What do I mean when I say that I COACH based on Transactional Analysis?
For some time now, I have told several friends I'm in the specialization phase of professional training as a Transactional Analyst as I am strongly persuaded that my career path is seamlessly connected to talent management, adults education, coaching and psychology, and to any business endeavors in those areas.
So, what is Transactional Analysis (a.k.a. T.A.)?
Here's a brief note on it -- It's four things
- A Humanistic Psychological Approach on Human Personality
- A Theory on Communications
- A System of Techniques applied in Psychotherapy
- A Philosophy of Life
Originally born from Psychoanalysis thanks to its creator, Eric Berne, currently being one of the six approaches in the Psychological Science, and having evolved into a differentiated and a proven & effective approach on Change & Learning in the Clinic, Social, Educational and Organizational fields,Transactional Analysis allows me to understand what "thoughts & feelings" lie behind what people "say & do", and based on this —as a Coach— I help people become aware of what they would like to change or learn.
Once my client decides what to change or learn, I accompain him/her in his/her journey of growing into the best version of themselves: achieving what they want, and overcoming the challenges on the way.
So basically, nowadays when I work as a Coach, I do it based on this approach and based on NeuroLinguistic Programming as well.
If you are interested in Transactional Analysis, you may join us in the 2009 Global TA Conference which will take place this year in Peru!
As part of the Pre-Conference Institutes, the renown T.A. 101 —an introductory workshop into TA approach— will be delivered by one of the Top Trainers in TA in the Global Network. Anyone interested may register, join us and learn!
I would love you to elaborate a bit on this post.
ResponderEliminarSince being a trainer myself - mainly working with young people aged 18-30, I get concerned hearing your expression "to understand what "thoughts & feelings" lie behind what people "say & do" as well as "I help people become aware of what they would like to change or learn" - how can you with this method make sure that this is really what they want, especially if they aren't aware of their own wishes - without manipulating them?
Thanks,
Pernille
Hi Pernille,
ResponderEliminarThank you for such an interesting question. Let's take this situation as an example:
"You're on a ten-way conference call, and it's your job to lead the discussion. Simultaneously, you are reviewing the
information that your team has sent you just minutes ago, and summarizing it into a report. Suddenly, a client from another project instant messages you with an important question. While trying to talk out loud on the call and think of a concise and helpful answer at the same time, your voice inevitably trails off. You snap to as you realize someone is saying, “Hey, are you still there?” but can't remember what you had been talking about. You clear your throat as you scramble to recollect your
thoughts..."
A client comes to me and says: I can't take it anymore. I'm over the edge, and continues talking about this experience for 15 minutes. His pace is fast, his movements wide. It's as if he were driving a car 100 km/h. And while he talks and acts like this, he reveals he thinks that everything has to be alright. Now, all these I get from listening and observing his behavior: how he talks, what he does when he talks.
At this point I have intuited what is going on, but that's not the bottomline. What
really matters is what he thinks and what he feels. What matters is that HE figures out what is really working (or not) in his way of handling the situation, and once he figures out what actions do not satisfy him anymore, I help him decide what he would like to do. Does he want to change? It's his call to say what to do next.
Reaching a point where he says -this is what I want to change- can take 40 minutes, 3 months, or may never happen. It is up to the person to chose whether a new way of being is more suitable to his idea of well being. My job there is to help him figure out what goes behind all this.
This is when the client is invited to figure out what he truly feels and/or thinks, and from there, become aware what triggers that.
What does he do that invites him to feel/think that way? Do those actions help him solve the situation at hand? What does he believe in order to do the things that invite him into such emotional state? Are those beliefs realistic here and now? What options to conveniently, properly, and pleasantly handle the situation are being overlooked? How does he feel about seeking more alternatives? What alternatives does he think are also available or not? Which alternatives is he willing to go for? Are they convenient? Are they adequate? will he enjoy them? If not, what stops him from experimenting all this? What does he feels when discussing new options? What does he think about them? Etc.
Manipulation comes from believing that "one has the right understanding and the solutions to provide", from either prosecuting someone to change while telling them what we think is best for them, telling them that unless they do as told, they will undergo such and such situation, inviting someone to fear.
Or, by providing someone with unrequested options to change trying to save him, instead of helping the client think by himself how to handle the situation autonomously. It's him who figures out a way, and it's our job to facilitate the process.
So, to help someone become aware of what they would like to change or learn, just ask them, and they'll decide.
Now, transferring this to a training scenario, I would present the session agenda, have everyone define what they would like to learn in that session, based on the agenda we'll work with. In the end, as they drive their own learning,
I would ask them how do they feel about their goal. Have they reached it? How so? If not, what would they like to do to reach it?
Thanks for the comment! David.