newly baptized person cannot be a clerk or hold leadership positions for a certain time (1-3-5 years). All this time he seems to be integrating. It happens that the neophyte already at the stage of such an explanation disappears.
     Priests have a different story with neophytes, because for almost 200 years all the priesthood were neophytes, and even now there are just as many. I am sure that some, in their mentality, remained Nikonians, not having time to take root. From here, a less strict qualification and, as a result, the problems that one has to face.

   • 

     Alexey Alexandrovich, thank you for your answers and additions.

   • 

     Yes, thank you - very interesting answers. But still, the question remains, as I see it - what are the main reasons for transitions to non-priesthood? Especially if former priests or ministers of the priesthood or the New Believers are crossing over. What such factors lead them to conclude that the priesthood has been lost?

   • 

     At one time, two New Believer priests approached me in the Grebenshchikov community, "studying" the issue of transition to priestlessness. Both are banned (one seems to have even been defrocked). There is no civil profession. Everything was clear to them right away. I have never even heard of the ideological transitions of the priests into priestlessness. There are known cases of the transfer of half-educated seminarians (before the revolution, for example, the teacher Nadezhdin)

   • 

     At one time, 2 former priests worked in my brigade - one ran away from the fugitives, the other from the worldly ones. Both were baptized. True, it should be noted that nothing efficient came of them. In the early 90s, Austrian pop moved from Klintsov Ilyushchenko. This is about those whom I knew personally. Before the decision to transfer, everyone read the Shield of Faith and Permyakov, and so on. literature. So I have no reason to suspect them of "non-ideological".

   • 

     In my opinion, being a priestless person for a person who was not born in this environment is a rather depressing idea. Something must happen in my head with the people who suddenly came to her. It is one thing to decide that there is no grace in this church, but there is in another, so I go there, and so on. Another question is to make sure that the grace of the priesthood is nowhere to be found, wherever you poke.

   • 

     And according to our neophytes, you can’t say that having gone into bezpopovstvo, they all fell into depression :)
     As for the questions of why there are transitions from priesthood to bezpopost, everything is clear here. Now a lot of apologetics, the works of Pichugin, Khudoshin and other polemicists, the same Shield of Faith and many other publications have begun to be republished. People read, meditate, compare facts, trace apostolic succession and draw conclusions. No one drags anyone on the lasso into bezpopovstvo.
     And yes, reading literature about each of the Old Believer directions and consents is (as Bezgodov A.A. noted above) a prerequisite before switching to Pomeranian consent.

   • 

     > And according to our neophytes, you can’t say that having gone into bezpopovstvo, they all fell into depression

     Judging by a number of signs, neophytes in general are often driven by a protest in relation to where they leave from. It is as if they are running away from the New Believers into the Old Believers (pop. and non-pop.), while not parting with the New Believers and leaving the fight against it as their main idea and task. Most of the conversations on the forums are then about "damned Nikonians", all the world's evil is also concentrated "in Nikonianism", etc. etc. It seems that if not Nikonianism, then neither a topic for conversation, nor a core for activity.

     And yet it is not clear what pushes. The works of Pichugin, Khudoshin and other polemicists most likely begin to read when the seed of priestlessness has already sprouted and is growing. But something had to put him down.

   • 

     I know a former Nikonian priest who was baptized for the reason that he was convinced that he did not have baptism, since he was an oblivani. He moved back in the 1970s, at that time he served under the bishop of one of the southern regions, so he also says that he had seen enough of the customs there. He was baptized among the Pomeranians without any ambitions - he became a simple parishioner, now he is over 70 and has been serving as acting director for several years. mentor. By the way, those whom I mentioned are themselves from clerics, and now they serve as mentors in the DOC, so they also did not come for positions, since for a long time they remained simple parishioners. And what are the positions in the DPC? if we have material support for mentors in rare communities, then only if it is purely symbolic. For the most part, mentors are, if not retired, then working, and this is precisely the reason for the small number of young mentors in the DPC.

   • 

     But the examples of transitions of mentors from Pomeranians to Nikonians just show that they follow the "position", some for positions, some for money. and there are many such examples. from Vygov times to the present. So people from Pomortsy and Fedoseev became not only famous missionaries and priests, but also bishops and even metropolitans. There are really no "ideas" here, only ambitions.

   • 

     By the way, Theodosius Vasiliev, the leader of the Novgorod Old Believers, was a Nikonian deacon from the family of a Nikonian priest.

   • 

     < А вот примеры переходов наставников от поморцев к никонианам как раз показывает, что идут за "положением", кто за должностями, кто за деньгами. и таковых примеров много.

     In the Old Orthodox Pomeranian Calendar for 1989, on page 41, there is a photo of the procession in the Grebenshchikov community (in honor of the Celebration of the 1000th anniversary of the Baptism of Russia in Riga) where in the center, with a kacea in his hands, is Fr. John Mirolyubov, then still the second mentor Grebenshchikov community and editor of the above Calendar since 1983. And in 2004, he officially entered the jurisdiction of the Moscow Patriarchate, becoming an employee of the Department for External Church Relations, in 2005 he became Secretary of the DECR MP Commission for Old Believer parishes and interaction with the Old Believers, in 2015 he was elevated to the rank of archpriest.

   • 

     They are unexpectedly touched by the fact that the Bespriests still place the position of an Orthodox archpriest of a modest-sized parish higher than the position of the senior mentor of the Grebenshchikov community of many thousands, who also takes care of dozens of parishes in the Baltic countries, Belarus and Poland, who has no other power over himself than God. Regarding the former and present material possibilities, in order to judge on this issue, respected opponents should have at least some information, and not conjectures characteristic of their imagination.
     In general, I saw a curious article on the site, in very exaggerated tones, telling about the interesting and respectable side of the activities of several urban Pomor communities (certainly not all of the Pomor Old Belief). The discussion seems to be interesting. But Bezgodov came and mixed not only flies with cutlets, but everything that was on the table in one heap. People, time and events.
     Are New Believers and Old Believers-priests turning into Pomeranian priestlessness? - They are moving. And not so little. Although, I dare to think, much more - on the contrary. What are their motives? I suppose they are very different, including understandable to me. But I would like to hear not references to the works of the Pomeranian dogmatists of those times when the Pomeranian Old Believers did not recognize, did not name and could not, in accordance with their teaching, recognize themselves as "Old Orthodox Pomeranian Church”(at best, they called themselves a “church society that does not have a church hierarchy,” for what kind of local Church can there be if Grace and the Sacraments have ceased)? Can Pomortsy formulate these motives more specifically without general words about “knowledge of the true faith”?
     An interesting question is about the transition of priests into priestlessness. With good information, I do not know of such examples, except in cases where the priest can no longer serve, having remarried or lost his rank. If I'm wrong, please provide an example. Just answer honestly.

   • 

     Interesting discussion! :) And most importantly, "behind the scenes" remained. A person who has passed from priesthood to the Church COMMUNICES THE HOLY MYSTERIES OF CHRIST.

   • 

     Yes, this is the most interesting thing. The discussion arose against the backdrop of an article about the transition to harmony, where there are NO Holy Mysteries of Christ!
     It is one thing to discuss, in principle, the motives for the transition of the New Believers to the Old Believers, and another thing precisely to be priestless. There are two categories of people here: formally "Orthodox", who were not churched and had no experience of communion of the Mysteries (it's more or less clear with these), and truly Orthodox people, including, as they say here, priests. This is exactly what I would like to learn from the author of the article in more detail, not limited to general words.
     So far, a certain priest has been designated (without naming the name and place), who, allegedly back in the 70s, was baptized again, became Pomortsy. It is quite surprising that I did not know anything about this and do not know. After all, we are talking about a small agreement, where everyone is active and educated person always in sight. Were there any reasons to hide? Why now, at the age of seventy, he is not a mentor, but about. mentor? There is no need to be an analyst of the General Staff to draw some conclusions.

   • 

     Nobody has the Holy Mysteries of Christ. Only a few pretend not to know it. I remembered another "priest" from those who had passed. At the beginning of the 2000s, a certain Oleg-Kapito lived at Preobrazhenka for a time. Where he slipped further along the confessional plane is unknown. A welder, or an engineer, or a professor at the Academy of Management comes over—everything is fine with him. And the priest is itching, not sitting still. You look, and the next day he is with agnostics or some jumpers.

   • 

     Persuasive and profound. Your credo is simply amazing in the heart. So are you jumpers or agnostics yourself? Somehow I did not understand.

   • 

     Indeed, no one has the Holy Mysteries of Christ today. There is only external visibility. For example, the Latins also believe that they have Communion, and the Anglicans also think, and Lutherans, and Monophysites, etc.

   • 

     Now I understand - from the agnostics!

   • 

     The modesty of Ivan Ivanovich is commendable, but he probably forgot that he himself did not "ideologically" decide to join the Nikonians even as an ordinary parishioner but in the "true church", but still tried to drag the entire Riga community into the ROC, so to speak, to enter the ROC as a general on white horse. However, it failed. And now, of course, you can try on the moderate pose of a certain prisoner of conscience who, in his old age, has found a safe harbor. Although it is still necessary to work off Judas bread, at least in the role of the main overseer of the Old Believers.

   • 

     The doctor of theology, Mr. Mirolyubov, probably mixed up something when talking about the Old Believers Pomortsy, or, as usual, replaces concepts. There is no teaching about the cessation of grace and sacraments in the Church of Christ in the Pomeranian Old Believers, it was only said about the cessation of such grace among the Nikonians and the invalidity of those "sacraments" that are performed there. For example, the position and title that Mr. Mirolyubov is called for the Old Believers is just zilch. As for the naming of their society by the Pomors as the Church, the above-mentioned gentleman is ashamed not to know this as a former Pomor mentor. So in the Pomeranian answers compiled by the Vygov fathers, they everywhere call their society the Old Orthodox Church. So too in other polemical books. As they say, study the materiel Comrade Anatoly.

   • 

     At the Third All-Russian Council (2006, St. Petersburg), a definition was adopted “On the historical exhaustion of the search for a pious priesthood in this world” (see more), which doctrinally generally removes this Old Believer agreement from the field of Orthodox dogma. It is clear that the "Nikonians" do not have Grace, but the Pomeranians do! Although for many this is great news!
     I thank Bezgodov for understanding that, in conscience, it is better to leave a society that is perceived as false, not alone, but to try to save the flock as well. To a large extent it succeeded.
     Even without a doctorate in theology, it is useful to know that the word "church" has at least six meanings. In the sense of earthly organization, the term "Old Orthodox Pomeranian Church" first appeared in the 1920s in Poland, where Pomortsy received state registration and some preferences.
     The deputy chairman of the Russian Council of the DPC, Bezgodov, knows the materiel not only badly, but does not know it at all.

   • 

     Mr. Bezgodov, why did you decide that I am your friend? And who is Anatoly?

   • 

     No, fellow Old Believers without priests, not everything is as simple as you want :). Is the denial of the priesthood and the sacrament of the Eucharist a blasphemy against the Holy Spirit?
     Deep respect is worthy of people who have passed from priestlessness to the Church. How much internal struggle they overcame on the way to communion of the Holy Mysteries of Christ! I know such people, including a rather young priest of the Russian Orthodox Church, and I admire them :). I deeply respect the non-priests, I bow before their asceticism and standing in the faith. But I feel sorry for them...
     May Christ have mercy on us Russian people! I only trust in the mercy of God.

   • 

     Vladimir: "Is not the denial of the priesthood and the sacrament of the Eucharist a blasphemy against the Holy Spirit?" you probably forgot that we are not children of the Russian Orthodox Church and never were, for us the priesthood and the sacraments of Nikonians are graceless, heretical. There would be blasphemy against the Holy Spirit if we recognized such a priesthood. The denial of heresy is the main duty of a Christian.

   • 

     You are our dear little man, but did I write that you are my comrade? Your pity is tender, it would be better if tens of thousands of Christians tortured by the Nikonians and a million expelled from the country would regret it. At the same time, you regret the lack of communion and the priesthood among the priestless, probably you don’t want to remember why we don’t have it. The Pomeranian Old Believers do not deny the sacraments and the priesthood, but do not have them due to many reasons, the main of which is the repressions erected by the Nikonians (modern ROC). And now the descendants and spiritual followers of the executioners are trying to "take care" of the victims, they say, poor things, how can you live without the priesthood. Thank you for your concern, but we do not need a heretical priesthood like yours. And the decision of the 2006 Council is absolutely correct and timely. It is good that at least some Nikonians are beginning to realize that the Pomeranian Old Belief is not part of the "field of Nikonian dogma." The Pomeranian Old Believers, following Christian canon law, unconditionally reject the presence of any grace among the Nikonians, as a heretical community outside the Church of Christ (in all 6 senses of this word :))) We do not need your Nikonian-Old Rite ecumenism.

   • 

     Mr. Bezgodov, what you have just written is known to all. But the phrase: There is no teaching about the cessation of grace and sacraments in the Church of Christ in the Pomeranian Old Believers, it was only said about the cessation of such grace among the Nikonians and the invalidity of those "sacraments" that are performed there. not in the Pomor Answers, so this contradicts the whole ideology of priestlessness. Then you got better, but also not entirely successful: what about Grace among the Old Believers-priests? Whom did they torture? And the Greeks, or, say, Serbs with all sorts of who were tortured by Georgians there?
     "The denial of heresy is the main duty of a Christian" - this is also simply incomparable. I don't even bother to comment.
     For the outside reader. No one even thinks to offer the Sacraments and the Priesthood to the Bezgodov community. They don't need it. Everyone can judge the results of the absence for himself, even by the controversy that has arisen. But the question was simple: what can induce an Orthodox person who has the EXPERIENCE of receiving the Sacraments to go into priestlessness? The Pomortsy left the question - they turned to my personality, or rather, to their ideas about it, and then switched to bezpriest platitudes. Sorry if I phrased it poorly.

   • 

     >"In the sense of earthly organization, the term "Old Orthodox Pomeranian Church" first appeared in the 20s in Poland" —

     The largest spiritual center of the Pomeranian harmony appeared in 1694, when a community was founded on the Vyg River - the Vyhovsk community. The official church organization was formed after the publication of the manifesto on April 17, 1905 "On freedom of religion." After the Second All-Russian Council, in 1912, the Church Society of Pomeranian Old Believers became known as the Old Believer Pomeranian Church.
     It is not clear, what does the time of the appearance of the official term DPC have to do with it? Or do paperwork and registration somehow affect Church grace?

   • 

     For Vladimir. Blasphemy not only on the Holy Spirit, but on the entire Holy Trinity. What a miserable understanding of the Omnipotence of God must be, if we deny His ability to support or restore the Gifts once given? Why was a sacrifice necessary? Why the Atonement? Why the Church? (not the one that Old Orthodox Pomeranian)
     I can only add that I did not choose to be priestless, I was born in it. And more importantly: Pomor Answers is a smart and correct book. There is not even a hint of that nonsense that today can sometimes be read or heard. Until the middle of the nineteenth century, the Pomeranian fathers made attempts to restore the priesthood. I knew many long-gone Pomor mentors: with rare exceptions, they were very worthy and intelligent people. They avoided nonsense. True, not all. What came to replace them - I do not want to discuss.

   • 

     Vladimir. The point, of course, is not in the registration of the name, but in the formation of self-consciousness of oneself by the earthly Church. Study the issue in more detail, including the materials of the Second Council. They show how the idea was mature, but then it was still only MATURE. And when it matured, Pomeranian "priests" appeared, which relatively recently in Lithuania even tried to wear pectoral crosses.
     This is a very interesting topic - the transformation of the Pomeranian teaching, the creation of a new church structure and the consolidation of dying non-priestly agreements. There were, of course, those who disagreed (compare the representativeness of the First and Second Councils).
     The topic is very difficult. It seems to me that modern Pomeranians themselves have a poor idea of ​​their history, believing that everything took shape on Vyg.
     And I lost interest in this for a long time, when I figured out a lot. By this I finish.

   • 

     < Знал многих давно ушедших поморских наставников: за редким исключением это были очень достойные и неглупые люди.
     <Поморские отцы вплоть до середины девятнадцатого века предпринимали попытки священство восстановить

     Why, then, did these intelligent and worthy people never restore the priesthood? So, they realized that it was lost. So, they understood that the visible action, the masquerade, will never become true, on which the grace of the Holy Spirit will appear? Apostolic succession is broken, who, excuse me, ordained your bishops, etc.? Aren't they newcomers? And where did they get this grace if they trampled on the true faith a long time ago?

   • 

     Or do you naively believe that in a heretical society the Lord will support or restore the given one day? Why should this happen for crucifiers and persecutors, for heretics and His blasphemers? Some kind of sectarian idea that God will forgive everyone and for everything and show grace. Also say that there is no hell and eternal torment. The history of the ancient Church teaches that the ungifted admiring is terribly paid for it.

   • 

     >I can only add that I did not choose to be priestless, I was born in it.
     > in conscience it is better not to go out alone, but to try to save the flock. To a large extent it succeeded.

     It is a pity that you write about this with regret. You need to feel sorry for yourself now. Who betrayed the faith of the fathers and dragged Christians with him into a heretical society.

   • 

     >But the question was simple: what can induce an Orthodox person who has the EXPERIENCE of receiving the Sacraments to go into priestlessness? Pomeranians left the question - they turned to my personality

     Your personality is not so great, however, if you had to write about it, then only in the context of a betrayal of the true faith and a choice between unpaid positions in priestlessness and "fat" in Nikonianism. Our mentors, compared to you, of course, are rogue (with rare exceptions), they have to serve in the Church and work in the world, provide for their families. Therefore, it was about career ladders and money. And not in terms of what a great archpriest you are.

   • 
   • 

     > awareness of the gracelessness of these very sacraments,

     How was it measured? What did it correlate with? How did you manage to give grace some kind of characterization in order to draw a conclusion about its absence? Why was the absence of the grace of the sacraments attributed to the lack of grace of the priesthood, and not own life and prayers?

     > and, of course, the eccentricities of the priesthood, the unclean reputation of the top
     > Churches and much more, so you do not know.

     Wasn't all this before the split? Since the early church? Everything was never good. "The church is like my body - everything hurts and there is no hope." This is what one of the church fathers said.
     Why then did they not renounce the priesthood and the sacraments earlier, why did they wait so long before Nikon?

   • 

     > How did you manage to give the grace of some harpkteristics to conclude that it is absent?

     The Apostle Paul says that the grace of God is in truth (Col. 1-6). Even a visible stay in the Church turns out to be hypocritical if a person does not confess the truth as taught by the Apostles and holy fathers, and even more so by heretics who have distorted Church dogmas, and thereby (having distorted them), they have already fallen away from the Church. Needless to say, how many distortions and heresies the New Believers introduced.

     Having been deprived of the true Church (which they themselves burned in the fires, tortured and starved to death, quartered, hung, etc. "Church" read here - an assembly of the faithful), heretics (New Believers) lose their grace, and their sacraments can in no way be considered grace-filled.

     The 46th Apostolic Canon commands the defrocking of those who consider the baptism and Eucharist of heretics to be valid: “Bishops or presbyters who have accepted the baptism or sacrifice of heretics, we command to cast out. What is the agreement of Christ with Belial, or what part of the faithful with the unfaithful?

   • 

     I write about eccentricities and reputation from the words of people who have gone into bezpopovstvo. From their words, and according to their stories. People are "tired of heresy and ecumenism."

   • 

     Tired of "heresy and ecumenism" in the Russian Orthodox Church, one could go to the Russian Orthodox Church or the Russian Orthodox Church. Why was the entire priesthood inferred because of illnesses in one church organization? After all, because of a negligent therapist, they don’t refuse all medicine? Moreover, medicine is not recognized as false and harmful in the presence of system-wide problems throughout the Ministry of Health. It just becomes difficult to find a treatment, a good doctor, in many ways you have to start to understand yourself better.

   • 

     Doctor Christ. Christ allowed the priesthood to cease. Therefore, there is no difference between the Russian Orthodox Church, the RDC, the Russian Orthodox Church, the RCC, whether on the forehead or on the forehead.

   • 

     The question was how non-native bezpopovtsy come to the conclusion about the termination of the priesthood. If the unholiness of priests is a reason for them to doubt the presence of the grace of the priesthood, then perhaps the matter is in an incorrect assessment of the characteristics of the priesthood? Who said priests have to be saints? We have an institutional, not a charismatic priesthood.
     And what to do with the fact, if in bezpriest it turns out that the mentors are the same "not saints"? Well, in general, everything can be unbelievable then.

   • 

     Here, I found on the topic of whether priests should be saints and how this is connected with their grace or lack of grace:
     ===
     There are two principles for organizing the life of a religious community.

     On the one hand, the principle is charismatic, when a person who obviously has higher talents than his flock becomes the leader of a religious community: personal, magical gifts, an "advanced" yogi or shaman, or obviously great knowledge in the religious field. Well, let's say a rabbi or a mula are people who do not have any special spiritual gifts, greater than those of the parishioners, but they have studied the relevant books for many years and they have more erudition in these matters. This principle of organizing a community can be very effective, but it has one drawback: it is difficult to ensure continuity here, especially when it is not about erudition, but about personal spiritual experience, which is very difficult to translate into adequate words and very difficult to convey to another person. Therefore, such charismatic movements can quickly flare up and then fade away, mutate, change into something completely opposite to the initial one.

     There is another principle of organizing a religious community - the institutional priesthood. This is when it is supposed in a given community that when a person occupies a position, then Heaven gives him special gifts necessary to correct this position. Erasmus of Rotterdam, a European humanist who defended Catholicism from Martin Luther, expressed this formula very clearly. In a letter to Luther, Erasmus of Rotterdam wrote: "To whom God has given office, God has poured out the gifts of the Holy Spirit." That is, the Russian proverb says that “it is not the place that colors the person, but the person is the place” - here it is the other way around. So, what is the advantage of this kind of position? An understandable line of succession, some such at least external self-identity of this religious tradition. The downside is that again there may be a mutation, but such an imperceptible one, that is, a person deprived of personal spiritual gifts may be in power.

     The Orthodox tradition absorbs both, pluses and minuses of both of these systems. That is, on the one hand, we have what is called eldership, personal confession, the search for a personally spiritually gifted mentor. On the other hand, there is the institutional clergy. What are the advantages? When I go to communion, I can not confess the priest. That is, I can trust any canonical priest when I came for the sacrament, and I can not interrogate: “Father, did you fast this week, didn’t you watch TV, didn’t you communicate with your wife last night? Not? Well then, okay, then so be it, let me take communion, you deserve it, you deserve it. ” That is, you can do without such a circus.

     There are those gifts that the Lord gives to his Church, and these gifts are transferred to the Church through the hands of a priest. A priest is a mediator between God and the church people only in this sense, like a postman mediator who brings you a valuable parcel. That is, the priest is not an intermediary in the sense that he prays instead of you. How often do sectarians say: “We directly pray to God, and not through the butt as you do.” Excuse me, none of us prays to God through the butt. Each of us prays to God personally and directly, both in church and at home, and so on.

     But we can accept some gifts from God to people precisely through the Church and church sacraments. There are such gifts that can be accepted directly and personally: the sanctification of one's soul, etc. But some gifts are given through the general church sacraments. So these sacraments are given by God in such a way that the priest, even if he is an unworthy priest, would not become a plug that plugs the flow of grace from the Lord to His parishioners when the parishioners are more worthy than their pastor (this happens often).

     But there is another situation when people turn to the priest as a person. Not as a function - when it comes to getting married or baptized - what difference does it make what the name of this priest is, Father Vasily or Father Nikolai? And when it comes to getting spiritual experience and advice, then it is very important what the name of this priest is, what is his experience, what is his personal spiritual life.
     ===

   • 

     I'm a non-native non-priest follower. I was convinced of the absence of a true priesthood by a priestless mentor. There is no priesthood, not because some priests are bad, but because it has fallen into heresy. The Lord allowed the termination of the priesthood. If the salt overwhelms, then what will be salted.

   • 

     And why refuse the priesthood, even if there are suspicions that it has lost grace? After all, the biggest risk comes out only in the fact that the sacraments will not be performed and prayers with the priest will be the same as the prayers of some laity. What is essentially happening in bezpopovstve. No one has definitely measured grace, there are sacraments, there are no sacraments, how graceful they are, to whom God gives grace through whom and how - after all, we do not know this for certain. So why invent your own teachings, if you can stick to the old ones, and participate in prayers with priests, also trusting in the mercy of God, even if the priest is no longer a priest?

   • 

     So that the faithful praying with the unfaithful himself becomes unfaithful. And this so-called priest carries a heretical spirit.

   • 

     God can also raise bishops from stones, all logic without priests is sheer dead heresy and unbelief, God can ordain a peasant through prayers from heaven, without any succession, as God ordained the apostles. A masquerade is a non-priest mentors who pretend to be priests and prodigal cohabitation that builds a marriage out of themselves, this is a real masquerade. The true Church of Christ is only the Russian Orthodox Church.

6. 

   Interesting. Much has been written about the catechumens and baptism of adults, but what happens to babies? Baptize bezpopovtsy babies? And then what about the announcement?

   

You think that the problem of adaptation concerns only first-graders and their parents, you are deeply mistaken. Be prepared for such situations: after the holidays, when the child moves to the fifth grade, new school. How to help your child adapt to the learning process and cope with difficulties, you will learn by reading the article.

The child went to the first grade - a joyful, long-awaited and at the same time disturbing event.

Parents and compassionate grandmothers feel sorry for the baby to tears, because beyond the threshold of the school he will face trials, and he, so defenseless and there is no mother nearby, always ready to help.

In some cases, the process of addiction becomes a difficult stage in the life of a first grader and the whole family. The whole process of further education depends on how the school life of the baby begins, how he joins the team.

Adaptation of a first-grader is the ability to adapt to new conditions.

Difficulties in adapting to school

Kindergarten children are accustomed to a comfortable daily routine - classes, games, eating and sleeping on a schedule, and school life is more dynamic. The child gets tired, often does not have time to complete the tasks of the teacher, gets upset, is capricious. In domestic children, the process of addiction is even more difficult.

The psyche and emotional state of the child is influenced by:

• personal qualities of the class teacher
• group of classmates
• changed daily routine
• the need to sit in one place the whole lesson
• duties that are incumbent on him

The child does not understand why he was deprived of the opportunity to run, play, and sitting in one place for a long time is a tedious and difficult task for him. If he starts talking in class or fidgeting, he gets a reprimand. It is not possible to earn praise from the teacher and a good grade - hence the resentment, disappointment and the first difficulties:

• poor academic performance, discipline
• laziness and unwillingness to learn
• demonstrating their attitude towards the school and teachers
• negativity towards everything that happens at school.

How to cope and prevent problems is the task of parents and the teaching staff.

Levels of adaptation of the child to school

After the first of September comes the second, the third and it becomes clear - some children easily enter school life, for others the process of addiction is painful, with tears and tantrums. Children can be divided into three groups according to their ability to adapt to the requirements and rules of the school.

Unfortunately, almost half of first-graders painfully go through the beginning of a long and difficult path of learning.

High level adaptation

The child without problems, on the positive, accepts new conditions, requirements and responsibilities.

1. The child studies with pleasure, he carefully listens to the teacher, easily learns the program material, solves complex problems, is active in the classroom.
2. He performs homework assignments with pleasure, without reminding his parents, shows interest in school subjects, studies the material thoroughly and deeply, is interested in additional material.
3. He is sociable, he develops good relations with classmates and teachers.
4. With pleasure he tells how the day went, what interesting things happened, and what he learned new.

Intermediate Adaptation

The child easily adapts to new conditions.

1. He studies well and masters the compulsory material of the school curriculum, listens to the teacher willingly, if the topic is interesting to him, takes an active part in the discussion.
2. Performs responsibly homework (almost always), however, is attentive and focused only if he likes the subject or task.
3. He is active, participates in the life of the class and school, performs public assignments with pleasure, is sociable, has many friends and not only from his class.

Low level of adaptation

The child has a negative attitude towards school, classmates and teachers.

1. The child does not like to study, constantly pretends to be ill in order not to go to school.
2. At the lesson, he is passive, does not listen to the teacher, is distracted by the slightest trifles, partially assimilates the obligatory material in subjects.
3. Parents have to force the child to do homework and constantly remind him that he did not homework, which he does not want or cannot do without the help of his parents or teacher.
4. He talks about school reluctantly, complains about classmates, teachers, has few friends.

The process of adaptation to school

Adaptation of the child takes a certain time and takes place in stages:

• child comes to school

The first stage of preparing the child for school begins.

1. The teaching staff introduces the child to the area around the school, shows where the sports, assembly hall, library, class in which he will study is located (study tour).
2. Classes are held in fine motor skills (drawing, modeling, appliqué).
3. Physical education classes for the development of gross motor skills (playing with a ball, table tennis, push-ups).
4. Children perform exercises with the teacher to develop figurative and logical thinking.

• Child getting used to school

Psychologists allocate six months, after which it is concluded how the children have adapted to school.

1. During this time, the teacher must learn the characteristics of the character and capabilities of each student.
2. The teacher and the psychologist provide assistance to first-graders in adapting to the educational process.
3. The class teacher maintains constant contact with the parents, who, in turn, should visit the school as often as possible and talk with the teacher.

• The child cannot adapt to school

After the first semester, the class teacher informs the parents about the progress of the children in six months of training and the problems of adaptation of individual students.

Work with difficult children is planned for the second semester, together with the teacher, psychologist and parents, so that by the end of the year the child will become a full-fledged member of the school team.

When the first signs of maladjustment of a first grader appear:

1. The school psychologist supervises the child, makes recommendations to the teacher and advises the parents.
2. Additional work is being carried out outside the framework of the school program for the effective development of the child, abilities and opportunities for their implementation are identified.
3. Psychological tests of the level of self-esteem, aggressiveness and anxiety of the student are done.
4. At the end of the year, the results of joint work on the adaptation of the child to school are summed up.

Conditions for adaptation to school

In order for the child to easily get used to and adapt to new conditions, it is necessary to take into account the peculiarities of adaptation to the school of the organism, the nervous system and behavior in the team and society.

Physiological adaptation to school

With the beginning of training, the child's body is rebuilt, for each this process takes a different amount of time.

In the first quarter, many babies experience a decrease in appetite and weight loss. The child complains of fatigue, headaches, hardly wakes up in the morning. Often reduced by fatigue arterial pressure, there are problems with the circulatory system, which during this period undergoes age-related changes.

The question arises - what to do?

Be guided by banal, well-known recommendations:

• Nothing new: regime and again - regime

For a first-grader, any kind of extensions are contraindicated, even if this is a necessary measure and there is no one to pick up the child from school, contact grandparents, sisters.

1. A child of 7 years old needs to sleep for at least 11 hours, then exercises and breakfast, if a first grader goes to school sleepy, then he will sleep the first lesson.
2. After classes, mandatory rest, preferably sleep. In the first grade, the teacher should not assign homework assignments.
3. The best time for classes with a child is after 9.00 for the second shift and 16.00 for the first.
4. Between classes, do small physical exercises - alternating mental and physical labor.

• More moves, less missed lessons

The first-grader moves a little, it is established that on leisure it takes him half an hour, of course, there are physical education lessons, but they do not solve the problem.

1. Do not limit the child in walks after school or take a walk with the baby before going to bed in the fresh air. He is better at chasing the ball with friends than sitting at the computer.
2. Write down the first-grader in the pool, in the sports section. Exercise can help prevent many diseases.
3. Provide a comfortable place for the child to practice, pay attention to the lighting and how he sits so that there are no further problems with the spine.
4. Go to school and look at the comfort of the baby in the classroom, how and where he sits, is there enough lighting in the classroom.

Unfortunately, according to statistics, parents in most cases, due to employment or negligence, have little or no control over the child. He does not get enough sleep, eats anything, spends a lot of time in front of the computer, does not go outside. There is no need to talk about good health.

Psychological adaptation to school

Psychological readiness for learning is when a child likes going to school, learning, and he is in a good mood. The opposite state in the behavior of the baby suggests that internally, mentally, he is not ready for school.

How a child psychologically adapts to school is up to you. A few simple tips to help your child:

1. Your baby should know that you are always loved, even if something doesn’t work out for him.
2. Do not shout, do not scold, do not allow physical punishment in relation to the child
3. Control, but without partiality, let's have more independence
4. Show interest in your child's studies and school life, he should feel your participation and care
5. Never set an example for other children - this is a blow to pride
6. Praise him for small victories, but do not overpraise, stimulate him to new successes and encourage him

Do not forget that each first-grader is unique, with his own character, type of temperament. Agree that, due to the mobility of the nervous system, it is difficult for a choleric person to sit in class and do homework, and for a phlegmatic person to make a quick decision.

Social adaptation to school

If a child came to school from kindergarten, he has the initial concepts of socialization in society, which distinguishes him from a first grader who was with his mother or nanny before school.

A little time will pass, and a motley group of children will turn, under the guidance of a teacher, psychologist and parents, into a friendly team.

The child should be able to build relationships with children and teachers, make friends, defend their opinions and give others the opportunity to speak. In conflict or difficult situations, the child must learn to adequately get out of them and make decisions independently.

The main task of parents and teachers is to help the first-grader find his worthy place in the team, not to become an outcast.

Readiness and adaptation to school

Parents mistakenly believe that a child needs to be taught to read, count, learn the multiplication table in advance, and he is ready for school. When the learning process begins, they wonder why a child, perfectly (in their opinion) prepared for school, lags behind classmates.

• Intellectual readiness

1. The child's ability to correctly compose sentences, clearly and intelligibly convey his thoughts
2. The ability of a first grader to highlight the main thing, to generalize, to draw conclusions
3. The ability of the child to reason based on their observations and life experiences

All these qualities will help the first grader to learn the school curriculum, arouse interest in the subjects studied and the desire to learn more, expanding the scope of the school curriculum for themselves.

The behavior and academic performance of the child is influenced by the relationship with classmates, he must learn to live in a team.

• social readiness

1. The child should be able to build relationships with classmates, have personal communication skills
2. Be able to present yourself, start a conversation or maintain a conversation
3. He must have communication skills with adults - teachers, administration

• Personal readiness

1. The child understands that he has grown up and Kindergarten already behind, a new, more responsible and adult stage in life begins.
2. He understands the motivation for studying, he sets a goal to achieve good results. Can realistically assess his abilities and understands that he has a lot to learn.
3. Knows that although the game is more interesting than homework, it must be done first.

Adaptation of fifth graders to school

Speaking about the adaptation of the child to school, it is impossible to ignore the complex process of the transition of children from primary to secondary school. If the parents of first-graders, sending their child to the first grade, know what difficulties the child has to overcome, then the parents of fifth-graders are not aware of the difficulties of adapting their children to new conditions.

1. AT primary school they were the oldest, and when they came to the middle school, they turned out to be the smallest, which changes their status, and it’s hard to put up with it.
2. Having become a second mother, the first teacher is already taking care of the new first graders, and the fifth graders feel abandoned.
3. Unfamiliar subjects and new teachers, each with their own demands, all evoke feelings of unease and insecurity.
4. New classes are formed, newcomers come in, with whom difficult relationships can be established.

Often the adaptation of a fifth grader is easy and painless:

• comes in a good mood from school
• goes to class without a hitch
• does homework independently, rarely asks for help
• studying the school curriculum does not cause him difficulties
• he has many friends, actively participates in the life of the class

If everything is right in the child's behavior on the contrary, it means that adaptation difficulties have arisen, he needs help. Try to talk as much as possible with the child, because this is the only way to find out what worries him and try to solve all the problems with him together.

Video: "How to help a child adapt to school?"

Hello dear blog readers! Each of us at least once in his life faced with such a process as adaptation to a new workplace. It's just a colossal stress for the body, because elevated level Anxiety is not good for health. The adaptation itself takes about two weeks, but sometimes lasts longer. It depends on your internal resources and ability to adapt to new conditions.

Your future depends on these first weeks, how you managed to show your competence to the management, what relationships began to form with colleagues and whether you were able to take and feel your place, where you are comfortable and calm. Therefore, today I will share recommendations on how to successfully go through this difficult, but necessary process.

Periods

1. The period of acute adaptation (It lasts about a month, sometimes it drags on up to 2). Usually at this time there is a comparison with the previous place of work, depending on the perception of the new one. If there is too much anxiety and worries, then there is a high probability of feelings and thoughts that he made a mistake, which was easier before, perhaps worse, but at least everything was familiar and understandable. Or vice versa, excessive charm, when it seems that you have found the place of your dreams and now it will be different and wonderful. It ends the moment you start noticing reality. Not everything is so one-sided, or bad, or good, when you feel that you are already confident and the assigned tasks are successful. There is practically no anxiety, the working day becomes predictable, and among colleagues there are those who are really glad to see you and with whom relationships have begun to form.
2. Second period starts from the second month and up to about 5-6 months. The probationary period has passed, the requirements may become higher, and the person has relaxed a little, because he coped with the most difficult for himself, familiarized himself with the tasks, and joined the company. But in fact, the formal stage has been passed, and now the authorities can allow, with a greater load, to begin to criticize the work done. Because of this, irritation and anger, disappointment and resentment accumulate. This is such a moment of crisis, and it depends on the internal resources of a person, whether he will hold out or quit, unable to cope with stress and difficulties.
3. Anchoring starts after six months. The main problems are behind, the person has found his place among colleagues, has become well acquainted with internal traditions and foundations and successfully fulfills his duties.

Kinds

1. professional . It consists in mastering and learning the specifics of the work. Depends on the field of activity, for example, a briefing is carried out, or a senior employee is assigned, who brings up to date and transfers the necessary knowledge, from whom the manner of communication and behavior of customers should be adopted. Sometimes a rotation is arranged, that is, a newcomer works a little bit in each industry of the company, then he studies the activities of the enterprise better and is aware of the nuances.
2. Psychophysiological . This is the adaptation of a new employee to new working conditions for him. That is, he equips his place, laying out the necessary papers and his things as he likes, or as required by the regulations.
3. Social , or socio-psychological. Sometimes the most difficult of all types. Namely, because it means the establishment of collegiate and professional relations. It can be delayed in time, due to various circumstances, for example, personal characteristics, internal resources of a newcomer, or the specifics of the most established team. There is such a thing as "mobbing", that is, "hazing", only in the labor market. Persecution or unfair treatment of the team in relation to one employee.

Causes of mobbing

• When a lot of tension accumulates in the team itself, but there is no way out for this tension for a long period, then it may well “shoot” at a new person who is not so familiar, and while he is more like an object, because relations have not formed.
• The bosses do not know how to manage people, set goals, strategies and prioritize, therefore, they can affect the microclimate among employees.
• Incorrectly established channel of communication between management and subordinates, in this case, the possession of any information causes the illusion of power from one of the colleagues, whom he will manipulate.
• When a company is in crisis, sometimes bullying is artificially arranged so that at the end of the probationary period you would like to quit yourself, having worked pretty hard for the allotted time, giving all your best. Or say that you are not selected because you did not cope, but this is the case when there will be too many unjustified claims from the management against you.

You can read more about mobbing.

Give yourself the opportunity to pour in gradually, you have come to a new place, and even if you are well versed in the specifics of the work, you need to carefully look at the environment in which you find yourself.

And this means that initially you need to recognize the fact that at first you will be anxious, and possibly uncomfortable. And that's okay.

Do not rush yourself and do not set super-tasks. Study your official duties, otherwise, as old-timers, colleagues will be able to shift tasks to you that you are not required to perform.

1. Considering that on the first working day there will be a very large amount of information, get a diary in which you will write out not only moments related to your duties, but also names, surnames, positions, telephone numbers, office locations, and so on.
2. Ask questions without fear of looking stupid, the more you understand about the internal routine, the faster you will fall within. It is better to clarify once again than to make mistakes and try to correct them.
3. Smile, goodwill will win you over, because not only do you look closely at the employees, it is also important for them to understand what kind of person came to them.
4. In dealing with others, it is important to learn to balance between openness and caution. That is, do not tell initially, in order to make friends sooner, about something personal that can later “play” against you. But do not close completely, otherwise it will alert and set you against yourself. Especially you should not speak negatively about the previous place of work and gossip. Ethics, when you are not familiar, know how to listen and adhere to the principle of confidentiality, gives you a better chance to win over colleagues and directly superiors.
5. Find out about existing traditions, perhaps some will be very useful to you. For example, in some companies it is accepted that the newcomer brings treats and sets the table. This helps to get to know each other and get closer in a more or less informal setting. It is only important to take into account established traditions and rules, and not introduce your own in the early days, otherwise the effect will be the opposite.
6. It is important to stand up for your boundaries, gently but confidently, especially when they try to take advantage of you at the initial stage. That is, to take on work that you should not do. Sometimes psychological defense works, a person really wants to please and is afraid that in case of refusal he will be rejected, or he tries to “curry favor” in order to be appreciated and noticed. But this is a trap that a person arranges for himself, because in the future it will be more and more difficult to say: “no”.
7. Be patient, if initially something did not go as planned and wanted, over time everything will get better and fall into place, the main thing is not to give up. There is little static in life, everything can be changed, the main thing is to be aware of your shortcomings and correct them. Regarding the working nuances, it is better if the authorities learn about your mistakes from you, and not from someone from the team.
8. Be prepared for gender nuances. That is, people of the same sex are usually perceived as a competitor. Do not be afraid of this or avoid competing. This means that you have been evaluated as equal to yourself, or even better in some way, should not be taken as hostility. Unfortunately, sometimes, especially in the women's team, you will have to withstand hidden aggression, that is, not directed directly, but with the help of gossip, dirty tricks, or give advice that is harmful. If a woman enters a male team, she is accepted easily, but not perceived as an equal and a professional. Therefore, you have to sweat to earn recognition. A man in a woman, on the contrary, is immediately recognized, but then they can bother with excessive attention, coquetry and flirting.
9. Take a closer look and choose an employee who you think is the best, and strive to reach the same level, learn from him, this will motivate you for personal and professional growth.

How to relieve stress

1. Ways to relieve excess tension are mainly related to visualization techniques. How this is done, you can study in my article. In order to facilitate the process of mastering a new place, imagine, best of all, before going to bed and on the eve of the working day, that you are in your office. Just try to imagine it in the smallest detail, down to where the pen lies. Imagine that you have taken up duties and you are doing great.
   This exercise helps to relieve unnecessary anxiety, so as not to just worry, it is better to direct this energy in a pleasant direction so that adaptation is easier.
2. If among the employees there is a person who is already very unpleasant to you, or maybe even a boss to whom you have no right to express your opinion, and accumulating anger in yourself is harmful, the Transformation method will come to the rescue. How does it usually happen when something causes strong negative feelings in us? That's right, we are trying to switch and forget about the unpleasant situation. But as luck would have it, it doesn’t work out, our psyche is thus protected. You should do the opposite. On the way home, or wherever it suits you, imagine yourself in the place of this scoundrel. Reproduce his gait, manner of speaking, gestures, and so on. Play with this image. This exercise is very resourceful, because, in addition to the fact that aggression is legalized, tension passes, and sometimes insight occurs, being in the place of the offender, we can understand what exactly he wanted to say and why he did it.

Conclusion

That's all, dear readers! Finally, I want to recommend reading my article "" , and then, relying on internal resources and knowledge, you will easily go through the adaptation period and all its types.

If this article was useful to you, you can add it to your social networks. networks, the buttons are at the bottom. It will be useful for you, and I am pleased.

Thank you and see you soon on the blog pages.

5

Joy and the feeling that there are no barriers to happiness is usually only the first and one of the shortest stages that you have to go through after. As soon as the euphoria subsides, many problems arise - from everyday questions from the series “how to pay for electricity?” and “where can I get my bike fixed?” to more pressing "how to find friends and not become an outcast?". Oksana Korzun, the author of the popular science book on emigration “How to move to another country and not die of homesickness”, studied what scientific research has been carried out on this topic over the past 50 years, and talked with emigrants from different countries. "Theories and Practices" publishes a chapter on the difficulties of adapting to a new place.

At the end of the 20th century, scientists were especially interested in the processes of adaptation of emigrants to new living conditions and culture shock, since migration has become a common part of life in almost every country. Several theories have been developed that have been able to describe the mechanism of getting used to a new country and adaptation. The most famous and most controversial theory has become U-curve adaptation, introduced by Kalervo Oberg back in 1954, and later repeatedly studied and refined by other researchers.

This theory has been repeatedly criticized for being too universal, pointing out that it cannot fit the full range of human experience. But in the last 50 years, no other theory has been developed that is more suitable than the U-curve. Despite its shortcomings and too conditional, it has been partially or completely confirmed by multiple studies by other authors. […]

The stages and stages of adaptation, according to the U-curve, do not always imply their mandatory and complete passage by all emigrants. Some skip part of the stages, someone gets stuck on one and does not move further. There are many factors that affect the end of adjustment and the stages a person can go through to fully adjust - for example, the level of education, expectations from a new country, cultural difference, and many others. […]

The first stage of adaptation- tourist, a person feels euphoria from moving, "I'm here, I could, there are no barriers for me." This stage involves some reduction in critical thinking to reality, the immigrant is focused on pleasant sensations, new places, variety in stores, new tastes, environment, entertainment. In addition, emigration was often preceded by a nervous move and a period of collecting documents - at this stage, a person relaxes and exhales.

This stage usually lasts a short time. Kalervo Oberg talks about a few days and up to 6 weeks. It is worth noting separately that we are talking here more about the everyday feeling of novelty from a change of scenery, and less about the relief from leaving a place of residence that one did not like.

“The joy was only from the fact that, finally, we managed to move, because about 5 years before that I was building a plan on how to move my family from the city where we lived, so that everyone was happy. The rest of the sensations can rather be assessed as a benevolent interest in what is around. The joy of moving still does not subside, because. in Russia, from our point of view, the situation is only getting worse, interest in what is around has settled down at a relatively low level.”

In the second stage, the stage of gradual disappointment problems are slowly growing. The emigrant still has fresh memories of the old country and inevitably begins to compare and usually not in favor of the new country.

Most often this happens through the stereotypes with which he lived in the country of departure - now they can be encountered in reality and often this causes the need to reconsider one's own views.

Against this background, there is a gradual decrease in mood, since the need to integrate into environment involves a collision with the life and life of another country and can cause negative feelings, since the communication skill in this cultural system has not yet been developed or brought to automatism. At this stage, there is a strong sense of alienation and a lack of a sense of "home".

Some people may have thoughts about their own inferiority, discomfort from communicating with the outside world due to the inability to understand people in a new country, alienation. Often this results in conscious attempts to reduce communication with other people, to isolate, there is disappointment in choosing a country and in general in moving. A person begins to ask himself questions about the correctness of his choice.

“I realized very quickly that I don't like Belgians for the most part. First of all, they let people in from outside, others, foreigners, with great creaking. It's not about drinking beer somewhere, but about finding those with whom you can have a heart-to-heart talk. There was a lot more that irritated me, for example, they recall some kind of philistinism, or something, isolation in their own little world, something like the English narrow-minded. For some it is a family, for someone it is a city, for someone it is a country (or only its northern part, where Dutch is spoken). This did not at all correspond to my worldview, where I am a small point in a large and very, very diverse world. And this hindered many conversations, and it annoyed me very much in itself.

At this stage, the migrant may begin to communicate more with former compatriots, both in person and on the Internet, sometimes expressing there their emerging aggression and irritation due to the inability to express it to those people who were the cause of anger. Communication with compatriots helps to feel for a short time in a safe environment, to take a break from a foreign language, from the stress of learning a new social environment, although it causes an attack of longing for the old life.

“Anger and irritation - no, I didn’t feel it. For the most part, when you finish running around different places, collecting documents and papers, you find loneliness, longing and nostalgia. But an experienced perezzhalshchik knows what to do with it all =). For me, the most difficult thing was the lack of a car and people who could help to settle down. In the first week or two, you are in constant stress: finding an apartment, buying everything you need, adjusting payments for electricity, water, etc.”

Tamara, UK, 5 years in another country

A new country may seem wrong, illogical, aggressive, stereotyped to an emigrant, while the country of departure, on the contrary, evokes pleasant feelings and seems reasonable, correct, and safe. It feels like you are a stranger, you will never be able to understand them, you were brought up according to other models, books, you don’t understand how they react to certain things.

At this stage, sometimes it even seems that local people deliberately do not want to communicate and make life difficult (sometimes this is not without meaning - many intuitively feel the emigrant's hostile attitude and respond in kind).

“I was under a lot of stress about the entrance exams and the visa, which was still being processed. Much had to coincide on its own, take shape and did not directly depend on me, this feeling was unpleasant. Otherwise, there was no nostalgia, the feeling that I was a stranger was not strong (in the sense, obviously, that I was not local, but at the same time there was a feeling of friendliness of the surrounding towards me). The feeling of loneliness was especially in the first week, and then it became easier. I just tried not to wind myself up too much that I was alone.”

Kira, Vienna, 1.4 years in another country

At this stage, there may be a reluctance to learn new language and use it in everyday life, irritation and anger, which generally have to be taught - in this way a person tries to defend himself, because he protects himself from the feeling of failure and fear that they will laugh at you, for example, when communication fails, or mistakes are made in speech, is heard accent or you are constantly asked again.

Often this may be due to the fact that a person does not accept a new life, is afraid of communication with the local population, attributing hostile qualities to him - alienation, arrogance, closeness. Ignorance of the language acts as a protective barrier - I do not understand you, which means that you cannot offend me.

“I faced a giant psychological language barrier. It turned out that the “don’t you dare make a mistake” firmly hammered in childhood does not give any opportunity to speak English - it’s scary, embarrassing, painfully difficult. I still know the language pretty poorly from my point of view, although there are a lot of immigrants around who know it much worse than me and feel completely free at the same time. In some places, this barrier has been overcome, I continue my language classes with teachers.”

Arina, Canada, 1.5 years in another country

Sometimes in such a situation a person can see himself as open, friendly, sometimes with sincere bewilderment why people around do not seek to communicate with him. If the situation changes and a person begins to notice traits of hostility towards the local population, and on their part openness and friendliness, this can cause aggression, attempts to assert themselves at their expense, defensive behavior, so as not to admit their mistakes, since at this stage it is especially hard given.

The issue of aggression and irritation among emigrants is in itself a big topic for research. The process of adaptation requires a serious revision of views on life, changes a person from the inside as a person. Many emigrants in the first months can react very painfully to the change of role models - in Russia we were all someone, but in a new country everything will have to start from the beginning. Learning new things is inevitably accompanied by mistakes in practice, but for some people, especially those prone to perfectionism, this situation can cause frustration and anger.

Emigrants, experiencing unpleasant emotions, often cannot express them to the source of the problem - another country and the lives of other people, and accumulate them in themselves. Often the only source of emotional relief is other expats or strangers on the internet.

Other migrants, trying to cope with the growing wave of suppressed emotions, on the contrary, speak only about very positive things in their lives, sometimes exaggerating, not wanting to admit to themselves the problems.

In the process of adaptation, emigrants often face a feeling of losing their role - now everything will have to be started anew, from scratch, some people may experience a feeling of inferiority. For many, this stage takes the longest time compared to all the others, because if a new role is not found, then many begin to reconsider their attitude towards moving or lock themselves in denial.

It can be especially long and difficult for people who close themselves in a Russian-speaking environment - they communicate closely with other migrants, read Russian Internet, Russian books and watch Russian television, deliberately reducing communication with the local population in order to be able to return to their comfort zone, closer to compatriots, reduce the pressure. This helps to quickly increase self-esteem and take a break from stress, but seriously slows down the adaptation process, which is impossible without studying the life of the local population.

“Sometimes I communicate with 2-3 Russians. The largest part of the Russians here are the so-called "Russian Germans" - the descendants of German immigrants born in Russia, with rare exceptions, do not interesting people. A person who has achieved something in the country where he grew up will think many times for the sake of why he will give up everything and break away with his whole family to an unfamiliar country. Those who have not achieved anything there, having come here, do not really master German, half-forget Russian, as a result speak a wild mixture, live on material assistance or work in jobs that do not require education, watch Russian television instead of German and become an ardent admirer of the Kremlin. As a rule, they communicate with each other, communicating with the Germans “regardingly”. Another group of Russians here are "Russian wives". These are often more interesting people, but they do not belong to any Russian communities. Unfortunately, I have never met Russian representatives of culture and science who are here.”

Elena, Hamburg, 14 years in another country

At the worst time of this stage, it can feel like period of severe crisis and suggest serious problems with a realistic perception of the world. The surrounding people may seem hostile, the emigrant feels a strong sense of loneliness, rejection of him by this world.

He has doubts about his own value, strong dissatisfaction with himself and the world around him, the feeling of his role in the new country completely disappears. Aggression, denial, irritation becomes a natural reaction to many situations. The homesickness can become unbearable and many people think about returning just to not miss it so much.

This condition is really serious and dangerous, it can push a person to rash acts, even to suicide, it can be so hard to experience.

“The first thing I felt was the squalor of the capitalist system - it seemed to me that everything around me was petty, greedy, heartless. I didn't miss the country, but I did miss Russian culture and Petersburg intelligentsia. Since I moved recently, these feelings, albeit to a lesser extent, are my daily companions. So far, I've only struggled unsuccessfully with them.

Anna, Heidelberg, 3 months in another country

At this stage, psychosomatic disorders, depression, and various neurological problems often occur. Diseases can occur for no apparent reason, sleep patterns change, sometimes it seems that there is no strength even to get out of bed. Aggression is growing towards not only the local population, but also towards the immediate environment, the family, this deceptively allows you to protect your pride for a short time, to increase self-esteem.

“I felt a little dislike for the local population. They seemed to disapprove of my poor English and perceived my shyness as arrogance.”

Tatiana, 5 months in another country

Often, being in serious tension due to attempts to adapt, an emigrant may experience a feeling of anger and strong irritation with local customs and people, their behavior, he denies the culture of the new country, feels resentment due to cultural differences.

It is at this stage that a burning and irresistible desire arises to return to the familiar environment and people who cannot withstand the stress return to old country. Many people forget why they left, the home environment seems to be an island of calm and comfort, a place where you can finally relax, relieve stress and become yourself.

Harry Triandis, an American psychologist, highlights a separate stage here - the very “bottom” of the crisis, the aggravation of all negative experiences, and, in his opinion, this is where the choice is made - to overpower yourself and start adapting, even if nothing works out, or to be disappointed in yourself and the new country and go back.

“I had bad feelings. The first month before the start of school was remembered as something terrible. A lot of things were annoying. For example, the Belgians did not cause sympathy; it was lonely at first; tired of solving endless questions and difficulties (where to get a bike, where to fix something, where to buy something, shops that close at 6 pm, and on Sundays many do not work at all; what difficult processes with documents and payment; it was difficult mainly because there was still no residence permit, no local bank account; language! Belgians speak a special version of Dutch, and it was very difficult for me to get used to talking on the phone at first - it was generally torture). In general, reconnaissance of the situation for some reason caused only disgust and did not please me. I wanted everything to be familiar and understandable.

Anna, Antwerp, 2 years in another country

At the next stage of adaptation, adaptation stage, slowly and gradually accumulated problems begin to be resolved, the first close acquaintances among the local population appear, relations with colleagues improve. Everyday difficulties no longer cause such difficulties, it becomes possible to try something new, and not just a painful desire to hold on only to the familiar and familiar.

For some, this manifests itself in a sense of humor - there is strength to joke about oneself, to laugh at the situation, given that it used to cause pain and negative feelings. Others gain the ability to start conversations with strangers without fear, to attend city events, to go out into the city alone, if before this was done only in case of emergency.

“The feeling of nostalgia will never disappear, as well as the feeling or fear that you will not be accepted, or rather the fear that they will not react as “ours” would react. At work (now I'm already working), colleagues, it seems that they are sometimes afraid to talk to me. I usually start the conversation first.”

Nina, Ghent, 5 years in another country

The emigrant gradually finds new opportunities for realization, the world around no longer seems so hopeless and incomprehensible. The new country gradually begins to seem more understandable and accessible, the country of departure and compatriots are increasingly moving away, it becomes possible to feel safe without contact with Russia.

Someone at this stage is already able to help others, for example, new immigrants. It seems that there are already forces to console and support not only themselves, but also others.

“Unpleasant sensations arose after 6 months of being in the country and continue to this day (decreasing) as I struggle and forcibly drag myself into the society of Americans and try to find friends. I also try to adapt my style of clothing. In Moscow people dress more decoratively, here they dress more sportily. I'm trying to learn how to keep the conversation going no matter what."

Irina, USA, 11 months in another country

On the last the fourth stage of adaptation, the stage of biculturalism, the migrant is already fully adapted to the world around him, it is easy for him to interact with people, everyday situations no longer cause discomfort. A person feels that he likes the new country, but at the same time he can critically evaluate its positive and negative sides, without comparing it with the country of departure, the situation is completely stabilized, negative emotions do not appear or appear very rarely.

The emigrant is able to evaluate the new country and the local population as different, different, not bad or good, despite the fact that they may have previously been labeled, sometimes negative, in order to facilitate understanding and defining their own role. Even if there is some misunderstanding when communicating with people in a new country, it no longer causes fear and irritation, you can even laugh at it.

At the same time, a person’s personality is enriched, he becomes stronger and more resilient in emotionally, is able to navigate faster in stressful situations. In fact, a person has absorbed two cultures, thereby increasing his self-esteem, he has the strength to move on and do more.

“Adaptation in Canada lasted two years. In principle, I felt completely adapted after I signed up for a volunteer program to help newcomers, and said everything that was necessary with the tutor. You could sign up for it right away."

Stas, Canada, 6 years in another country

“It took about 10 years to overcome language and everyday difficulties and feel completely comfortable and not need Russian food, culture, etc. I used to visit my family every six months, but I haven't come for a year. On my first visit, I began to see the architecture of the city in a completely new way, to pay attention to the rare beauty. The fact that the city is a big village, which used to annoy me, suddenly began to bring comfort. At the same time, since there was little time, I overestimated what is really important for me at home. Many close relationships gradually disintegrated."

Maria, New York, 22 years in another country

The described scheme may be relevant for many people, but not always in this form - many may skip certain stages or stop at one and not finish the adaptation process at all. For some it may take a couple of months, while for others it may take several years. The choice of development path is based on the individual factors of the personality of specific people, as well as on the characteristics of the country to which such a person moves and cultural distance.

Some researchers distinguish a separate stage - preadaptation. We are talking about the period when emigrants, before leaving, study the society, culture and history of the new country, learn the language before the moment of resettlement, thereby starting their adaptation process long before the borders of the new country are crossed.

• 1. By subject-object relationship:
  • - active - when an individual seeks to influence the environment in order to change it (including those norms, values, forms of interaction and activities that he must master);
  • - passive - when he does not strive for such an impact and change.
• 2. By impact on the worker:
  • - progressive - favorably influencing the worker;
  • - regressive - passive adaptation to an environment with a negative content (for example, with low labor discipline).
• 3. By level:
  • - primary - when a person is first included in a permanent labor activity at a particular enterprise;
  • - secondary - at the subsequent change of work;
  • - adaptation of the employee in a new position;
  • - adaptation of the employee to the demotion.

Primary adaptation (for people who do not have work experience) is usually associated with great difficulties, while secondary adaptation (for experienced workers) usually proceeds faster and does not require special assistance from the manager.

An element of primary adaptation can be considered professional orientation, which is a set of organizational and educational activities aimed at familiarizing oneself with existing activities, identifying interest, inclination and suitability for them, showing their social prestige, attractiveness and significance, and forming a personal predisposition. The most significant criteria for choosing a profession are the intellectual and educational level, working conditions, social package, prospects for professional development and career, creative opportunities.

The adaptation of an employee to a demotion is most often manifested in crisis periods. So, in the early 1980s. There have been waves of layoffs and early retirement in the United States. In order to somehow support those laid off, most large companies - about 60% - did not just lay off workers, but tried to help them find new jobs, organized retraining and advanced training programs.

• 4. By directions:
  • - production;
  • - non-productive.

Professional adaptation consists in the active development of the profession, its subtleties, specifics, necessary skills, techniques, methods of decision-making to begin with in standard situations. It begins with the fact that, after finding out the experience, knowledge and character of the beginner, they determine the most appropriate form of training for him, for example, send him to courses or attach a mentor.

The complexity of professional adaptation depends on the breadth and variety of activities, interest in it, the content of work, the influence of the professional environment, and the individual psychological properties of the individual.

The following factors influence professional adaptation:

• - working environment (place, technology, environment);
• - personal characteristics of the employee (experience, knowledge, skills);
• - motivation (interests, sense of duty, desire for professional growth);
• - individual psychological properties (sociability, activity, goodwill, etc.);
• - “assistance and control from the head and colleagues (training, consulting), stimulation;
• - features of production tasks, the pace of inclusion in the work.

Psychophysiological adaptation - adaptation to work activity at the level of the employee's body as a whole, resulting in smaller changes in his functional state (less fatigue, adaptation to high physical exertion, etc.).

Psychophysiological adaptation does not present any particular difficulties, it proceeds quite quickly and to a large extent depends on the health of the person, his natural reactions, and the characteristics of these conditions themselves. Nevertheless, most accidents occur in the first days of work precisely because of its absence.

Socio-psychological adaptation of a person to production activities - adaptation to the nearest social environment in the team, to the traditions and unwritten norms of the team, to the style of work of managers, to the peculiarities of interpersonal relations that have developed in the team. It means the inclusion of the employee in the team as an equal, accepted by all its members.

It can be associated with considerable difficulties, which include deceived expectations of quick success, due to the underestimation of difficulties, the importance of live human communication, practical experience and the overestimation of the value of theoretical knowledge and instructions.

The success of adaptation is due to:

• - high initial level of experience, knowledge and skills;
• - interest in the organization and new work, the presence of prospects;
• - possession of the necessary volitional and psychological qualities (perseverance, composure, patience, etc.);
• - timely help those around, especially the leader;
• - the ability to anticipate difficulties and respond in a timely manner to unexpected situations, etc.

Signs of successful adaptation are:

• - mastering the necessary professional knowledge and skills;
• - the emergence of interest in the organization and work, which begins to play an increasingly significant role in life, and a sense of connection with the profession, satisfaction;
• - strict compliance with the requirements of labor discipline;
• - striving for improvement;
• - good relationships in the team, a sense of psychological comfort.

At the same time, adaptation is associated with considerable difficulties caused by:

• - prejudice and negative attitude at first around (especially the leader);
• - the need to perform new duties, often in unusual conditions (in the absence of the necessary experience and skills and the unsuitability of many of the previous ones), and in connection with this, a significant susceptibility to stress;
• - discrepancy between ideas and reality (dissatisfaction with the organization's capabilities, deceived expectations, etc.);
• - indifferent attitude of the members of the new team;
• - the difficulty of breaking old ties and getting used to new norms.

In addition to adapting a person to work, it is necessary to take into account the opposite - adaptation of work to a person, which implies:

• - organization of workplaces in accordance with the requirements of ergonomics;
• - flexible regulation of the rhythm and duration of working time in accordance with the individual characteristics of people;
• - building the structure of the organization (subdivision), the distribution of labor functions and specific tasks based on the personal abilities of employees;
• - individualization of the incentive system.

Usually, adaptation on a "gravity flow" lasts up to 1.5 years, but with proper management, its period is reduced to several months.

The adaptation process includes several stages.

• 1. introductory, lasting about a month. Within its framework, a new employee gets acquainted with the organization, duties, rights, requirements, opportunities (during this period, you can demonstrate your capabilities). At the same time, his readiness for work is assessed.
• 2. Entry stage(up to a year), when the mastery of the system of knowledge and skills necessary to fulfill professional requirements is achieved, and the person is mastered in a new team.
• 3. integration, during which the acquisition, deepening and improvement of the necessary knowledge and skills are gradually taking place, the formation of their single complex. The employee acquires a qualification of the appropriate level, turns into a specialist who is able to work independently and with interest, get satisfaction from his work, and strive for improvement.

A person's ability to adapt is determined by the ability to anticipate the main negative factors that he may encounter, and the ability to quickly respond to them.

Organizational measures (individual and collective) within the framework of the adaptation process, the scheme of which it is desirable to communicate to people, can be combined into two groups:

• 1) related to the introduction to the organization;
• 2) associated with the introduction to the unit and position.

An introduction to the organization is usually carried out by personnel services, mainly in the form of a general orientation course, which is read to a group of newly hired employees. Here they get acquainted with the organization, its policy (including in the personnel sphere), working conditions, rules of conduct, basic requirements for work. In Western firms, the following information is usually reported:

• - about the organization as a whole - history, traditions, structure, leadership, activities, products, consumers, development priorities, problems;
• - about orders - procedures for hiring, firing, requirements for appearance, behavior, internal relations;
• - personnel and social policy organizations;
• - on remuneration - forms and systems of remuneration, payment for weekends and overtime, bonus conditions, etc.;
• - on the regime of work and rest, the procedure for granting holidays and time off;
• - additional benefits - insurance, severance pay, training opportunities, the availability of canteens, buffets, health centers;
• - on occupational health and safety - risks and dangers associated with the performance of work, precautions, places of medical care, health and sports centers, opportunities for employment physical education, behavior and notification of accidents, health requirements and prohibitions (eg smoking);
• - on issues related to personnel management, - conditions for appointment, relocation, dismissal; probationary period, rights and obligations, relations with the immediate supervisor and other managers, performance evaluation, discipline, rewards and penalties;
• - on relations with trade unions;
• - about solving everyday problems - a rest room, conditions for parking cars, etc .;
• - about economic situation organizations - the cost of equipment, the amount of profit, losses from absenteeism, delays, accidents.

Introduction to the unit can be individual and collective (if the unit is large). Individual Introduction to the organization begins immediately after the acceptance of a job offer by a preliminary story about it, the provision of books, brochures, booklets, etc.

You can draw up a special memo for the employee containing information about the organization, structure, manufacturing process, employment conditions, social policy, benefits, medical care, discipline requirements, etc. In the case of collective introduction management arranges for groups of beginners to read a special orientation course (in a small unit, the necessary information is provided by the immediate supervisor in a personal conversation).

In the process of special orientation in Western firms, the following questions are considered:

• - goals, technologies and features of the work of the unit; internal and external relations and communications;
• - procedures, instructions regarding the performance of work, paperwork, as well as behavior in case of fires and accidents;
• - safety and hygiene rules;
• - personal duties and responsibilities, expected results, assessment standards;
• - duration and schedule of the working day, overtime, replacements;
• - personal information (an explanation of where to get something, how to repair, who to ask for help, how to act in case of being late, sick, need to get time off; organization of rest, breaks, meals; telephone conversations of a personal nature);
• - Opportunities for training and professional development.

In addition, inspection of the unit, rest rooms, showers, smoking areas, various special services is carried out, as well as acquaintance with the management and future colleagues.

The induction is completed at the workplace by the direct manager or mentor (some Western firms conduct special one-day seminars on onboarding management). It is a lengthy process, including after a person already starts working (because new employees can absorb a limited amount of information at a time).

The first day leaves the deepest impressions, so at this moment newcomers should be treated especially friendly.

Special cases of induction are graduates educational institutions. Since they have not yet worked, they need to develop a positive attitude towards work in general, a sense of their importance in the activities of the organization, their place in the overall system. They need to be explained in more detail and shown perspectives. For university graduates, it is also necessary to focus on the relationship of work.

Introduction to the position is planned in writing, fixed after the completion of each stage, controlled. To make it effective, before the arrival of a beginner, it is advisable to find out:

• 1) whether the workplace (equipment, premises) is prepared;
• 2) whether future colleagues are officially informed about him (last name, first name, track record, planned functions) and whether he will be favorably received by them;
• 3) whom to appoint as a boss with a high status in the team, sociable, ready to help, assist in mastering the intricacies of their own and related professions and involve them in the affairs of the team;
• 4) whether the documents for the newcomer are prepared. Such a document may be a memo for new employees, which reflects duties and responsibilities, work requirements, daily routine, accountability, control, grounds for rewards and punishments, criteria for evaluating work, etc .;
• 5) in what form adaptation will be carried out (mentoring, seminars, courses, individual conversations with management and a mentor, role-playing games, gradual complication of tasks, etc.);
• 6) what tasks a beginner can start right away. A new employee should not be given difficult tasks, but to begin to strengthen self-confidence and desire to work with assignments of medium complexity, not forgetting about instructing. This will allow him to successfully cope with them and at the same time feel satisfied.

The difficulties faced by a beginner are primarily due to a lack of information. At the same time, one should not overload it, because beginners are especially vulnerable in this respect;

7) whether the induction schedule has been drawn up.

An example of a schedule:

The induction schedule is drawn up by the immediate supervisor with a margin of 10-15% of the time (but in fact, “early” development of work is imperceptibly carried out, which increases the confidence, self-esteem of the new employee, and trust in management).

The manager must keep the adaptation control card in sight and constantly monitor this process. For example, during the first week, it is desirable for him to see the employee daily, learn about successes and help eliminate problems (as such, checking for psychological reasons should be minimal).

This will allow as early as possible (ideally within a month) to fully comprehend the weaknesses and strengths, diligence (which is the basis of adaptation) of a new employee, emerging relationships in the team, determine the need for additional training etc.

In the process of individual introduction to the position, the immediate supervisor congratulates the new employee on the start of work, introduces the team (tells a biography, emphasizing the merits), introduces the unit and the situation in it, sets out in detail the requirements, including unwritten ones, reports on the difficulties that may to meet, and about the most common mistakes in work, about future colleagues, especially those who have a difficult character (in a joking way), and those who can always be relied on, ask for advice.

As a result, a person gets the feeling that they were waiting for him, preparing for his arrival. This allows you to reduce the psychological fear of failure, avoid many mistakes at first, form a positive attitude towards new responsibilities and the environment, thereby reducing the likelihood of disappointment and early departure (most newcomers leave the organization in the first three months of work).

In addition, the new employee's nervousness and anxiety for their future are reduced, the necessary attitude towards work and others is formed, and there are incentives for further development and improvement.

If a beginner is well instructed, has confidence in the manager, the organization, has mastered the requirements for him, feels comfortable, he will work efficiently and with a desire.

The information received by the employee during the adaptation period, starting from the first day of work in the company, is extremely important for developing his loyalty to the company, since the employee for the first time gets the opportunity to assess the real attitude of the employer towards him.

Below are the features of programs that increase the “acquired” loyalty of employees and reduce the time it takes for a new employee to adapt to positions used by various companies.

• 1. PricewaterhouseCoopers. On the first working day, a newcomer is invited to a “lunch meeting” by his immediate supervisor. At the same time, the company even allocates small funds to pay for this lunch.
• 2. Kaspersky Lab. There is a tradition here to welcome each new employee with a pleasant surprise. As a rule, this is a small gift - a cup, a pen, a funny souvenir that a beginner finds on his desk on his first working day.
• 3. Philips Electronics. About the arrival of each "new" employee, all "old" employees are notified by e-mail, an announcement about this event is hung on the information board.
• 4. "Radisson-Slavyanskaya". The first working day of new employees is always Thursday. This is done so that for Thursday-Friday a person gets up to speed, orients himself in the hotel, and on Monday he has already begun his immediate duties.
• 5. M.I. There is a rule here: on behalf of the organization, the immediate supervisor sends a letter to the family of each new employee with congratulations on his acceptance to work.

In some organizations, a mandatory company tour is held, and at the end of the tour, a T-shirt or baseball cap with the company logo is awarded. Others show a special film about the company - a representative film, about the history, customers and victories of the company.

It should be noted that most Russian companies do not have an integrated approach to building adaptation programs. But in world practice it has existed for many decades. For example, in a car company Toyota Motor an adaptation program has been developed, which includes: an overview of the work of all departments, the basic principles of work, information about the structure of the company and its goals in the market. The course is read every two to three months for all employees on probation. An employee can get acquainted with the everyday aspects of the company's work by reading the "Employee's Handbook" ( employee handbook). The workplace is formalized as soon as the HR department receives an application for hiring a person, and on the first working days the newcomer is brought up to date by the immediate supervisor or employee of the HR department.

All these measures can significantly reduce the costs associated with the entry of a new employee into the position, and lay the foundation for loyalty to the employer.

An effective adaptation system is a strong advantage of the best Russian employers. Most companies that are attractive to potential employees have a well-defined onboarding strategy for new hires. According to many HR directors, building such a system is a complex and interesting task, which is implemented in each company in different ways, depending on its corporate culture and business goals.

The development of an onboarding program for new employees may include a simple interview, a seminar, tours of the office and production, and a film about the company. Many companies have a special "Beginner's Guide" document containing the formulated company rules. The main thing is that all these elements really exist, and the style of adaptation will largely depend on the corporate culture. It is desirable that with the arrival of a new employee, he was immediately familiarized with the corporate rules and his opportunities in this company. Ultimately, the purpose of any onboarding program, in whatever form it takes, is to help newcomers settle in and accept the rules of the game in the company.

Another important advantage of adaptation schemes is their mentoring system. It not only helps new hires to quickly and easily adapt, but also allows their experienced colleagues to gain leadership experience, which is a motivating factor for them.

But the most important advantage, which makes a strong impression on managers, is that this system speeds up the process of introducing new employees into the company and increases their efficiency in the shortest possible time. From the tasks of a training nature, which are traditionally the lot of newcomers during the probationary period, they quickly move on to solving real problems facing the company. Thus, as a result of a well-designed adaptation program, the company receives professionally accomplished, motivated employees who can significantly increase the efficiency of the entire organization.

To facilitate the adaptation process, a variety of methods are used, among which the adaptation programs of large companies operating on the system Graduate Recruitment. Such companies immediately recruit a large number of candidates who do not have work experience and, therefore, are not capable of self-adaptation. For example, Ernst & Young organizes trips for new employees to holiday homes near Moscow, where they develop communication skills and teamwork skills.

For beginners with experience in other organizations, one-day trainings are provided, in which the maximum emphasis is placed on familiarization with the basics of the corporate culture, mission and strategy of the company. Much attention is paid to the employee evaluation system, which largely reflects and determines the corporate culture.

In order for an employee to know what his professional prospects are in the company, you can draw up his individual development plan and set certain tasks for him. To do this, it is important to determine the range of knowledge, skills and abilities that an employee must master, as well as activities that will contribute to this. Obviously, the more transparent and understandable development opportunities are for employees, the more actively they will improve their skills.

It must be borne in mind that the adaptation of certain categories of workers has its own specifics. This includes primarily women, as well as those in leadership positions.

The process of adaptation of women is additionally influenced (both positively and negatively) by the peculiarities of their psychology and socio-economic status.

Their adaptation is complicated by the following points:

• - the need to compensate for the lack of work experience, knowledge and skills that arose as a result of breaks associated with the birth and upbringing of children, the performance of other family responsibilities;
• - a small number of women leaders who are able to provide psychological assistance and support;
• - discrimination on the part of many male colleagues (including against women - top-level managers), the difficulty of entering the male environment;
• - excessive emotionality, aggressiveness, susceptibility to stress, bad habits(for example, women do not have a food enzyme that destroys alcohol, so its effect on the female body is one third stronger than on the male);
• - excessive stereotyping of thinking;
• - insufficient physical strength, etc.

At the same time, the adaptation of women is facilitated by:

• - high social orientation (a man perceives the workplace mostly as a battlefield or a launching pad);
• - communication skills, the ability to easily establish informal relationships, resolve conflicts;
• - patience;
• - high discipline, organization;
• - favoritism on the part of many men, etc.

To the complexities of socio-psychological adaptation leaders relate:

• 1. Suboptimal ratio of his own and new subordinates age and experience:
  • a) if the age of the leader and the average age of the team are approximately equal, adaptation is relatively easy;
  • b) if an experienced leader comes to a young team, then there are also few problems, since authority works;
  • c) if a young leader joins an established team, he may be met with distrust and even drawn into a specially provoked conflict.
• 2. Discrepancy in terms of knowledge:
  • a) if the manager is head and shoulders above the team, the latter will not be able to accept his demands and the leader will be in the position of a general without an army;
  • b) otherwise, with a low level of leader training, the team will be a “herd without a shepherd”.
• 3. Problems related to the succession of leadership and the transfer of power. It can go:
  • a) about the limited "by tradition" independence of the new leader (this often happens if the former leader simply rises one step higher);
  • b) about the comparison with the predecessor and the duration of the break in the emotional connection with the last team.

If the successor has been in the shadow of his predecessor for a long time, it is easy for him to master new duties, but it is difficult to win a “place in the sun” because of the habit of playing the role of “second” and “one’s own” in one’s own and others’ eyes, and the lack of proper respect from the outside at first. former colleagues. The easiest way for a beginner to adapt is if he turns out to be the successor to a person who previously did not stand out in any way, and the hardest thing is if he was a "star". Often, outgoing leaders, wanting to be remembered as strong managers, recommend individuals with much less ability than themselves, which is dangerous for the organization.

• 4. The propensity of young leaders to excessive administration at first, causing resistance from performers.
• 5. Natural alertness of subordinates.

The team does not know what to expect from newcomers: their positive qualities are clearly visible and negative qualities are carefully hidden, so a lot of time must pass before they can get the necessary idea about them.

Subordinates want to learn a lot about the new leader: how long will he stay, what are his human qualities, is it possible to work with him, is he dangerous, what is his track record, how did he get to the position and what connections does he have, what is he going to do, does he have he own concept of work. Where possible, all relevant information should be provided to the team.

• 6. Envy and alienation of former colleagues.
• 7. Insufficient orientation in the environment and situation.

The new leader will be able to succeed only when he is well versed in internal relationships and leans on key figures, for example, who temporarily served in these duties before him; First of all, it is advisable to turn to him for advice and discuss the possibilities of cooperation.

8. The need to take into account the interests of others in their activities.

Subordinate and superior managers have certain expectations regarding the newcomer, who, in this regard, is under pressure from both above and below. They should immediately be given to understand that their interests will be taken into account as far as possible, but there is no need to hurry with practical actions in this direction.

In the process of social and psychological adaptation, the leader can implement several strategies for interacting with new subordinates:

- expectant: gradual study of the general situation, problems of the organization (subdivision) and features of the work of the predecessor, acquaintance with unrealized projects. Only after that (usually not earlier than 100 days later) active actions begin.

In any case, in the first days at work, it is better to “lay low”, remain calm, listen and talk as little as possible, because it is easy to make a mistake, which will take time to correct;

• - critical: a negative assessment of everything that happened before and attempts to immediately bring everything back to normal lead to a quick failure;
• - traditional: movement along the “road” beaten by the previous leader and the repetition of previous methods;
• - rational: selection of several options for action in order to solve important, pressing problems within 4 -6 weeks and thus improve the situation.

Such a strategy can bring success to the newcomer and show his skillful leadership. It is necessary to teach subordinates to work in a new way, setting them specific goals, not to give up in case of difficulties, remembering that the force of inertia is often very large.

The entry of a new manager into the team is facilitated by:

• - preliminary study of future subordinates, their advantages, disadvantages, potential opportunities;
• - asserting himself from the first day as a resolute but prudent person, not changing everything at once, but immediately eliminating serious obstacles in his work;
• - attentive attitude to the opinion and suggestions of subordinates, especially those who did not find understanding with the former leader (but the latter should not be criticized at the same time);
• - suppression of attempts by unscrupulous people to use a weak orientation in the environment to settle scores with rivals with his hands.

It is advisable to control a novice leader twice a year on the basis of an evaluation sheet (containing a list of duties and an assessment) filled in by his immediate supervisor.