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。
在任何时候，我们可能会发现自己，或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，这也可能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。从这种状态运作的领导者促进平衡和公平的工作环境。他们可能鼓励开放沟通、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，从而在团队内实现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。通过示范成人行为，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：如果一名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，这可能会升级局势，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，以及我们如何能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，看看我们如何能一起解决它们。”
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。如果你觉得自己在做所有事情，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，你建议我们如何继续？”这种方法帮助他们发展解决问题的技能和决策信心。
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他人可能从不同的状态运作，这可能会将我们拉入不希望的状态，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，探讨了领导力中自我状态（特别是成人自我状态）对团队管理的影响。文章解释了父母、成人和儿童自我状态的概念，强调领导者主导的自我状态如何塑造团队动态。重点分析了成人自我状态在促进理性决策、开放沟通和冲突调解中的作用，并通过实例说明领导者如何通过意识、适应性和鼓励成长来应用这些理论，以提升团队效能和营造积极工作环境。
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：这篇文章就像在说，当领导的人心里有三种声音，一种是像爸爸妈妈一样照顾人或批评人，一种是像小朋友一样想玩或听话，还有一种是像大人一样冷静思考。如果领导多用大人声音，团队就会更公平，大家更愿意一起想办法，不会吵架，工作也更开心。
TA沟通分析心理学理论评价：本文精准运用了沟通分析心理学中的自我状态理论，特别是突出了成人自我状态在领导力中的核心价值。文章从结构上清晰区分了父母、儿童和成人状态，并深入分析了成人状态作为理性中介的功能，这完全符合沟通分析心理学强调的“成人状态是问题解决和现实检验的基础”这一原则。通过匹配和不匹配状态的策略，文章展示了如何运用自我状态理论来优化人际互动，体现了沟通分析心理学在动态关系调整中的实用性。整体评价聚焦于理论的应用转化，而非单纯概念阐述，这强化了沟通分析心理学在领导力发展中的可操作性。
在实践上可以应用的领域和可以解决人们的十个问题：1. 职场领导力培训，帮助领导者识别和调整自我状态以提升团队管理。2. 团队建设活动，通过自我状态意识改善成员间的沟通和协作。3. 冲突调解，运用成人状态化解职场中的分歧和紧张关系。4. 员工发展计划，鼓励员工培养成人状态以增强决策能力。5. 组织文化塑造，促进以尊重和理性为基础的工作环境。6. 会议 facilitation，引导讨论保持客观和建设性。7. 绩效反馈，使用成人状态提供公平和有效的评估。8. 变革管理，在组织变动中维持稳定和理性的应对。9. 心理健康支持，帮助个体平衡自我状态以减少压力。10. 教育培训，在学校或机构中教授自我状态概念以提升人际技能。