IntrudingintotheWorkplace

AnexcerptfromthebookCultsInOurMidst

byDr.MargaretSinger

Copyright1995byMargaretSinger.
PublishedbyJosseyBassPublishers

Therearemanyadvancementprograms,workshops,seminars,andtraining
sessionscurrentlyutilizedbycompaniesandcorporationsintheUnited
Statesandelsewherethatarelegitimateintheirintentionsandoften
effectiveintheiroutcomes.Someoftheseprogramshaveincorporatednew
ideasandnewwaysofthinking,whichiswhy,onoccasion,theyare
referredtoasNewAgetrainingprograms.Thisinitselfdoesnotmakethem
harmfulorofevilintent.Yet,asmallbutsignificantportionofthese
programsarenotwhattheyappeartobe.Insomecases,theyarefrontsfor
cultsorotherorganizationsusingthoughtreformprocessesthatcancause
considerablepsychologicalharmandturmoilandcanevenprecipitate
psychosesinsomeemployeeswithoutdeliveringanyincreasedskill,
productivity,profit,orotherpurportedbenefit.

Severalyearsago,theexecutivevicepresidentoftheAmericanSocietyfor
TrainingandDevelopmentestimatedthat$150millionwasbeingspent
annuallybyU.S.businessesonsuspicioustrainingprograms.Thismaynot
seemlikealotcomparedtothebillionsofdollarsspentoverallinthis
countryonmotivationaltraining,butwhenweconsiderthelossoftimeas
wellasmoneyonprogramsthatproducenopositivejobrelatedeffectand
merelyseektosellmoreandmoreseminars,whenwerealizethedistress
causedtoemployeeswhoareunpreparedfortheemotionaland
psychologicalduressofsomeofthesessions,whenwerealizetheintrusion
intopersonalbeliefsperpetratedbythoseprogramsthatmisrepresent
themselves,thenweseeatrendofimpactoneverydaylifethatcannotbe
ignored.

Certainprogramsintroducedintoindustrialandofficesettingshavebeen
causingparticularcriticismandalarm.Soldundertheguiseofmanagement
andcommunicationcourses,theseprogramsarefrequentlypurportedin
advertisementsandwordofmouthsalestobeableto"motivate"andeven
"transform"employees.Thedetailsofwhatmotivationandtransformation
involveareusuallyleftvaguebutcrypticallypromising.

Therearethreeprimaryreasonsfordiscussingsuchprogramsinthisbook.
Thefirstistoreiteratetheeverpresentneedtoevaluatethepremises
beneaththevariousofferingsthataremadetousdaily.Wemustalwaysask
ourselves,Whoisthispersonofferingmesomenewcureall,some
religious,political,social,psychological,healthrelated,orotherlife
pathwaythathewantsmetopurchaseandfollow?

Thesecondreasonistobringattentiontothefactthatcertaintraining
programsusethesametypesofintenseinfluencetechniquesthatare
identicalwithcults.Also,manyoftheseprogramsareactuallyrecruiting
venuesforcertaincults.Cultshaveputonthreepiecesuitsandcome
directlyintotheworkplace,disguisedasselfimprovementmanagement
courses.

Thethirdreasonisthatthephilosophyoflifeespousedinmanyofthese
programsfallswithintherealmofreligiousissuesandpersonalbelief
systems,animportantmatterformanypeople.UnderneathsomeNewAge
offeringstheresometimesliesaphilosophicalandspiritualcosmology,a
theoryonthenatureandprinciplesoftheuniverse.NewAgecosmology
generallyviewsrealityasoneunitaryorganicwholewithnoindependent
parts,andthiscosmologyconstitutesabeliefsystemorreligionthat,atroot,
differsfrom,say,ChristianityorJudaism.

A1992GallupPollrevealsthatmoreandmoreAmericansnow58percent
considerreligiontobe"veryimportant"intheirlives.Accordingtothe
Galluporganization's199293report"ReligioninAmerica,"89percentof
Americanssingleoutareligiouspreference,with82percentreportingthat
theyareChristian,and2percent,Jewish.Twotenthsof1percentare
Muslim,whileonetenthof1percentholdHindubeliefs.

InlegalcasesbroughtbeforeU.S.courtsbyemployeeswhoweremadeto
attendtrainingprogramsofvariouskinds,theemployeesnoticedthatthere
were"religious"differencesbetweentheirownbeliefs,whichare
constitutionallyprotected,andthecosmologyorphilosophyputforthby
thesetrainingprograms.Thesecitizenswerethefirsttoalertthepublicto
thisencroachmentonourfreedomintheworkplace.

ClarificationofNewAge
SinceIreferonoccasiontoNewAgeprogramsorgroups,Ifeelthata
clarificationofmyuseofthetermisnecessarytoavoidmisunderstandings.
ThisisnotabookcritiquingNewAgephilosophy.ButIdocallattentionto
whatIthinkofasthedarksideofNewAgethinking,toshowhowsomeso
calledNewAgetechniquesandideasareinsomeinstancesusedtoexploit
peopleandincludethemtojoincults.Countlesstheories,activities,
practices,andeventsareincludedinthebroadestdefinitionsofNewAge.
Forexample,discussionsofNewAgethinkingcanrangefrominterestsin
acupuncture,crystals,tarotcards,channeling,meditation,alternativehealth
care,specialdiets,wavymusic,healthfoodrestaurants,andavarietyof
selfactualizationbooksandprogramstospecifictheologicalcritiquesofthe
reasoningunderlyingcertainNewAgebeliefssuchasthecentraltheme
that"allisone"andtothoughtfulphilosophicalcritiquesofwhatsuch
thinkingisbringingintotheeducational,medical,andreligiousarenas.

ManypersonstodaydabbleinsuchNewAgeventuresasgoingtoholistic
healthpractitioners,engaginginsupposednativepractices,attending
inspirationallectures,goingonwildernesstreks,andcollectingcrystals.
ManyaspectsoftheNewAgecanbeentertaining,beneficial,and
informative,aslongaspeopledon'tgetcaughtupwithsomeoneusingthese
venturestoentrapthemintoathoughtreformgrouporacultorto
psychologicallycoercethemintoturningovertheirlivestoaleaderwhois
exploitingthempersonallyorfinancially.

Howdoesthisrelatetothebusinessworld?

Manypeopleofgoodwill,withadesiretoimprovethelotofhumankind,
haveexploredandcontinuetoexplorehowourthinkinginfluenceshowwe
conceptualizetheworld.Therehasbeenaneffort,undertheNewAge
umbrella,tointroducethenotionthatthethoughtmodelsweusenowwidely
calledparadigmsshouldbeexaminedtoseeifadvancescancomefromour
takingnewvantagepointsfromwhichtolookatbothourdailylifeandour
worldofwork.Unfortunately,muchofthewritinganddiscussionabout
NewAgeideasisputintoesoteric,hardtofollowlanguage,whichhas
madeitpossibleforconartistsandcultleaderstolatchontothephrasesand
conceptsfortheirownpurposes.

IoftenthinkofLudwigWittgenstein'sstatementfromhiswellknown
TractatusLogicoPhilosophicus:"Everythingthatcanbethoughtatallcan
bethoughtclearly.Everythingthatcanbesaidcanbesaidclearly."Many
manipulatorsandcultleadershaveusedNewAgeideasandphrasesto
implythattheyhavesecretknowledge,somethingnewandwonderfulto
offer.Theyusesuchterminologyas
"Achievingultimatereality."

"Deathisthefinalstageofgrowth."

"Yourbeliefsarewhatstandinyourway."

"Transformationthroughpsychotechnologies."

"Mythsmustbeeliminatedbeforenewconsciousnessisachieved."

Exploitersprosperbyexploitingignorance,fear,andguilttomanipulateus.
Inthatvein,theyhaveappropriatedsomeofthenotionsofNewAge
thinkingandusedthemasleverageintheirselfservingventures.Thevery
notionof"newparadigms,"forexamplesoundsbothscientificandesoteric,
evenmysterious.NewAgelanguagecanbebafflingwhilealsoimplying
thatthespeakerhasspecificknowledge:theanswers,theloreofthe
ancients,ortheonepathtotransformation,specifically,inthecaseofthis
chapter,transformedandimprovedcooperationandproductivityinthe
workplace.

AClashintheWorkplace

Howmanyreadingthisbookrecallattendingalargegroupawareness
training,eitheronyourownoratthebehestofemployersorfriends,where
yourepeatedlyheardthetrainerorsocalledfacilitatorshoutatattendees
thatwhatwasgettingintheirwaywastheir"beliefs"?Withoutbeingtold
whatwashappening,youwerebeingtaughtanewbeliefsystemaboutthe
universe.

Peopledohavetherighttotrytopersuadeotherstothinkastheydo.But
participantsshouldknowaheadoftimewhenaprogramteachesanew
beliefsystem,andtheyshouldbeabletochoosewhetherornotto
participate.Themajorityofcomplaintsaboutthiskindoftraininghave
centeredaroundthefactthatemployeesweren'tinformedeitheraboutthe
intensityofthepsychologicalattacksthatwouldbemadeuponthemas
individualsoraboutanyunderlyingbeliefsystemorphilosophybeing
taught.Andthebiggestconcernalwaysremainedthatthetraining"hadno
realapplicationtomyjob!"

Thecriticismscomefrommanypartsofthecountryandfromemployeesin
avarietyofworksituations.Themostfrequentcriticismsarethatcertain
programsmakeconcertedattacksonemployees'moralandethicalvalues
andspiritualbeliefs.Claimshavebeenmadethatthesetrainingprograms
seeknotonlytoconvertemployeestoacceptspecificspiritualphilosophies
butalsotorecruitemployeestocults.Amongtherecruitmentprogramsare
thosethatlackanymarkedlyvisiblespiritualcontentbutthatareusedtoget
intobusiness,educational,andindustrialsettings,atthecompany'sorthe
government'sexpense,wherelargenumbersofpeoplecanbecontacted.
Oncetheirfootisinthedoor,culticgroupswillattempttogetasmany
employeesaspossiblewhotakethefirstcoursetojointhecult.Cultleaders
andtrainersassessindividualparticipantsintheirseminarsaspotential
recruits,alreadypartiallyconverted.

Culticprogramsthattendtobepurelycommercialventuresgenerallyaimat
sellingmoreandmorecourses.Again,personsmetthroughtheprogramare
regardedaspotentialbuyersandaslinkstoawholecompany.Shortlyafter
takingonecourse,individualsarecontactedbyagentsofthetraining
programtopurchaseadditionalcoursesandtogettheircompaniestosend
moreemployeestotheintroductoryseminar.

Alltheseprogramsraiseseveralgeneralareasofconcern:

Theyarereligiousandphilosophicalinnatureandthusdon'tbelong
intheworkplace.

Theyusethoughtreformtechniquesandmethodsofpsychological
coercionandcancausepsychologicalbreakdowns.

Theyproducesocialfrictionintheplaceofbusiness.

Ihavementionedthatthoseforwhomreligionorapersonalbeliefsystemis
anissuearedeeplyoffendedbyhavingwhatisessentiallyanotherreligious
belieffoisteduponthemundertheguiseofjobbetterment.Alsoaplethora
ofallegationshasbeenraised,someincivilsuits,pointingoutthat
individualshavesufferedmentalbreakdownsandpsychologicalharmasa
resultofparticipatingincertaintrainingprograms.

Inaddition,negativesocialconsequencesintheworkplacehavearisenfrom
theseprograms.Incertainworkplaces,youfindaningroupandagroupof
outsiders.Theinsidersarethosewhohaveattendedtheprogramand,
throughcomplianceandadherence,havetakenonthejargontaughtinthe
seminars.Theyactinunisonwithotherswhohaveboughtintothecontent
oftheprogramandgowiththeflow.
Moreover,thereareinherentinequalitiesinanyjobsituation.Thepowerand
influencethatowners,supervisors,andsuperiorsholdbytheirveryrolesis
greaterthanthatofworkersoflowerrank.Rolesbestowpower,andpower
determinesthedirectionoftheflowofinfluence.Fewwillquibblewiththe
viewthatthoseatthetopofthehierarchyhavethepowertoseethattheir
directivesarecarriedout.Inotherwords,ifyourbosssendsyoutoa
seminar,yougo.

Thus,theworkplacehasbecomeanarenawhereseveralsocialand
psychologicalphenomenaareconverging.TheNewAgemovement,
business'sdesiretocompeteintheworldmarketplace,andournation's
propensitytobelieveinselfimprovementareinterminglinginour
corporations.Thissituationisfurthercomplicatedbytheintrusionofcertain
cultsandthoughtreformgroupsthattakeadvantageofthismilieu.

ViolationofCivilRights

Asaresultoftheprevalenceofprogramsthatarenotwhattheyappearon
thesurface,anumberofcomplaintshavebeenfiledwiththeEqual
EmploymentOpportunityCommission(EEOC)byemployeeswhodescribe
howthecoursecontentviolatedtheirrightsundertheCivilRightsActof
1964.

SuchprogramswereaddressedbytheEEOCinits1988policystatement,
issuedtoemployersasawarning.Thestatementreadsinpart:

Employersareincreasinglymakinguseoftrainingprogramsdesignedto
improveemployeemotivation,cooperation,orproductivitythroughtheuse
ofvarioussocalled"newage"techniques.Forexample,alargeutility
companyrequiresitsemployeestoattendseminarsbasedontheteachingsof
amystic,GeorgeGurdjieff....Anothercorporationprovidesitsemployees
withworkshopsinstressmanagementusingsocalled"faithhealers"who
readthe"auras"ofemployeesandcontactthebody's"fieldsofenergy"to
improvethehealthofitsemployees....Theprogramsutilizeawidevariety
oftechniques:meditation,guidedvisualization,selfhypnosis,therapeutic
touch,biofeedback,yoga,walkingonfire,andinducingalteredstatesof
consciousness....

AlthoughthecourtsandtheCommissionhavenotaddressedtheparticular
conflictsraisedbythe"newage"trainingprograms,thisissuecanbe
resolvedunderthetraditionalTitleVII[CivilRightsActof1964]theoryof
religiousaccommodation.

Thus,theEEOCclearlyregardedthesemattersasreligiousaccommodation
issuesbetweenemployersandemployees,tobehandledonacasebycase
basis.

Severaltrainingprogramsaroundthecountryuseprogramscalledropes
courses,inwhichparticipants(oftenemployeessentbytheircompanies)
climbhighontoaplatform,upatree,orontoapromontory.There,theyare
strappedintoasafetyharnessandgivenahandstraptoholdastheyzip
downandacrossachasmoropenspace.Personswithfearsofhighplaces
reportedlysuffergreatanxietybutfeelcompelledtoparticipateinfrontof
theotheremployeesandmanagersattheprogram.

OneofthemostspectacularropelinesissaidtobeattheWilsonLearning
CorporationinNewMexico.Employeesattendingthecourselaunch
themselvesoffacliff,hangingontoapulleythatracesdownazipline
stretchingtotheothersideofthePecosRiver.Whilethepersoniszippingto
thebottom,otherattendeesjumpupanddown,yelling,"Hug,hug,hug,"
andwelcometheperson.Mostoftheseprogramsencouragemuchhugging
and"sharing"personalhistoriesduringcertainsessions.

Someoftheotherproceduresusedincertainofthelargegroupawareness
training(LGAT)programsandtheiroffshootscontainprocessesto
humiliatepeople(theyresemblefraternityhazingevents).Theonlyrationale
thatIcanconjureupfortheseistoimaginethatsomeonethoughtthat
humiliatingpeoplewouldgetthemovertheirshyness,whichisnottrue.Nor
canIseeacorrelationtoworkoranythingthatmightberemotelyhelpfulto
employeesinexercisesthathaveanobesewomandonabikiniandgoout
onthestreetsingingandtryingtogetabandofmentofollowher,asone
womanreported,orthathavepeoplecrossdressandactoutcaricatured
oppositesexroles,asothershavereported.

Inthenineties,we'reevenseeingarenewedinterestinfirewalking.Oneof
mycolleaguesrecentlyobservedthat"firewalkingissweepingtheoilfields
inCanada."Employeesaresenttotheseprograms(importedfromthe
UnitedStates)andaretoldtheywillbeabletotraversepitsofhotcoals
withoutbeingburntaslongastheythinkproperly.Theyaretoldthatafter
firewalking,nojobwilllookdifficult.

Suchprogramsseemdesignedmoretogetparticipantsemotionallypumped
up,suspendingtheirjudgmentandfollowingtheordersofthe"trainers,"
thantoimpartanythingconnectedwithjobperformance,communication
skills,andprofitmargins.Manyprogramsaredescribedassimplyproviding
"unforgettableexperiences."Andnooneaskswhatyoureallylearnedand
thoughtabouttheeventorwhetherithadanyusefulapplicationbackatthe
officeorfactory.Yetthepromotersclaimtheseexercisesproduce"openness
andconfidence."

HavingobservedanumberofLGATsandhavinginterviewedmanypersons
whoattendedvariantsoftheseprogramsaspartoftheirworkassignments,I
amastonishedatthegrosschildishnessandunkindnessofhumiliating
anyoneundertheguiseofeducation,experientiallearning,ortheclaimthat
participationinsuchtravestiesenhancesworkperformance.Nordoall
participantsfindsessionsof"sharing"personaldetailshelpful.Becauseof
thepopularityoftrainingprogramsandseminars,countlessemployeesare
senttocoursesthinkingthattheyaregoingtolearnmanagementtechniques
orspecificjobrelatedskills.Instead,theyfindthemselvesinhigh
confrontation,psychologicallyintenseprogramsthataresupposedlygoing
totransformthemnotjusttrainthembutliterallymakethemoverintoa
newbreed.

Manyemployeesrealizethatcertainmanagersandbosseseitherare
desperatetoimproveproductionorarecaptivatedbythepromisesmadeby
thesellersoftheseprograms.Thesemanagersandemployersdon'twantto
hearthattheprogramsarelessthanwelcome.Often,frankevaluationsare
producedonlywiththeaidofanoutsideagencyandapromiseofanonymity
toinformants,aswasdonebytheCaliforniaPublicUtilityCommission
whenitinvestigatedthePacificBellKroneprogram,whichisdescribed
laterinthischapter.

Insomecases,thereisnotrainingprogrampersebutsimplyoutright
pressuretojointhebackgroundorganization.Forexample,a$30,000
settlementwithILWHAAmericanCorporationwasreachedinDecember
1989afterchargesbyaformeremployeeofTrueNatureHealthFoodStore,
asubsidiaryofILWHA,thathewaspressuredtojointheReverendMoon's
UnificationChurch.TheIllinoisDepartmentofHumanRightshadfound
substantialevidenceofacivilrightsviolationbyTrueNature,ILWHA,and
theUnificationChurch.SeveralformeremployeesofTrueNaturereported
theyweretoldthatunlesstheyagreedtojointheUnificationChurchof
AmericawithintwoyearsofbeginningemploymentatTrueNaturethey
wouldlosetheirjobs.Theysaidthatduringtheiremploymenttheyweresent
onreligiousretreatsandtochurchconnectedstoresinotherstates.
BesidesmakingcomplaintstotheEEOC,manyemployeeshavefiledcivil
suitsobjectingtotrainingprogramcontentorrelatedpressuresatthe
workplace.Somelosttheirjobsbyobjecting.Otheremployeeshave
sufferedpsychologicaldecompensationasaconsequenceofwhatoccurred
inthetrainingprograms;stillothershavecompliedandgonealongwiththe
programs,evensayingtheyenjoyedthem.

WhatGoesOninanLGAT?

Onfederalcourtorders,Ihaveattendedsixlargegroupawarenesstraining
sessions(sponsoredbyest,theForum,Lifespring,andPSIWorld)andhave
intervieweddozensofpersonswhohaveattendedtheseandsuchother
programsasSilvaMindControl,Actualizations,andDirectCentering,as
wellasthemyriadofotherprogramsnowavailable,somestartedbyformer
employeesandeven,onoccasion,attendeesofthelargerwellknown
LGATs.Ihavestudiedthetrainingmanualsandvideosusedtotraintrainers
andhaveinterviewedanumberoftrainers.

Ihavealsoservedasanexpertwitnessforvariouspersonswhosued
corporationssellingthistraining.Thesepersons,ortheirsurvivors,alleged
incivilsuitsthattheyhadbeenharmedbyparticularprograms.Therefore,
thelawyersinthesecasesaskedthecourttoorderthecorporationstopermit
meandanotherexperttoattendtherelevantprogramsasobservers,sitting
inthebackofthelargehotelballroomsorotherfacilitieswherethetraining
takesplace.Becausemostoftheseprogramsaremadeupofhighlyscripted,
standardizedprocedures,seeingoneunfoldgivesagoodpictureofthe
processesandtheattitudesofthetrainers,aswellassomeexperienceofthe
groupprocessthatoccurswhen250to300peoplearebeingpsychologically
andemotionallyarousedintobecoming,onoccasion,sobbingmassesonthe
floor.

TheotherexpertandIneededtoviewandstudythetrainingtheplaintiff
hadattendedandformanopinionwhetheranyconnectionexistedbetween
theconductandcontentofthetrainingandtheallegeddamages.These
damagesrangedfromdeathbydrowningandsuicidetobothbriefand
prolongedstaysinmentalhospitals.Ihavekepttrackoftheindividuals
involvedinthenearlysixtylegalcasesinwhichIwasaconsultant.Someof
themhavegottentheirlivesgoingagain,althoughwiththefearfulrecallof
whatitwasliketocompletelylosementalandemotionalcontrol.Afeware
stillhospitalizedaslongastenyearsaftertheirbreakdownsduringor
immediatelyafterthetraining.
LGATprogramstendtolastatleastfourdaysandusuallyfive.Theyare
describedasseminarsandsoundverymuchlikespecialcollegecourses.
Thehighlyconfrontationalandpsychologicalaspectsgenerallyarenot
mentionedbeforehand.Noritismentionedthatawholenewtheoryofhow
theworldworkswillbeinculcatedinattendees.

Theprogramtrainersandleaderstypicallygetagreementfromparticipants
thattheywillnottellanyoneabouttheprocessesthcoccur.Todoso"will
spoilitforyourfriends,family,coworkerswhentheytakethecourse.Tell
themwhatyougotoutofit,"trainersadvise.Thismeansbevagueaboutthe
actualcontentandprovideglowingendorsementstellingothersthatthe
trainingturnedyourlifearound,butdonottellthemhowemotional,
dramaticconfrontational,andunnervingthesessionscanbeforsome
people.Becauseofthispromise,consumerswhobuyandattendthese
seminarsdosowithoutinformationabouthowpsychologically.socially,
andsometimesphysicallystressingtheeventcanbe.

Thefollowingoutlinedescriptionisacompositeofwhatgoesoninthe
courseofmanyLGATsessions.BasedonmyattendanceatseveralLGATs,
consultationswithformerattendeesandtrainers,andmyresearch,italso
reflectsmyprofessionalinterpretations.

DayOne

Dayoneisusua11ydevotedtodemonstratingtheleader'sabsoluteauthority.
Theleader,oftencalledafacilitatorortrainer,immediatelytakescontrolof
thesettingwithademeanorthatsuggestsheisapowerful,inchargeperson
andnooneistochallengewhathesays"Thisprogramworks,"thetrainer
proclaims."It'salluptoyoutoobeyandgetthemaximumbenefits."He
remainstotallyincharge,actsknowledgeable,andispracticedinverbal
skills,sothatheneverlosesanencounter.Anyonewhochallengesthe
trainerwillbehumiliatedandverballymashed.

NewcustomersareunawarethatmostLGATsalloworevenencourage
thosewhohavetakenthetrainingbeforetoreattend.Thesepeopleserveasa
claqueormodelingsection.Theyclap,speakthesamejargonastheleader,
makeendorsingstatements,andaremodelsforthenewcustomerstopattem
themselvesafter.Becausetheretumerstalkthetalkandwalkthewalk,they
getgoodresponsesfromthetrainerwhentheymakecomments.New
customersbegintopatterntheirlanguageanddemeanorafterthebehavior
oftheseotherswho,theynotice,receivepraiseforusingcertainlanguageor
revealingpersonalmaterial.Theleadertrainsthegrouptoclapafterevery
sharing,nomatterhowinane,offtarget,orincoherentitis.Formany,itis
headystufftohaveacoupleofhundredpeopleclapwhentheyspeakabitto
thegroup.Atthesametime,newcustomersalsoseehowthetrainerberates
anddecimatesopponents.

DayTwo

DaytwofocusesoninstillingthenewphilosophytheLGATisteaching.
ThewellknownLGATsclaimthatyouhavecausedeverythingthatever
happenedtoyou,fromchoosingyourparentstobreakingyourleg,from
gettingyourselfjiltedtohavingbeenmolestedbyyourstepfatherasachild.
Trainersusethetermsaccountableandresponsible,butnotwiththeir
ordinarymeaning.Trainersmeanthatyouwill,ifyou"getit,"starttomake
yourchoicespatternedafterthewaytheorganizationadvocates.Theycreate
guiltandfearinyouthatyouhavecausedallthebadthingsthathave
happenedinyourlife."Yourlifeisnotworking!"thetrainerorleaderyells,
whileheimplieshisis.Ifyoujust"getit,"you'llbeableto"makeyourlife
work."Whattheyteachabouthowtogetyourlifetoworkisthatthereisa
magicalthinkingthatallowsyoutocreatewhateveryouwant.Youaretold
thatyoucancreateparkingspaces,moneytobuythenextcourses,andso
on.Sincecreativityisin,youcreatejustbythinking.

DayThree

Daythreeisusuallydevotedtoexercises,oftentranceinducingguided
imagery,inwhichattendeesareurgedtorecallallthedisappointmentsof
lifesinceearlychildhood.Exercisesaboutyourmotherandfather,the
promisesyou'vebroken,andthepromisestoyouthatothershavebroken
allthesadmemoriesofyourlifeuptonowarebroughtforth.Bytheendof
thethirdday,participantshavebeenopeneduppsychologically.

DayFour

Dayfourisoneinwhichmuchgroupsharingoccurs,andtheleaderbegins
tochangefromthestern,domineeringtaskmasterintoaseductive,
charming,lovingdaddyormommywhowantsyoutobuythenextcourses.
Legalcaseshaverevealedthattrainers'promotionsandeventheirveryjobs
hingeonhowmanyofthoseinthefirstcoursetheylureintopurchasingthe
nextcourses.

DayFive

Dayfiveisoneoflightness;thereisdancingafterrestroomandlunch
breaks.Mucheffortisputintogettingyoutosignupforthenextandmore
expensivecourse.Allparticipantsaretoldtocomebackforaposttraining
meetingwiththecompanystaff,whereagainagreateffortwillbemadeto
sellsubsequentcourses.Attheendoftheday,asurpriseisstaged,with
friendsandfamilyunexpectedlyappearingtocongratulate"thegraduate."

TheImpact

WhatcanbeupsettingtocertainpeopleinsuchLGATsessionsisthat,in
thesefourorfiveintense,exhaustingdays,theybecomefloodedwithmore
emotionandconflictthantheycanhandleallatonce.Upuntilthistime,
they'vehandledtheirlivesintheirownway,butatthesetrainingsessions
they'vehadtolookattheirentirepast,inabriefbutenforcedway.Thisis
quitedifferentfrompsychotherapy,forinstance,wherethetherapistandthe
patientprogressmoreslowlyinordertoallowthepatienttodealwith
whateversheorhewantsorneedstoatamanageablepace.

Iftheyhadknownaheadoftimetheintensityandpsychologicaldepthof
someoftheseexercises,manyhavetoldme,theyneverwouldhavebought
orgonetothetraining.Theyhadnotrueideaoftheintensityofthe
situation,theeffectsofgrouppressure,orthepersonalfatiguethatcomes
fromLGATsessions,andtheysimplyexpectedanordinaryeducational
experience.Eventhoughprintedstatementsarenowgivenoutto
participantsbyseveraloftheLGATsandtrainingprograms,itismyopinion
thatthesestatementsdon'tmeetthecriterionoftrulygivingtheconsumer
fullinformationabouttheintensitythatwillbeexperiencedandaboutthe
potentialsurfacingofextremelypersonalpastmaterial.InCalifornia,for
example,whereresidentshaveseventytwohourstodecidenottomake
purchaseselicitedbyhighpressure,peoplehavemoreprotectionfromdoor
todoormagazinesalespersonsthantheydofrombeingtakeninand
pressuredbycultsandrecruitersforLGATs.

IhaveincludedLGATsinthisbookbecausetheyrepresentformsof
coordinatedprogramsofintensepersuasionandgrouppressure.Iamnot
discussingherethemanyexcellentskilltraining,educational,and
motivationalprogramsthatareusedinbusinessandindustryforpractical
results.Butapartfromthoseprograms,therearemanytrainingschemesthat
employthoughtreformprocessesthatcanharmemployeesandengender
lawsuitsforemployers.Theyareamodernday,corporateversionofsocial
andpsychologicalinfluencetechniquesthatmakepeopledeployable
withouttheirknowledgeorconsentpreciselymyobjectiontocults.
DevelopmentofaNewAgeTrainingProgram:ACaseExample

Onepersonaldevelopmentprogramquitepopularwitheducated
professionalswasInsightSeminars.Somedefectorsfromtheorganization
havechargedthatInsightwasusedtorecruitmemberstothebackground
organization,theMovementofSpiritualInnerAwareness(MSIA).The
founderofInsightandheadofMSIAisJohnRogerHinkins(althoughhe
rarelyuseshislastname),andhisstoryisaninterestingone.

HinkinsgraduatedwithadegreeinpsychologyfromtheUniversityofUtah
in1958.Subsequenttoapostoperativecomain1963,heclaimsheawoketo
sayhefeltthereweretwopeoplewithinhim:a"new"Johnandthe"old"
Roger.Forawhile,JR,ashecalledhimself,soldhisspiritualinsightsfor
threedollarloveofferings.ThenhestudiedEckankar,aNewAgespiritual
system,anddeclaredhimselfthe"holder"oftheMysticalTraveler
ConsciousnessfightingtheRedMonk(thedevil).Heissaidtohave
consideredhimselfinlinewithJesus,Moses,Noah,andthelike.Blending
theoldandthenew,JRcreatedMSIAandgainedquiteafollowing.Bythe
early1970s,hewasteachingseminarsfournightsaweek.

Laterinthesamedecade,someofhisdevoteesconvincedhimtoadapt
LifespringtrainingtoMSIA'sneeds.(Lifespringhasbeenoneofthemore
popularLGATssincetheearlytomid1970s,alongwithestand
Actualizations.)Workingwithapersonwhohadbeenkeyinthe
developmentofLifespring,JRinauguratedhisInsighttrainingseminar
with120MSIAministers,whospreaditfirsttoMSIA'sownchurchcells
thentopublicseminars.JRisreportedtohavecalledInsightbothhis
"ministry"andhis"moneymachine."

Theseminarswereacrossbetweenamotivationalcourseandanintense
groupencountersession.Theyeventuallybecameanorgyofself
exploration,fullbodyhugs,andloveletterstooneself.Guiltwaspurged,
fantasywasindulged,andlovewasintheair.Oneexercise,the"Cocktail
Party,"hasbeendescribedasamassprimalscreamsessioninwhichpeople
shoutblunt,honestexpressionsatoneanotherforabouttwohoursnonstop,
whileassistantshandoutvomitbagsandexhortparticipantstokeepgoing.
Thesessionevolvesintoa"rebirthing"process,withpeacefulguided
imageryandcalmingmusic.Thenparticipantsactouttheirmostanxiety
producingfantasiesinfrontofeachother.Thisisfollowedby"cradling,"
meanttoletparticipantsknowthattheirnew"family"lovesthem
unconditionally,despitetheirrevelationsofdeeppersonalvulnerabilities.
Lightsdimandcertainindividualsarehoistedintheairandgentlyrockedto
heavenlymusic,witheveryoneelsebeamingangelicallyintotheireyes.
Afterward,participantshaveattestedtofeeling"awesome"andexperiencing
anemotionalhighthatlastedfordays.Somesaytheyhadtousespecial
"grounding"proceduresjusttocarryonwithnormallifeafterthis
"transcending"experience.Atsomepoint,a"GiftofGiving"sessionwas
addedtothefivedayInsightseminar.Duringthissession,ithasbeen
reported,somepeopleweresoeuphorictheymadeoutchecksfor$10,000
tothegroup.NumerousInsightgraduatesweresaidtohavebeenrecruited
toMSIA,althoughthelinkbetweenInsightandMSIAwasnotgenerally
knowntoseminarattendees.

In1983,allegationsofsexualabusesurfacedfromtwotopaides.Some
stafferssaidJRusedhisspiritualauthoritytoseducethem.Accordingto
reports,JRdiscouragedmarriageandorderedhispersonalstafftoabstain
fromsex;butformerdevoteessaidthattheywereforcedtoengageinsex
withJRtomaintaina"smoothrelationshipwiththeTraveler."Hinkins
deniedtheseallegationsandnolegalorlawenforcementactionsresulted.
Becauseofthesechargesandothernegativepublicity,however,many
devoteesandInsighttraineesbecamedisillusionedandquit.Somedescribed
theperiodafterwardasa"spiritualshattering,"andinsomecases,ittook
yearsfortheseformerfollowerstopatchuptheirpsyches.Meanwhile,some
staffershaveremainedloyal,continuingtheInsightseminars.

ArecentannualbrochurefromtheInsightConsultingGroup(ICG)claims
thatoverfiftythousandpeoplehaveparticipatedwithInsight,andboasts
worldwideexpansion,notingseminarlocationsintwelveU.S.citiesand
London,Sydney,Toronto,andVancouver.Thepartiallistofclients
includesAbbottLabs,BethIsraelHospital,CampbellSoup,Lockheed,
McDonnellDouglas,NBC,Pillsbury,Rockwell,theSocialSecurity
Administration,UCLAGraduateSchoolofManagement,andtheUnited
StatesNavy,and"ahostofsmallandmediumsizedcompanies."As
recentlyas1990,JR'sbook,Life101,wasontheNewYorkTimesbest
sellerlist.

ProblemswithBeing"Transformed"atWork

Thefollowingcasesillustratesomeofwhathashappenedwhenemployers
sentemployeestocertaintrainingprograms.Inpartofthesecases,the
employeessoughtredressbecausetheyfelttheyhadbeencoercedbytheir
employerstoattendand/orhadbeenharmedbytheprograms.
Asidefromcomplainingthattheywerebeingputthroughprograms
tantamounttoaforcedreligiousconversion,employeesalsoobjectedto
specifictechniquesbeingused:meditation,neurolinguisticprogramming,
biofeedback,selfhypnosis,bizarrerelaxationtechniques,mindcontrol,
bodytouching,yoga,tranceinductions,visualization,andinsomecases,
intenseconfrontationalsessionsakintothe"attack"therapymethodsthat
emergedinthe1960sand1970s.Usingintensepsychologicaltechniques
someoftheseprograms"induceordinarypeopletosuspendtheirjudgment,
surrenderthemselvestotheirinstructors,andevenadoptnewfundamental
beliefs."Trainersusingconfrontationaltechniquescreateasenseof
powerlessnessintheseminarattendees.Oncethissenseisachieved,it
becomesaloteasiertoeraseoldpatternsofthinkingandbehavior.

FromatirefactoryinAlbany,Georgia,toacardealershipinTacoma,
Washington,workersbegantoputupresistancetotheimpositionof
religiousvaluesandtheintenseinfluencetechniquesusedintheworkplace
trainingprograms.

ManagementCoursesandWorkerResponses

SterlingManagementSystems,aconsultingfirminGlendale,California,
offersprogramstodentists,chiropractors,optometrists,osteopaths,
veterinarians,andothermedicalprofessionalstoteachthemhowtoexpand
theirpracticesandincreasetheirincome.Sterlingclaimstobeasecular
organization,butonelawsuitfiledbythreedentistsallegedthata$17,000
seminarturnedouttobeaweeklong"Scientologyworkshop"aimedat
recruitingthemintothechurch.Oneofthedentistsalonesaidhespent
$65,000inlessthansixmonthsontheSterlingcourseandfurther
Scientologycounseling.

Apromotionalbrochureassertsthatinasinglequarter109Sterling
Managementclients"wentClearatOrangeCountyOrg"(groupjargonthat
indicatestheywentthroughScientologycourses).Andareviewofadozen
brochures,mailings,andflyersputoutbySterlingshowsaclearlinkto
ScientologyfounderL.RonHubbard,butnonemakesmentionofthe
ChurchofScientology.Sterlingrepresentativesassertthatthetrainingis
nonreligious.AlawyerforSterlinghasstatedthattheyhavesecularizedthe
teachingsofthechurch.

InOctober1993,theNassauCounty(NewYork)CommissiononHuman
Rightsmadeadeterminationthatpromisestoprotectlargenumbersof
employeesagainstpotentialreligiousdiscriminationintheworkplace
arisingoutofsuchseminars.Thecommissionfound"probablecause"inthe
caseoftwoemployeesofaphysicaltherapyfirmwhoweredischargedby
theiremployerforrefusingtotaketrainingcoursesgivenbySterling
ManagementSystems.Theattorneyforthecomplainantsregardedthe
commission'srulingasa"groundbreakingprecedent...greatlyadvancing
theprotectionofemployees'rightsthroughoutthecountrytoresistreligious
indoctrinationandsolicitationofmembershipinanotherchurch."

Herearethreeadditionalexamplesofcompaniesaffectedbythisissue.

AppliedMaterials.InSeptember1992,AppliedMaterials,aCalifornia
computerchipmanufacturer,settledoutofcourtforanestimated$600,000
withthreeformeremployeeswhoallegedthattheyweredrivenoutofthe
companyaftertheycomplainedaboutcoursesgivenonthejobbyApplied
Scholastics,amanagementconsultinggroupbasingitsworkonHubbard's
writings.In1989,AppliedScholasticslistedGeneralMotors,Hewlett
Packard,andtheUnitedStatesArmyassomeofitsclients.

AppliedMaterialsadmittedithad"lackedsensitivitywithregardtothe
controversialnatureofL.RonHubbard."Alegalaffairswritercommented
thatthecase"isatypicaloneinagrowingnumberofEEOCcomplaintsand
lawsuitsthroughoutthenationoverahostofmanagementtrainingprograms
linkedtoahostofreligioussects."

Cocolat.In1991,aninvestmentfirmownedbyJoelFeshbach,an
acknowledgedScientologist,purchasedCocolat,aWestCoastcandy
companythatwashavingsomefinancialtroubles.Then,inearly1993,
thirteenmanagementandadministrativeemployeestoldlocalnewspapers
thattheyhadquittheirjobsatCocolatbecausetheiremployerwasusing
managementtechniquesbasedontheteachingsofL.RonHubbard.The
companyreportedlyfiredanadditionalsixmanagersaftertheyhadresisted
thecompany'smanagementphilosophy.Feshbachdenieseverhaving
pushedScientologyontoCocolatemployees,butonceagainclaimsof
religiousharassmentwerefiledwiththeEEOCbyemployees.

FormerCocolatemployeessaidthatreferencestoHubbardandhis
terminologyhadbeguntopervadethecompanytrainingandinhouse
communications.TheysaidoutsideconsultantsbroughtinHubbard's
philosophy,completewithworkbooks,sayingtheyweregoingtomakethe
employees'livesbetter.Oneformerstoremanagersaid,"Itwaslike
Scientologycameindisguisedasamanagementcourse.Alltheredlights
wentoffforme.IfeltlikeIwasbeingbrainwashedorsomething."InApril
1993,thepopularchocolatemakerannouncedareorganizationandthe
closingofitsentireSanFranciscoBayArearetailchain.
StrykerSystems.Accordingtoa1990lawsuitfiledagainstthisCalifornia
softwarecompany,employeesclaimtheywereorderedtoreadandcomplete
writtenexercisesinthebooksIntroductiontoScientologyEthicsand
PersonalIntegrity.Theplaintiffs,whowereallegedlyfiredforrefusingto
adopttheScientologypracticeof"writinguptheirovertsandwithholds"
(meaningconfessingbadthoughtsandactions),wonanundisclosed
settlement.Thecompanyacknowledgednowrongdoing.

TheForumandTransformationalTechnologies

Around1971,WernerErhardestablishedest(ErhardSeminarsTraining),
whichin1985reemergedastheForum.AlthoughErhardsoldhisinterestin
theForumanumberofyearsago,theprogramisstillbeingoffered.A
recentpromotionalbrochuredescribestheForumas"alasting
breakthrough,"itsmethoda"challenging,rigorousinquiry."Itsaysthat"the
actualbreakthroughoftheForumisgeneratedbytheparticipants
themselves,astheyindividuallycometogripswiththeirownprofound
possibilityofbeing."

Likeothertrainingprograms,theForumissoldworldwide.Forexample,
thepublicsectorinGreatBritainwastargetedbyLandmarkEducation
InternationalofferingtheForumcourse.Afterthedirectorofeducationin
Britain'slargestmunicipalityattendedanintroductorysession,hewarned
hisstaffthatLandmarkwasworkingthroughthecitycouncilors,getting
thosewhohadtakentheinitialcoursetorecruitmoreparticipants.In
anotherregion,atleastoneformeremployeefiledalawsuitagainsther
employer,claimingthatshesufferedanervousbreakdownasaresultofa
fourdaycourse.

TransformationalTechnologies,orTransTech,a1984offshootofestand
nowoftheForum,describesitselfinabrochureas"anetworkof
independentprofessionalmanagementconsultingfirms..

bringingaboutabreakthroughinthefieldoforganizationandmanagement"
and"creatingaformalmethodofinquiry....Asournamesuggests,weuse
andtransferatechnologywhichproducesaqualitativeshiftforclients."

ThisTransTechbrochureisahighendexampleofthepersonal
transformationtrendgonecorporate.Thetalkhereisofperformance,
productivity,andproactivebehavior;andorganizationalculture,
accountability,andteamworkarethesubjectsofthistrainingprogram.The
brochuretellsusthatbreakdownsarenecessaryforbreakthroughs:
"Throughacarefullydesignedprocessofquestioning,"participantscan
begintolookintowhat"isreallypossibleatwork....Intheprocessofthis
examination,peoplerecognizeallbreakdownsasinterpretations.Asaresult,
peopleareempoweredwithrespecttobreakdownsandareabletoconsider
newpathwaysofresolution."

"Rigorousactioninquiry,"asthebrochurecallsit,is"awelldesigned
inquiry[that]revealsthedeeperstructureofthinkingandperceptionthat
shapethewaypeopleact."Butdoesitbelongintheworkplace?

WithanetworkofaffiliatesinthirtyeightU.S.cities,aswellasinSweden,
theWestIndies,andCanada,TransformationalTechnologiessaysitwants
toworkwithcompanieswhowantto"producechangesataverybasic
level."Accordingtothebrochure,theyhavealreadyworkedwithAT&T,
EliLilly,FordMotor,GannettPublications,GE,GeneralFoods,HomeBox
Office,LutheranChurchofAmerica,McDonald's,Monsanto,Procter&
Gamble,RCA,ScottPaper,Syntex,ToucheRoss,TRWSystems,
Westinghouse,andsixdepartmentsoftheU.S.govemment.

ErhardfranchisedTransformationalTechnologiesshortlyafteritsfounding
in1984.Twoyearslater,helicensedfiftyeightsmallconsultingfirmsfora
feeof$20,000eachand8percentofthegross;withinanotheryearthetotal
wasuptoseventyafffiliates.By1987,thesecompanieshadsoldthese
techniquestoAllstate,Sears,GeneralDynamics,theFederalAviation
Administration,IBM,BoeingAerospace,Lockheed,anddozensofFortune
500companies.EvenNASAwasreportedtohavepaid$45,000foragroup
ofmanagerstogothroughthreesessionsledbyErhardhimself.

Hereiswhathashappenedattwocompaniesusingtheseprograms.

OhioChildrenServicesAgency.TheForumgainednotorietyinFranklin
County,Ohio,whenstaffmembersattheOhioChildrenServicesAgency
complainedaboutbeingencouragedtoattendthreedaysessionsthatsome
considered"cultlike."Inthisincident,theagency'sexecutivedirectorhad
previouslyparticipatedinaForumseminar,andsincethattimehadsent
twentyofhermanagerstosimilarsessionsatacosttoOhiotaxpayersof
$4,800.Althoughsomewhotooktheseminarscalledita"profound
experience,"otherscomplainedofpressuretotakethecourseandonthejob
discriminationagainstthemiftheydidn't.Becauseofthefeedbackandthe
controversy,theagencystoppedsendingstafftothesessions.

DeKalbFarmersMarket.Possiblyoneofthemostcelebratedcasesrelated
toworkers'rightsconcludedwithanoutofcourtsettlementreached
betweentheDeKalbFarmersMarketandeightformeremployeeswhowere
allegedlyfiredorforcedtoresignforrefusingtoparticipateinForum
sessions,inthisinstanceallegedlyledbyaMiamibasedconsultingfirm
saidtobeaffiliatedwithTransformationalTechnologies.Theconsulting
firmdeniedinvolvementinthecoursesnamedinthesuit;theDeKalb
Marketdeniedtheallegations;andtheForum,notnamedinthesuit,saidit
wouldneversanctioncoercingpeopletoparticipateinitsprograms.

Theplaintiffssaidthatthetrainingprogram'sespousalofthesupremacyof
manviolatedtheirbeliefintheprimacyofGodorotherhigherbeings.The
lawsuitcontendedthatsupervisorswhodeclinedtoparticipateandtorecruit
theiremployeeswereharassed,humiliated,andinterrogated.Thelawyer
handlingthecasefortheemployeessaidthecasehad"madeemployers
cometogripswiththelegitimateboundariesofemployeetraining."

DongShikKim,oneoftheplaintiffs,workedattheDeKalbFarmers
Market,alargeproducemarketnearAtlanta,Georgia.Whenhisbossasked
himtoattendaspecialtrainingseminar,Kimthoughtitwouldhelphim
learntoincreasesalesandimprovemoraleamongfellowemployees.Kim
reportedthatthetrainingsessionslastedaslongasfifteenhoursandbecame
anightmare.Theoutsideconsultantswhorantheprogram"bullied
employeesintotearfulconfessionsaboutintimateandheartwrenching
episodesintheirlives."Kimsaid,"Thesessionsputpeopleintoa
hibernatingstate.Theyaskfortotalloyalty.It'slikebrainwashing."

Facedwithstayingintheprogramorlosinghisjob,Kimquit.Heandseven
otherssuedtheDeKalbFarmersMarketandtheconsultingfirm,claiming
theywereforcedoutoftheirjobsforobjectingtoa"newagequasireligious
cult."

JumpingontheBandwagon

WernerErhard'sthinking,asputforthinest,theForum,and
TransformationalTechnologies,was,infact,theinspirationformanyofthe
trainingprogramsthatbecamepopularintheeighties.Inasense,these
programsweresuccessfulatinjectingintothecorporateworldafascination
withNewAgethinkingthatremainspresenttothisday.Lifespring,
Actualizations,MSIA/Insight,PSIWorld,andthemanyaffiliatesof
TransformationalTechnologies,amongothers,allincorporatetechniques
modeledafterthoseintroducedbyErhard.

KroneTrainingatPacificBell
OneofthemostnotoriousNewAgeemployeeprogramsespousing
"leadershipdevelopment"wasinstitutedatPacificBellafteritsdivestiture
fromAT&T.PacificBellbroughtinaprogramdirectedbyconsultant
CharlesKronethatwasbasedonthephilosophyofG.I.Gurdjieff,causing
JacobNeedleman,aSanFranciscoStateUniversityphilosophyprofessor,to
comment,"I'mabitamazedtosee[Gurdjieff1beingused[inbusiness]
becauseitisoneofthemostuncompromisingspiritualteachingsIknowof."

Theprogramattemptedtochangeemployees'thoughtpatternsbychanging
thewordstheyuseforexample,a"goal"wastobecalledan"endstate
vision."Employeecomplaints,exposureinthelocalnewspapers,anda
studyinstitutedbytheCaliforniaPublicUtilitiesCommission(PUC)putan
endtotheprogram.OutsideevaluatorswhowentinatthePUC'srequest
reportedthattheyfoundsomepositivefeatures,but"unfortunatelythese
benefitsareheavilyoutweighedbystronglynegativeinfluences."The
influenceslistedincludedfear,intimidationandmistrust,decreased
productivity,wastedtime,asplitintheculture,introductionofobscure
languageandphrases,andalossofmorale.

PacificBellhadspent$50.6millionontheprogramintwoyears,andwould
havespentanadditional$135.6milliontosendall67,000PacificBell
employeesthroughtheprogram.ThePUCdisallowedrecoveryfrom
ratepayersofhalftheexpendituresactuallymade.

PSIWorld

AnotheroutofcourtsettlementwasreachedinacasethatinvolvedPSI
World,aconsultinggroupbasedinSanRafael,Califomia.Theplaintiff
claimedthathewasimpairedafterhavinghisemotionsmanipulatedina
fivedayPSIWorldtrainingprogramandthatthiscausedhimlatertolose
controlofhiscar,crash,andgethurt.Hesaidhewasphysicallyand
mentallyexhaustedafterwhathedescribedasemotionaltenhoursessions
inwhichparticipantswereaskedtoactoutmostlynegativesituations.He
alsowentwithoutsleepontwonightsinordertocompletehomework
assignments."Therewasnoclockandnoonewasallowedtowear
watches,"hesaid."Weweregoinglongperiodsoftimewithouteatingand
withoutbreaks."

WhilePSIWorldadmittednoguilt,anditslawyersaidtherewasnomeritto
theclaims,PSIWorldwasreportedtohavepaidasixfiguresettlementto
havethecasedismissed.

Lifespring
"Jane"tooktwoLifespringtrainingprogramsinthelate1980s.Lifespring's
philosophymaintainsthatpeopleareto"takeastand"toberesponsiblefor
whateverhappenstothem.BytheendoftheLevelItraining,Janehad
beguntoacceptthisidea.DuringtheLevelIIprogram,Janewasrequiredto
revealabrutalknifepointrapethathappenedthreeyearsearlier,whenshe
wassixteen.Janehadneverbeforediscussedtherapeexceptinafew
counselingsessionsimmediatelyafterward.Neitherherculturenorher
familyhadtreatedtherapeasadishonor,sinceshehaddonenothingwrong.
Shefeltherfamilyhadsupportedherrighttocontinuetoregardherselfasa
virgin.Forthreeyears,shefunctionedwell,bothpsychologicallyandat
school.

Duringthetraining,Janewasurgedtoreleaseemotionsassociatedwiththe
rape.Sheforcedherselftoexpressangerandtodescribetheexperience
publicly.Inasubsequentexercise,shewasurgedtoexpresstheemotionshe
felttowardherfatherwhohaddiedshortlyafterherbirth.Inresponsetothis
exercise,Janebeganassaultingherselfandchewingonastyrofoambatused
inthetraining.Nevertheless,shewasallowedtocontinuetheprogram.

Later,thetrainerinstructedJanetoroleplaya$10,000anightprostitute.
Shebelievedtheassignmenthadspecialmeaningbecauseofwhatshe'd
beenledtorevealabouttherape.Shewasfurtherupset,perceivingherself
ashavingbeensingledoutforspecialhumiliation.Althoughshehadno
historyofpsychiatricillnesspriortotheLifespringtraining,afterwardJane
underwentaperiodofgrowingdepressionthatculminatedinmultiple
suicideattempts.Shewashospitalizedforthreeyearsandremainson
medication.JanesuedLifespring,andthecasewassettledforalarge
amount.

PsychologicalCasualties

Aswehaveseen,coercivepsychologicalinfluencemaybeoperatinginthe
workplaceatthetimeanemployeeisassignedtoattendcertaintraining
programs,and/oritmayoccurintheactualtrainingprogram.Consequently,
thepsychologicalramificationsofsometrainingprogramshaveledto
employees'filinglegalsuits.Someofthesesuitsweredescribedinthe
previoussection,andthreeadditionalcasesaredescribedhere.

PsychologicalBreakdown
"Gerald"afortyyearoldman,appliedforajobasastoremanager.The
ownertoldGeraldhewouldhirehimonlyifGeraldpurchasedandattended
aspecificlargegroupawarenesstraining.Theowner,whohadbecomea
devoteeofthegroup,abidesbythegroup'spolicyofnotrevealingwhatthe
trainingisabout.ThushefailedtodescribetoGeralditsphilosophy,the
extremelyemotionalandconfrontationalqualityoftheprogram,orhow
psychologicallyupsettingtheprocedurescanbeforsomeattendees.

Becausetakingthecoursewasaprerequisitetoemployment,Gerald
assumeditwouldbeaskillstraining,jobrelatedprogram,andpurchasedit
atapricehecouldillafford.Oncethefivedayprogrambegan,herealized
hewasinanemotionallyintense,highconfrontation,encountergroup
situation.Itappearedtohimpuzzlinglyunrelatedtomanagingasmallstore.
ThecontentwasanamalgamofNewAgephilosophy,guidedimagery,
personalconfessions,andconfrontationalattacksbythetrainers.Geraldhad
neverseenpeoplebreakdownemotionallytotheextentthathesawinthese
sessions.Hisanxietymountedbythehour,muchofitgrowingoutofthe
conflictshewasfeelingbetweenhisreligiousbeliefsandtheNewAge
philosophyhewashearinginthetraining.Addingtothisstresswashisfear
thathewouldnotbehiredunlesshecompletedtheprogram.Hefelthimself
comingapartpsychologicallyandaskedtobeexcused,buttheleadersofthe
programinsistedheremain.Bythefourthday,hewasinamentalhospital
experiencingabriefreactivepsychosis.Geraldhadnopriorhistoryof
mentalillnessandnothingrelatedtosuchillnessinhisfamilyhistory.

PsychologicalDeterioration

"Joyce"wasatopmarketingexecutiveinherfirm.Hersupervisortoldher
shewouldgetaheadonlyifsheattendedtheNewAgetrainingprogramthat
heurgedhertotake.Shethoughtitwasaskillstraining,jobrelated
programbutinsteadcameuponthesamestressesexperiencedbyGerald.
Joycefoundthepsychologicalandsocialcoercionsointensethatshehasno
remembranceofjustwhenshedeteriorated,butshewasadmittedtoa
psychiatricwardwithalmostcontinuouspanicattacks.Astimepassed,she
developednumerousandincapacitatingphobiasandbecamehousebound
andunemployedorunderemployedformorethanthreeyears.Shehadno
priorhistoryofmentaldisordernorwasthereanyinherfamily.

IntensePsychologicalStress

Adozenfemaletechnicalemployeesofthesameminorityethnic
backgroundweresenttoaseminarafterbeingtoldthatsuccesstherewould
determinewhowouldbepromotedinthecorporation.Thecoursewasrun
byaCaucasianmalewhohadbeenasecurityguardbeforebecominga
seminartrainer.Noneofthewomencouldlinktheseminarwithonthejob
demandseitherduringorafterthetraining.However,eachsufferedgreatly
duringtheprogrambecauseofthehumiliationanddegradationheapedupon
eachofthembythetrainer.

Thetrainerrantheprograminthemannerofanattacktherapygroup.He
hadnoappreciationofthewomen'sethnicvaluesand,infact,seemed
particularlyinsensitivetotheirethnicity.Additionally,heapparentlyhadno
awarenessorconcernabouttheimpactoftheintensepsychological
techniqueshewasusing.Hewasdescribedasarude,confrontational,and
menacingfigure.Hecalledthewomentothefrontoftheroomandhadthem
standonatablewhilehecriticizedtheirbodiesandtheirclothingand
tauntedthemfortheirconformityandculturalways.

Thepsychologicalcoercionwasintense,thehumiliationgreat,andthe
falloutwasthateachoftheattendeessufferedmarkedpsychologicalstress,
mostresigningfromtheirjobswithinarelativelyshorttimeafterthe
seminar.Onewomansufferedanenduringmajordepression,requiring
medicationandpsychotherapy,andtookhercasetolegalhearingsand
subsequentsettlement.

BuyerBeware,ThoughtReformProcessesatWork

Becauseofmyinvolvementinpsychologicalandmedicalresearchoverthe
pastfiftyyears,Ihaveworkedinavarietyofhospitals,clinics,and
universities.Formorethanfifteenyears,IhaveservedontheKaiser
PermanenteMedicalInstitutionalReviewBoard,evaluatingandreviewing
informedconsentproceduresforallresearchinvolvinghumansthatis
performedundertheauspicesoftheKaiserPermanentesystem.Isatonthe
NationalAcademyofSciences,InstituteofMedicineCommitteetosurvey
theeffectsofmustardgasandlewisiteafteragovernmenttestingprogram
wasrevealedinwhichsixtythousandWorldWarIImilitarypersonnelwere
exposedtothosegaseswithouttheirconsent.Datafromthistestinghadnot
beenmadepublicuntil1991.SoIhavebeensensitizedtofightingforand
sustainingthelawsthatprotecthumanrightsinbiomedicalandbehavioral
research.

Thecombinationofthesereviewresponsibilitiesandmyprofessionalwork
withcultsurvivorshasgivenmeanavidappreciationfortheneedtoprotect
andupholdthepracticeofinformedconsent.Iamdedicatedtoindividuals'
havinginformedconsentovertheirlives,theirchoices,andtheirbeliefs,and
Ibelievethatemployeeshavetherighttoknowwhattheyarebeingmadeto
attend.Thisperhapshasmademeparticularlyawareofhowdeceptivemany
trainingprogramsare.

ThusIcallattentionhere,asIdidearlierindescribingcultrecruitment,to
theuninformedstateinwhichmanyemployeesandindividualsaresentor
goontheirowntovarioustrainingprogramsandworkrelatedorself
mprovementseminars.Theyleamwhattheprogramisaboutonlyafterit
becomesdiffficulttoleaveit.Theprimarybarriertoleaving,ofcourse,is
thattheymightlosetheirjobsbyoffendingthebosswhosentthemtothe
programandperhapsseemsenamoredofit.Yetintheexamplesjustgiven,
wecansensethedevastationthatcanbewroughtwhenemployeesaremade
toattendtrainingprogramsthatarenottheexcellentonesthatexistforskills
trainingandjobrelatedbehaviorbutinsteadaremeantto"transform"(and
insomecasesrecruit)employeesforlessthannoblepurposes.

Religiousissuesaside,thepronouncedpsychologicalnatureofmanyofthe
exerciseswithinmanyoftheseprogramsisofconcern.Wecannotdenythe
factthattheygrewoutofthehighlyconfrontationalgrouptherapy
techniquesintroducedbytheencounter,sensitivity,andlargegroup
awarenesstrainingmovements.Andinmanyways,thesepsychological
techniquesarelittledifferentfromtheinfluenceprocessesusedintoday's
cultstoachieveattitudinalchange.Thisisapparentinthepsychologicaland
behavioraleffectsproduced,andintheappearanceofacertainnumberof
psychologicalcasualtiesduringandafterparticipationinsomeofthese
trainingprograms.

Afurtherresultisthatthemajorityofparticipantsexperiencevarying
degreesofalienationandinstabilitybecausetheyareurgedtogiveupold
norms,goals,andideals.Theyalsosufferatypeofcultureshockastheytry
toreconcilepretrainingvalueswithwhattheylearninthetrainingandwith
therealitiesoftheirposttrainingexistence.Importantly,acertainnumberof
participantswillbeseriouslyharmedasthesestressesprecipitateahandful
ofpsychologicalconditions,suchasbriefpsychoticepisodes,posttraumatic
stressdisordersyndrome,avarietyofdissociativedisorders,relaxation
inducedanxiety,andothermiscellaneousreactionsincludingphobias,
cognitivedifficulties,andstressrelatedillnesses.

Inlightofsuchconsequences,thefactthatmostoftheseprogramsdonot
providetheskillstrainingtheyadvertiseistheleastoftheirproblems.
Unfortunately,thedecisiontobuyatrainingschemeisoftenmadeonan
emotionalratherthanarationalbasisbyanexecutivewhoisstillhighonhis
ownintroductoryexperienceofthetraining.

WhilesomepeopledecrythenumberoflegalsuitsfiledyearlyintheUnited
States,itappearsthatithasbeentherecentlegalcasesfiledbyemployees
andEEOCrulingsthathavegivenemployeesthehopethattheyhavesome
leverageoverthetypesoftrainingprogramstheycanbesentto.Thehue
andcryhasnotbeenoveremployees'findingthemselvesatauthenticskills
trainingprograms,butovertheirfindingthemselvesatprogramsthat
impingedontheirreligiousorpersonalbeliefsandthatdidnottrainthemfor
theirjobsbutthatattackedanddecimatedtheirpersonalitiesandveryselves.