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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Further Reading in Conflict Management and Handling Difficult People
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How to Deal with Conflict Situations
Conflict is inevitable when dealing with people who do not think or act the way you believe to be correct. Learning how to handle conflict situations is important.
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Dealing With Conflicts of Interest Within a Team
All employees should be working together to achieve the organisation's ultimate aim. Any conflicts of interest within teams must be resolved quickly. So what is the best method for dealing with conflicts within a team?
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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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Reason vs Excuse
Learn to distinguish between a reason and an excuse; be determined, but not stubborn; separate facts from fiction.
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How to Handle a Complaint
It is vital that all staff are taught how to handle complaints in a professional manner. Follow this six step method for handling complaints successfully and improve your overall customer service.
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