Tag Archives: Research

Neck & Shoulder Pain

Feldenkrais® Method Research

Thirty normal female employees took part in a neck and shoulder pain study, participating in six weeks of Feldenkrais Awareness Through Movement classes. Results included increased range of motion in a neck flexion task, significant positive changes in the neck-shoulders-index, and a decrease in complaints from neck and shoulders.

Lundblad, I., Elert, J., Gerdle, B. Randomized controlled trial of physiotherapy and Feldenkraisinterventions in female workers with neck-shoulder complaints. J. Occupat Rehab 9(3): 179-94, 1999.

Ruth, S., Kegerreis, S. Facilitating Cervical Flexion Using a Feldenkrais Method Awareness Through Movement. J Sports Phys Ther.16(1): 25-29, 1992.

See Article:

Hands, Computer and You 


Feldenkrais®, Feldenkrais Method®, Functional Integration®, and Awareness Through Movement®, are Servicemarks of The Feldenkrais Guild®


Chronic Pain

Feldenkrais® Method Research

Patients who had been experiencing chronic pain participated in a six-week Awareness Through Movement® (ATM) course. Results included significant increases mobility accompanied by significant decreases in pain both immediately following the course, and in a one-year follow-up. Patients also reported less depression and anxiety, and an improved ability to relax.

Dearman, D. and Shafarman, S. The Feldenkrais Method in the Treatment Awareness Through Movement of Chronic Pain: A Study of Efficacy and Cost Effectiveness. American Journal of Pain Management, 1999; 9:22-27.

Phipps, A. and Lopez, Ron. A functional Outcome Study on the Use of Movement Re-Education in Chronic Pain Management. Submitted in partial fulfillment of the requirements for the degree of Master of Physical Therapy, Forest Grove, Oregon. May, 1997.


Feldenkrais®, Feldenkrais Method®, Functional Integration®, and Awareness Through Movement®, are Servicemarks of The Feldenkrais Guild®

Unbelievable response to article titled – Bullying in the workplace

The following articles describe common themes in our discussions at getting InTouch Communication learning circles.  These learning gatherings are for connecting to how to transform these experiences by moving beyond reactional behaviors.     Having been a bully boss, without knowing it,  myself while in management years ago what I recognize now is that as a boss my needs were so great I wasn’t even aware anyone else had any!

These two articles are interesting!

Original article in Monday Magazine – Bullying in the Workplace by Tim Collins

A recent survey indicates 40 per cent of Canadian workers have experienced bullying in the workplace within the past six months. We ask what can be done to stop it.

Anna is young, reasonably attractive and moderately bright. She has little formal education, but joined a large local retail store out of high school and has risen to the level of assistant department supervisor. It’s a level she’s not likely to surpass in the foreseeable future, for Anna (not her real name) is a bully.

“When I come in for a shift and realize that she’s the supervisor on duty, my heart drops,” says one staffer. “I know she’s going to take any chance she has to make my life miserable. And I’m not the worst off! One time, she called (a member of staff) a wrinkled old hag and said that just having to be around someone that old made her sick . . . I mean, who does that?”

Who, indeed?  Read more


Bully Article strikes a nerve by Grant McKenzie

It was so interesting to read and hear reactions to last week’s cover feature on bullying in the workplace.

While the majority of readers wanted to share their own stories of demeaning encounters with terrible bosses, a few reacted in a completely unexpected and curious way.

I heard from several people at different companies who were concerned the examples used were somehow aimed at them, and from employees who assumed it was their manager in the spotlight. After assuring the bosses they were not the template for the examples, I did suggest that if they saw themselves in the descriptions, it might be time for some self-reflection or managerial training before HR brings down the hammer.

Read more