My name is Lynda Tongue, and I am a Learning and Development Consultant and a Provisional Teaching and Supervising Transactional Analyst (Organisational field).
To celebrate the launch of my new website I have decided to write a regular piece as a blog which aims to give information along personal development themes, and to encourage interest in Developmental Transactional Analysis.
Some time ago I sent into the ether via Blogspot a couple of blogs to “test the water”. And since then I have noticed a reluctance to commit myself to regular offerings. I wonder why? Is it because I have not had time? Or is it because I have some hesitation about how it will be received? Probably the latter. What if nobody reads it? I have one follower so far (thank you Amalia in Romania!), but I hope that following will grow because I have a mission: to introduce the tools and concepts of a psychological framework called Transactional Analysis to a wider audience. Well, as wide an audience as I can reach – the world wide web should do it!
Is anybody interested? Well, Amalia is, so I am going to continue!
I run leadership development programmes in organisations and I always introduce the framework of a psychological approach to communication called Transactional Analysis. I run workshops for trainers and coaches, or anybody who has a desire for personal development, and I also provide a qualifications route for those who want to qualify as Transactional Analysts.
Transactional Analysis (TA) is a theory of personality, a theory of child development and a powerful communications tool which can be used to enhance relationships. For more information, visit the website: www.trianglepartnership.com.
I have just had a challenging and interesting two days working with a group from a manufacturing organisation. The contract with the organisation broadly speaking was for personal development and to enhance communications within the team. A launch of the four day programme had taken place two weeks before the first day of the programme. The launch (a two hour session), gives us all a chance to get to know each other, and for participants to ask questions.
The Launch is designed to help with the Time Structuring process – so I was rather surprised when the contracting session with the group on Day 1 was a rather difficult and protracted process. The group did not want to be there!
Now this is not exactly an unknown situation for me – people arrive on training courses often feeling worried, or confused as to why they were asked to attend – or even feeling scared as to what this might entail.
I normally manage the process with appropriate use of Ego States – some Parent to offer protection and reassurance and some Natural Child to encourage engagement with the group. I could see some of the participants relaxing and looking more comfortable, but a couple of people brought their Rebellious Child out to play …….. and they continued to play for two days, really challenging my ability to stay grounded in my Internal Adult!
I had various options which I considered, and I chose to confront appropriately and firmly, addressing the contract and being mindful of the other participants who definitely were there to learn.
And it started me thinking once again about how we can put barriers in the way of our own progress, and stop ourselves from seizing opportunities for development when they present themselves. But more of that in a future blog …….
I finished the couple of days feeling as though I had been challenged, but also looking forward to Module 2 when we will be looking at Discounting, Games, and Ego States.
Perhaps the individuals concerned will find something useful to apply to themselves and their lives – or maybe I will finish the module realising that just because I find the personal insights TA brings me are enriching, life enhancing and just downright practical – not everybody feels the same!
Showing posts with label Transactional Analysis. Show all posts
Showing posts with label Transactional Analysis. Show all posts
Friday, 15 April 2011
Wednesday, 26 May 2010
Games Organisations Play
This month’s Triangle TA Group workshop was entitled “Games Organisations Play – Seek and Destroy!”
I researched some of the work of Rosa Krausz and Oswald Summerton and found their ideas worked really well together. I run the workshop so that we cover theory in the morning and then run supervision sessions in the afternoon, where we analyse issues and situations and hopefully gain a greater understanding.
So we started with Krausz’s article “Organisational Script” (1993), in which she refers to Berne:
“A script is an ongoing program, developed in early childhood under parental influence, which directs the individual’s behaviour in the most important aspects of his life” (Berne, 1972)
…. and goes on to say that individuals create organisations as part of their ongoing programs, based on theories of how to succeed or fail. So founders of organisations, consciously and unconsciously mould their organisations according to their belief system – warts and all!
These belief systems become ideologies that form the “personality” of the organisation and individuals are attracted to that organisation based on any perceived alignment with their own individual script.
Krausz says there are four issues which she identifies as relevant in the analysis of organisational functioning: work; time; people; and money. In each of these areas she describes effective and destructive behaviours.
We had some fascinating discussion about the way a script can be handed down for decades and how people can adhere to it even in the face of economic crisis such as that which we are now experiencing - when here-and-now, grounded, accounting problem solving is what is really required!
In the second theory session, we explored Summerton’s Game Pentagon (1992). His model is based on a systems approach to the “relationship knots” that occur in organisations and it recognises that while Berne identified, in his book “Games People Play” unconscious games (played outside of the player’s awareness), he also described conscious games.
Conscious games are played through angular transactions and are played to deliberately manipulate others.
The Game Pentagon takes account of conscious and unconscious games and adds to the roles of Victim, Persecutor and Rescuer (Karpman,1968), Stage Manager and Spectator.
In the group we explored the model, relating it to situations we have observed (or been part of!) in organisations and found it to be a really useful model for helping people to recognise alternative behaviours. As an example, if someone understands they were a Spectator in a game, they can be encouraged to take responsibility for action where appropriate.
It allows those in coaching, consulting or training roles etc to analyse situations in order to shed some light onto what has happened, and to then diagnose potential actions as a result, or once again whatever is appropriate within the contract.
We found the model to be rich in its possibilities and very helpful.
The works of both Krausz and Summerton are really interesting and I have a feeling we will be returning to learn more from them!
I researched some of the work of Rosa Krausz and Oswald Summerton and found their ideas worked really well together. I run the workshop so that we cover theory in the morning and then run supervision sessions in the afternoon, where we analyse issues and situations and hopefully gain a greater understanding.
So we started with Krausz’s article “Organisational Script” (1993), in which she refers to Berne:
“A script is an ongoing program, developed in early childhood under parental influence, which directs the individual’s behaviour in the most important aspects of his life” (Berne, 1972)
…. and goes on to say that individuals create organisations as part of their ongoing programs, based on theories of how to succeed or fail. So founders of organisations, consciously and unconsciously mould their organisations according to their belief system – warts and all!
These belief systems become ideologies that form the “personality” of the organisation and individuals are attracted to that organisation based on any perceived alignment with their own individual script.
Krausz says there are four issues which she identifies as relevant in the analysis of organisational functioning: work; time; people; and money. In each of these areas she describes effective and destructive behaviours.
We had some fascinating discussion about the way a script can be handed down for decades and how people can adhere to it even in the face of economic crisis such as that which we are now experiencing - when here-and-now, grounded, accounting problem solving is what is really required!
In the second theory session, we explored Summerton’s Game Pentagon (1992). His model is based on a systems approach to the “relationship knots” that occur in organisations and it recognises that while Berne identified, in his book “Games People Play” unconscious games (played outside of the player’s awareness), he also described conscious games.
Conscious games are played through angular transactions and are played to deliberately manipulate others.
The Game Pentagon takes account of conscious and unconscious games and adds to the roles of Victim, Persecutor and Rescuer (Karpman,1968), Stage Manager and Spectator.
In the group we explored the model, relating it to situations we have observed (or been part of!) in organisations and found it to be a really useful model for helping people to recognise alternative behaviours. As an example, if someone understands they were a Spectator in a game, they can be encouraged to take responsibility for action where appropriate.
It allows those in coaching, consulting or training roles etc to analyse situations in order to shed some light onto what has happened, and to then diagnose potential actions as a result, or once again whatever is appropriate within the contract.
We found the model to be rich in its possibilities and very helpful.
The works of both Krausz and Summerton are really interesting and I have a feeling we will be returning to learn more from them!
Thursday, 7 January 2010
Living Life on Purpose - Introducing Developmental Transactional Analysis
Funny how sometimes things just click, isn’t it? I have wanted for a long time to write a book, but somehow, have not got around to it. Not enough time! Too much to do! Training to deliver, meetings to attend, essays to mark etc etc.
Well, at the start of 2010 I have finally entered the world of cyberspace. I sent my first “tweet” two weeks ago (my son Chris said “Blimey! My Mum’s on Twitter. I’m not even on Twitter. Up is down, black is white …..”). And now I have decided to write what I see is an “immediate book” – a blog.
So my intention here – it’s odd, because at the moment I am writing this to myself – is to write a blog that describes aspects of my work as a Transactional Analyst (TA). I intend to write about Developmental TA and show ways of building self esteem, more meaningful relationships and confidence.
TA helps us to understand what makes us tick, what impact we have on other people and how we get ourselves into situations in our personal and professional relationships which are not always healthy or helpful.
My intention is to post regularly, once every week or couple of weeks depending on whether I have something to say, and the format I decide.
Watch this space!
Well, at the start of 2010 I have finally entered the world of cyberspace. I sent my first “tweet” two weeks ago (my son Chris said “Blimey! My Mum’s on Twitter. I’m not even on Twitter. Up is down, black is white …..”). And now I have decided to write what I see is an “immediate book” – a blog.
So my intention here – it’s odd, because at the moment I am writing this to myself – is to write a blog that describes aspects of my work as a Transactional Analyst (TA). I intend to write about Developmental TA and show ways of building self esteem, more meaningful relationships and confidence.
TA helps us to understand what makes us tick, what impact we have on other people and how we get ourselves into situations in our personal and professional relationships which are not always healthy or helpful.
My intention is to post regularly, once every week or couple of weeks depending on whether I have something to say, and the format I decide.
Watch this space!
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