Is the Karpman Drama Triangle Good for Resolving Conflicts?
Is the Karpman Drama Triangle Good for Resolving Conflicts?
The Karpman Drama Triangle is NOT a good method to understand how to resolve conflicts, because the method instructs us which behaviours do NOT work, rather than telling us which behaviours do work.
Models which tell us which behaviours do NOT work, are of strictly limited value.
If we learn that the right answer to a problem is NOT nine, or ten, or fifteen, then how much useful knowledge have we gained?
Not much!
The Karpman Drama Triangle gives us three behaviours, which are represented by three points forming a triangle.
We are told that the space inside the triangle represents what NOT to do because these three behaviours do NOT work.
The solutions to our conflict problems are to be found OUTSIDE The Karpman drama triangle - "Somewhere".
The Three Behaviours of the Karpman Drama Triangle.
The three behaviours of the Karpman Drama Triangle are: Victim, Rescuer, Persecutor.
1. The Victim
In conflict situations, don't act as though you are a victim of others. This only serves to weaken your self-image and lends emotional strength to others.
2. The Rescuer
In conflict situations, don't pretend to be the rescuer of victims. Maybe other people don't want to be rescued by you, because they don't have a victim mentality.
And if they DO have a victim mentality, then the arrival of the "Rescuer" reinforces victims' low opinion of themselves.
3. The Persecutor (aka Villain)
In conflicts, don't perform the role of The Persecutor (the Villain) because these terms imply a host of bad behaviours: being aggressive, threatening, oppressive authoritarian, rigid, and bullying.
If solutions to conflict problems are found only outside the Karpman drama triangle behaviours, then what positive skills sets DO we need, in order to best resolve conflicts?
The Clear, Rational, Positive Triangle.
The three correct principles that underpin the correct answers to conflict management are: Clarity, Rationality, Positivity.
1. Clarity
We manage conflicts using only clear ideas, clearly expressed. We are always able to make ourselves clearly understood.
2. Rationality
We manage conflicts according to rational principles: ie we find solutions by reference to facts, logic, objectivity, written policies and laws.
3. Positivity
Our intentions are always honourable and positive: We intend to find practical solutions that are mutually beneficial to all parties, and which represent a mutual exchange of values.
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If you want to learn exactly how to resolve conflicts according to clear, rational and positive principles, we recommend you attend our Conflict Handling training course.
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Further Reading in Conflict Management and Handling Difficult People
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Management skills training - Giving constructive criticism
Giving constructive criticism Giving constructive criticism is one of the most important skills for the leader/ manager. Constructive criticism is criticism of a person's behaviour, work performance or idea, which is perceived by the receiver, to be more like help, or friendly guidance, rather than "a telling off". Constructive criticis...
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Using Reason to Handle Difficult People
If you wish to get on with difficult people, then appeal to their sense of reason. Treat all problems, and all people according to the principles of reason.
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De-escalation Skills
De-escalation of a difficult situation is vital, in order to avoid it becoming a crisis or conflict. Take a look at these de-escalation techniques you should master that will allow you to take control of a situation and defuse a potential conflict.
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Grievances at Work
Grievances at work are generally caused by what someone said or didn't say, or what a person did or didn't do. Obviously, prevention is preferable to trying to sort out a grievance. But what if you already have an issue. Try this six-step method...
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Dealing With Difficult Behaviour at Work
Every organisation has people who are difficult to work with. Handling these people can be challenging, but taking the time to learn how to deal with difficult people is worthwhile and will make your working environment a better place for everyone.
Read Article >
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