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Introduction to Transactional Analysis

This is a presentation for the Learning and Skills Show at Olympia in January 2013.

Adrian Green

on 27 January 2013

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Transcript of Introduction to Transactional Analysis

The Egostates An Introduction
Transactional Analysis Kay Buckby
The Development Company Parent Nurturing Structuring Where are values are

How we behave towards others

Our standards and expectations of others Objectives The basic model of personality
Drivers model of values
The stroking model
Hints and tips on how to use them as a trainer, coach and facilitator Transactional Analysis (TA) Psycho-social approach – nurture theory
Eric Berne developed the theory
Child development (schools)
Leadership/management development
Individual development
Psychotherapy Parent "Do you like to be caring, helpful?”

Soft tone, expression
“There there”

May be over protective, disable people “Do you like to be firm, in control?”

‘Firm’ tone, rules important, decisive,
likes boundaries and structure

Can be dominant, opinionated Adult “Do you like to be logical?”
Logical, rational, works with facts
A thinker, uses reason, non-judgemental
Good at problem solving
People may think you ‘cold’, unfeeling Adult Child Our emotional self

Child split into Adapted and Natural Child

If over Adapted, may rebel against Parent ego state Adapted Natural Rebel (If over-adapted) Child Egostates Do you like to be spontaneous, creative?”

You do things for you, instinctive
In touch with creative side

Can behave inappropriately, be selfish and/or over emotional Natural Child Adapted Child “Do you like to be compliant, tolerant?”

‘Little’ girl/boy lost voice/body language
Likes to fit in with others, be compliant

Can be over-compliant, anxious Rebel Child “Do you like to rebel against rules?”

Likes change

Can be rebellious to authority Uses in Development Explore own strengths and limitations

Explore differences in approach and conflict

Adapt behavioural style – visual model so useful to move
from Egostates

Drama based

‘Smarties’ when I’m coaching Drivers Our values and standards

We speak them every day

5 Driver styles Drivers Be Strong Need:

To be in control
To not show feelings
To not ask for help
To put on a façade to appear to cope well with stress calmness under pressure
Will not ask for help or admit weakness
Is conscientious
Has a strong sense of duty
May seem cold and distant or overly jovial Try Hard Is enthusiastic
Is energetic with new ideas
Loses interest and moves on to new things
Is not thorough at following up all possibilities
Tends not to finish and others have to take over Hurry Up Works quickly
Responds well the deadlines
Gets a lot done in a short time
Makes mistakes
Lacks attention to detail
Gets impatient
Finishes others' sentences Be Perfect Is accurate
Checks carefully
Is well organised
Looks ahead for potential problems
Includes too much detail
Checks over and over
Criticises over minor details
Is rarely satisfied Please People Encourages harmony
Good team member
Considers others
Intuitive and aware
Will not confront
Anxious for the approval of others
Feels misunderstood
Hurt by criticism Be Strong Try Hard Hurry Up Be Perfect Please People Uses in Development Stress and Time Management training
Explore options - allowers for change
Understand conflict and tensions
Examine blockages in goal achievement
Relationship exploration
Team under-performance Stroking A unit of recognition

We seek strokes High Positive

Low Positive

Low Negative

High Negative

No Strokes Lots of contact "I hate you" No contact Ignoring Cuddle, kiss "I love you" No contact "Well done" No contact "You're naughty" Stroking And Finally... Today is my Birthday Happy Birthday to You
Happy Birthday to You
Happy Birthday Dear Kay…
Happy Birthday to You. Thank you Stroking - Uses in Development Communication
Focus on positive stroking
Full transcript