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."
Encouraging Growth You can use your understanding of Transactional Analysis to foster personal and professional growth within your team. This can be particularly helpful if you feel you are doing it all.
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
在我最近的积极心理学研究中（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刻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，领导者主要的自我状态可以显著影响团队成员的回应和行为，塑造整体的团队动态。
在任何时候，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，你注意到你从批判父母状态运作，设定严格的截止日期和期望。认识到一些团队成员反应防御性，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。”
鼓励成长 你可以利用对沟通分析心理学的理解来促进团队内的个人和职业成长。如果你觉得你在做所有事情，这可能特别有帮助。
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，你建议我们如何进行？”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，其他时候是探戈。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，还促进更健康、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如何促进理性决策、冲突调解和团队成长。文章通过实例说明领导者如何通过意识、适应性和状态匹配来优化团队动态，强调成人状态在创造平衡、公平环境中的关键作用，并联系志愿者领导协调场景，突出其促进协作和问题解决的价值。
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 这篇文章就像在说，我们每个人心里都有三个小角色——一个是像爸爸妈妈一样照顾人或批评人的“父母角色”，一个是像小朋友一样爱玩或听话的“儿童角色”，还有一个是像科学家一样冷静思考的“成人角色”。当你是志愿者团队的领导时，如果你多用“成人角色”，就是那个冷静思考的科学家，就能帮助大家好好商量事情、一起解决问题，让团队更团结、更有创意！
TA沟通分析心理学理论评价 从沟通分析心理学视角看，本文精准阐述了自我状态理论在领导力中的核心应用。成人自我状态作为理性、客观的定位，在志愿者领导协调中展现出卓越的调节功能，它能有效中和父母状态的权威性或儿童状态的情绪化，促进“我好-你好”的健康心理地位。文章通过状态匹配与不匹配的实例，生动体现了沟通分析中的“交互作用”概念，即领导者通过有意识地选择自我状态来引导团队互动，这强化了理论中“自主性”与“脚本”重写的实践意义。这种聚焦于成人状态的应用，不仅符合沟通分析追求“成人”决策的目标，还深化了理论在非营利组织环境中的适应性。
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领域广泛，特别适合志愿者领导协调、社区项目管理、非营利组织运营、团队建设活动和冲突调解场景。它可以解决人们的十个问题——第一，帮助志愿者领导减少情绪化决策，提升团队理性协作；第二，缓解团队成员间的沟通障碍，促进开放对话；第三，降低因权威压制导致的创意抑制，鼓励创新思维；第四，改善志愿者动力不足问题，通过成人引导增强参与感；第五，解决任务分配不均的冲突，以客观态度协调资源；第六，应对紧急事件时的混乱，用冷静分析稳定团队；第七，提升志愿者个人成长，培养独立解决问题能力；第八，减少领导疲劳，通过授权成人状态分担责任；第九，增强团队凝聚力，建立基于相互尊重的文化；第十，优化志愿者培训效果，应用理性方法提升技能学习。这些应用都体现了沟通分析心理学在促进积极人际互动方面的强大潜力。