英文原文
Within my recent Positive Psychology studies (yes, another qualification!) I have delved into many areas of interest in relation to life and leadership. One area that has me currently buzzing with thought comes from the field of Transactional Analysis, particularly the concept of ego states, and how it relates to our mahi as leaders.
Within Transactional Analysis, the concept of ego states of Parent, Adult and Child speaks about the ego-space from which we may be operating at any given time. Being aware of these spaces not only influences our own self-awareness, it also supports us to understand how one’s ego state can influence others. In leadership, a leader's predominant ego state can significantly affect team members' responses and behaviours, shaping the overall team dynamic.
At any given time, we might find ourselves, or consciously choose to operate, from either a Parent, Child, or an Adult state. Each state, or positioning has some behavioural tendencies, which can also provoke certain reciprocal behaviours from others. Furthermore, when aware of our own position, we can also optimise this to support those we lead to level-up their own state.
The Adult state is neutral and objective, focused on data, facts, and rational thinking. Leaders operating from this state promote a balanced and fair work environment. They are likely to encourage open communication, critical thinking, and a collaborative approach to problem-solving. This encourages team members to also engage their Adult state, leading to more effective and rational decision-making within the team.
The Adult state helps to mediate between the Parent and Child states, creating a stabilising influence that can diffuse potential conflicts and encourage constructive interactions. By modelling Adult behaviours, leaders can help team members develop their own Adult responses, fostering a culture of respect, responsibility, and logical thinking.
Mismatching States: If a team member is acting rebelliously and refusing to follow procedures, they are in a Child state. Instead of responding with authority from a Critical Parent state, which might escalate the situation, you can adopt the Adult state. Provide calm, rational guidance: "I see you're frustrated with the current procedures. Let's discuss why they're important and how we can make this process smoother for everyone."
Leader Awareness: During a meeting, you notice you are operating from a Critical Parent state, setting strict deadlines and expectations. Recognising that some team members are reacting defensively, you consciously shift to an Adult state, encouraging open discussion about the challenges and seeking their input on the deadlines. "I understand the deadlines are tight. Let's talk about any obstacles you’re facing and see how we can address them together."
For example: You notice that some team members often defer to you for decision-making. To foster their growth, you encourage them to operate more from their Adult state. During a team meeting, instead of providing all the answers, you pose questions that promote self-awareness and critical thinking. "What do you think is the best approach to tackle this issue? How do you suggest we proceed based on the data we have?" This approach helps them develop their problem-solving skills and confidence in making decisions.
When we are aware-of, and understand each of these states as leaders, we are then able to lead more consciously and purposefully. We can also start to realise when others may be operating from different states that can pull us into an undesired state, and adapt our own positioning to manage this.
Leading is highly complex, and can be like a dance; sometimes a waltz, and other times a tango. In recognising the impact of our own ego state and those of our teams, we are able to create a balanced environment that fosters growth, creativity, and mutual respect. This approach not only enhances individual and team performance but also contributes to a healthier, more supportive workplace culture.
中文翻译
在我最近的正向心理学研究中（是的，又一个资格认证！），我深入探讨了许多与生活和领导力相关的兴趣领域。目前让我思考不断的一个领域来自沟通分析心理学，特别是自我状态的概念，以及它如何与我们作为领导者的工作相关。
在沟通分析心理学中，父母、成人和儿童自我状态的概念指的是我们在任何特定时间可能运作的自我空间。意识到这些空间不仅影响我们自己的自我意识，还帮助我们理解一个人的自我状态如何影响他人。在领导力中，领导者主导的自我状态可以显著影响团队成员的回应和行为，塑造整体团队动态。
在任何特定时间，我们可能会发现自己，或者有意识地选择从父母、儿童或成人状态中运作。每种状态或定位都有一些行为倾向，这也会引发他人的某些互惠行为。此外，当我们意识到自己的定位时，我们也可以优化这一点，以支持我们领导的人提升他们自己的状态。
成人自我状态是中性和客观的，专注于数据、事实和理性思考。从这个状态运作的领导者促进平衡和公平的工作环境。他们可能会鼓励开放沟通、批判性思维和协作解决问题的方法。这鼓励团队成员也参与他们的成人状态，导致团队内更有效和理性的决策。
成人自我状态有助于调解父母和儿童状态，创造一种稳定影响，可以化解潜在冲突并鼓励建设性互动。通过模拟成人行为，领导者可以帮助团队成员发展他们自己的成人回应，培养尊重、责任和逻辑思维的文化。
状态不匹配：如果一个团队成员行为叛逆并拒绝遵循程序，他们处于儿童状态。与其从批判性父母状态以权威回应，这可能会升级情况，你可以采用成人状态。提供冷静、理性的指导：“我看到你对当前程序感到沮丧。让我们讨论为什么它们重要，以及我们如何让这个过程对每个人都更顺畅。”
领导者意识：在一次会议中，你注意到你正在从批判性父母状态运作，设定严格的截止日期和期望。认识到一些团队成员正在防御性地反应，你有意识地转向成人状态，鼓励关于挑战的开放讨论，并寻求他们对截止日期的意见。“我理解截止日期很紧。让我们谈谈你面临的任何障碍，看看我们如何一起解决它们。”
例如：你注意到一些团队成员经常依赖你做决策。为了促进他们的成长，你鼓励他们更多地从他们的成人状态运作。在一次团队会议中，而不是提供所有答案，你提出促进自我意识和批判性思维的问题。“你认为解决这个问题的最佳方法是什么？根据我们拥有的数据，你建议我们如何继续？”这种方法帮助他们发展解决问题的技能和决策的信心。
当我们作为领导者意识到并理解这些状态中的每一种时，我们就能够更有意识和有目的地领导。我们也可以开始意识到当其他人可能从不同的状态运作时，这可能会将我们拉入不想要的状态，并调整我们自己的定位来管理这一点。
领导力非常复杂，可以像一场舞蹈；有时是华尔兹，有时是探戈。在认识到我们自己自我状态和我们团队状态的影响时，我们能够创造一个平衡的环境，促进成长、创造力和相互尊重。这种方法不仅增强个人和团队表现，还有助于更健康、更支持性的工作场所文化。
文章概要
本文基于沟通分析心理学理论，探讨了自我状态（父母、成人、儿童）在领导力中的应用，特别聚焦于成人自我状态在团队领导和项目管理中的关键作用。文章解释了领导者如何通过意识、适应性和状态匹配来优化团队动态，促进理性决策、开放沟通和协作，从而提升团队绩效和创造支持性工作环境。
高德明老师的评价
用12岁初中生可以听懂的语音来重复翻译的内容：这篇文章讲的是，当我们当领导或者管项目时，心里有三种状态，就像三个小人儿在说话。一个是“父母小人”，总是想照顾人或批评人；一个是“儿童小人”，可能很调皮或者很听话；还有一个是“成人小人”，最冷静，喜欢讲道理、看事实。文章说，如果领导多用“成人小人”状态，团队就会更公平、更会一起想办法，大家也更敢说出自己的想法，这样工作起来更开心、更有效。
TA沟通分析心理学理论评价：从沟通分析心理学视角，本文精准阐述了自我状态理论在领导力情境中的动态应用。文章强调了成人自我状态作为理性中介的核心价值，它有效平衡了父母状态的权威倾向和儿童状态的情绪化反应，体现了沟通分析中“我好-你好”的健康心理定位。通过状态匹配与不匹配的策略，领导者能够灵活调整互动模式，这符合沟通分析关于“安抚”和“时间结构”的理论框架，促进建设性沟通而非破坏性游戏。文章还突出了自我觉察在领导实践中的重要性，这与沟通分析强调的“脚本分析”和“再决定”理念一致，支持领导者从固定模式转向自主选择，从而优化团队心理契约和互动质量。
在实践上可以应用的领域和可以解决人们的十个问题：在实践上，成人自我状态的应用可广泛覆盖职场管理、教育培训、团队建设和个人发展等领域。具体可以解决人们的十个问题包括：1. 如何减少团队冲突，通过理性对话化解分歧；2. 如何提升决策质量，基于数据和事实而非情绪；3. 如何鼓励员工自主性，减少对领导的过度依赖；4. 如何改善沟通效率，避免误解和防御性反应；5. 如何培养批判性思维，促进创新和问题解决；6. 如何建立公平环境，增强团队信任和尊重；7. 如何管理压力情境，保持冷静和客观；8. 如何支持员工成长，通过提问引导而非直接给答案；9. 如何优化项目管理，确保流程顺畅和协作；10. 如何塑造积极文化，减少职场焦虑和提升满意度。这些应用展现了沟通分析心理学在提升组织效能和个体福祉方面的强大潜力。