22Mar/15

The Drama Triangle

The Drama Triangle

 

 

The drama triangle is a tool developed by Stephen Karpman as a way to illustrate conflict resolution. While developing the theory of Transactional Analysis, Dr. Karpman created this model to show what happens during conflict as roles change as the situation unfolds.

 

Here’s how it works: imagine if you will, a triangle. At the top of the triangle is the rescuer. We’ll call this person A. The first leg of the triangle goes from person A to the victim. We’ll call that person B. The last part of the triangle is the persecutor. This is person C and of course, it leads back to the rescuer for our final leg of the triangle.

Now that we have all the players in place let’s see how this works. A great example of the drama triangle is the old Tom and Jerry cartoon. The victim in this case is Jerry, the mouse. The persecutor, of course is Tom the evil cat. And Spike the bulldog is naturally, the rescuer.

 

In the first scene, Jerry is minding his own business when all of a sudden Tom pounces. A chase ensues – around the house through the yard ultimately ending in front of the dog house. At this point, our victim looks at the bulldog in the doghouse and pleads for help. Here comes the rescuer. Spike now comes out of his doghouse and begins to beat the living daylights out of Tom. The rescuer is now the persecutor and the persecutor is the victim.  After all, this poor cat is being wrapped around trees and thrown through fences. He needs help. He can’t go to Jerry because Jerry is now turned into the persecutor. Jerry is making Tom’s life miserable because he knows Spike will continue to beat Tom to within an inch of his ninth life. And on it goes, Tom chases Jerry, Jerry goes to Spike for help, Spike beats up Tom, Tom beats up Jerry and we’re back at the beginning.

 

At this point Tom and Jerry’s roles are interchangeable. Once Spike starts to rescue Jerry the mouse becomes the persecutor and the cat becomes the victim. There are two ways this can go: Tom can look for his own rescuer to beat up on Spike i.e spikes owner or Tom can take out his frustrations and anger on Jerry, picking on him even more evoking an even stronger response from Spike. The roles have become reversed, entangled, and obscured. Everyone’s changing roles with no end in sight. In fact, once Tom goes to spikes owner for relief the problem escalates with Spike now becoming the victim. So where does it end?

 

Simple, if Jerry addresses the real issue, he understands that he is not a victim. He could then take steps to deal with Tom on his own. As a victim, Jerry immediately goes into a fight or flight mode. Part of the answer may be to find out why Tom is chasing him. Part of it may be choosing to take steps so that he’s not attacked again.  But once he introduces Spike into the equation, the triangle is complete and drama ensues. The goal is to not let the triangle develop. So the challenge my friends is this: when you encounter conflict, figure out if the triangle exists, if so identify your role and then develop options to avoid the drama,

 

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27Jan/15

Leaders and Effective Communication

Leaders, are you getting your message across?

Good leaders  know that their communication skills  can make or break a team.  Simply put, the ability to clearly get the message across is the the lifeblood of an organization.  Why? Because strong communication skills create strong relationships and strong relationships are the key to success.  Poor skills create confusion and invite misinterpretation.   When the message isn’t clear, people tend to  fill in the blanks for themselves.  As their personal spin gets passed on, the message gets distorted and anyone who has played the children’s game “telephone line”  knows what I mean. In that game, a message is whispered to the first person in the line. The receiver is supposed to pass the message word for word.  The end goal is to have the last person repeat the same message as the first but that rarely happens. What really happens is that  the message moves down the line, words get dropped, meaning gets reinterpreted and the end result is a message that is nothing like the original.  An important part of any leader’s job is to make sure that the same message  gets relayed up and down the line.
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17Oct/14

Managing Friends; Avoiding the Pitfalls

Managing friends

 

 

Managing friends can be like walking a tightrope. You just got promoted and now you’re responsible for your best friend’s productivity.  After the cake and champagne, reality sets in. Which relationship has priority and how do you both handle the change? Let’s be honest, if the two of you are close enough that you are spending time together outside of work, a transfer might be the best answer. No matter how much you reassure each other nothing has changed between you, the truth is everything has changed.

You are now responsible for your friend’s productivity and she is now accountable to you. Your responsibility gives you the authority to question your friend’s actions and her accountability requires that she answer you.  Still think nothing has changed? To put it another way, you are no longer equals at work and that can create problems. Oftentimes, it is not always possible or practical to move one of you, so what are the some of the pitfalls and how do you (and your friend) avoid them?

 For You:

  • Pitfall – You have to correct your friend but you don’t want to get her in trouble
  •  Reality – Letting matters slide can get  you in trouble
  1. If you choose to ignore your friend’s poor performance, you’re not doing the job you were hired to do. In short – your performance is also lacking. It takes not only managerial but moral courage to address the situation. Your employers have placed their trust in you to do the right thing.  A wrong decision can erode that trust and damage your career and your friendship.
  2. One employee’s performance problem can erode morale and productivity for an entire team.  Once that happens, the team starts to break down which leads to further performance issues. Deal with the situation ASAP so that you don’t have to do damage control later.  It is more difficult to re-earn an entire team’s trust and respect than to address a problem that started the break.

For Her:

  • Pitfall – Thinking you don’t have to work as hard as before because you’re connected to the boss
  •  Reality – You now have to be above reproach for a couple of reasons:
  1. Your boss is under pressure to perform and is probably on a trial period (translations: able to be fired at any time for any reason) and your slacking off will jeopardize her chance for success.
  2.  People know that you are friends and will watch to see if you are treated differently.  If your relationship makes you look like the “teacher’s pet”, it can affect team morale and unity.  The best way to avoid it is to be on your best behavior.
  3. Your boss is trying to win the trust and respect of the team – don’t sabotage her efforts. Believe it or not, things will not be easy for your boss as she tries to keep her professional and personal life separate.  You can help by doing the same.

Work is a place of social interaction.  Getting work done successfully relies on building relationships and forming bonds with our colleagues.  To expect supervisors and managers not to cultivate friendships among their direct reports is unrealistic.  The trick to making it work is for both parties to understand the boundaries of each relationship and to keep them as separate as possible.  When in doubt keep it professional in the workplace.

 

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