Navigating Uncertainty: Don't Get Stuck in the Drama Triangle
- Andrew Sherman
- Mar 17
- 2 min read
Updated: Mar 18
In today's uncertain world, it is not surprising that stress levels are rising with so much political instability, AI-driven disruptions, and economic turbulence. Consider how these external pressures might influence tension in the workplace, hampering our ability to collaborate effectively. Leaders would benefit from considering the interconnected systems we live and work in and how these anxieties might affect team dynamics.
Much like. watching US politics, one pattern that can arise in the workplace is the Drama Triangle, a psychological model developed by Stephen Karpman. The narrative patterns of the drama triangle are not suprising, we are hardwired for stories with hero's and villian's, especially simple stories to make sense of complex problems. The Drama Triangle is triggered by stress, fear, and unmet psychological needs. It often emerges when individuals feel powerless, overwhelmed, or emotionally unsafe.
The model illustrates three dysfunctional roles we may unwittingly adopt.
The Victim: This role feels powerless, overwhelmed, or unfairly treated, seeking rescue or casting blame instead of taking proactive ownership of the situation.
The Rescuer: Positioned as the saviour, this role intervenes to solve others’ problems, providing support that inadvertently reinforces the victim mindset.
The Persecutor: This role criticises, blames, or controls others, often fuelled by frustration or fear, further complicating team dynamics.
In times of uncertainty, it’s easy for these roles to surface as individuals seek control, validation, or a way to avoid discomfort. This cycle can undermine resilience, erode trust, and stifle productivity if left unaddressed.
Leaders can employ coaching strategies to help people escape the Drama Triangle, fostering healthier team dynamics. By enhancing awareness and practising adaptive leadership, they can transition relationships from dysfunction to growth.
Increase Awareness: Encourage team members to recognise when they are slipping into these roles. Ask reflection questions like: How does blaming or attempting to save others impact the situation?
Strengthen Ownership: Foster a culture that emphasises taking responsibility and shifting from blame to problem-solving. Empower your team to ask: What can I change, and what must I accept?
Lead with Empathy: Remember, uncertainty heightens emotions. You can keep your team engaged and accountable by actively listening, acknowledging concerns, and creating a psychologically safe environment. Consider: How might others feel about this situation?
Change is a constant in our lives, but engaging in drama is a choice. Leaders who cultivate a culture of trust, accountability, and empathy can help steer their teams through challenging times, avoiding the pitfalls of unproductive conflict.
