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.
Conflict Handling Training
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.
Definition: Karpman Drama Triangle
The Karpman Drama Triangle is a conflict model used at work and at home. It shows three unhelpful roles – victim, rescuer and persecutor – placed on the corners of a triangle. The idea is that people switch between these roles, keeping the fight going. It helps spot bad habits but offers no clear way to fix them.
Show CG4D Definition
- Lists three bad roles: victim, rescuer, persecutor
- Draws the roles on a triangle shape
- Shows people move from one role to another, which keeps the argument going
- Used to spot harmful conflict habits, not to give fixes
Article Summary
Because the Karpman Drama Triangle lists roles to avoid, it fails to solve disputes; we fix conflict when we speak with clear words, calm logic and positive aims that help all sides win.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What is the Karpman Drama Triangle?
Why does the article say the drama triangle does not resolve conflict?
What are the three roles named in the drama triangle?
Where should I look for answers to conflict if not inside the triangle?
How does clarity help settle a dispute?
What role does rationality play in conflict management?
Why is positivity important when resolving disagreements?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
CIPD’s 2024 ‘Managing Conflict in the Modern Workplace’ survey shows 35% of UK staff faced at least one serious work dispute in the last 12 months. Gartner HR 2023 research found firms that give staff formal conflict-resolution training cut the time managers spend on disputes from 26% to 13% of their week.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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Further Reading in Conflict Management and Handling Difficult People
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How to Handle a Difficult Person in Six Easy Steps
Learn a proven six step method to handle a difficult person, switch anger to calm, reach clear deals, and close talks with less stress at work or home every day
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Dealing With Difficult Behaviour at Work
Learn ten clear steps to handle difficult behaviour at work, defuse emotion, find facts and agree future-focused solutions that lift team performance.
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Dealing With Conflicts of Interest Within a Team
Learn proven steps for conflicts of interest in teams: link every choice to the company aim, apply the three-circle compromise, and let a decision maker act.
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Conflict Resolution Training - How to Manage Conflict
Conflict resolution training helps staff replace anger with facts, choose worthy battles and keep core principles. Learn rational skills to manage conflict.
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How to deal with a bully at work
Learn how to deal with a bully at work in seven assertive steps: refuse subservience, name bad behaviour, set limits, and know when to report bullying.
Read Article >
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