Denial competence curve

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During this stage we may appear to be very active as we look to be busily occupied doing things. In a new job we may find that we do what we used to do. We fall back on the old and tried and tested techniques that worked in the past. If things have changed however, these activities are likely to be unhelpful or unnecessary or even unwanted in the new situation we are in. We might feel better because we are active and doing something. Our managers, on the other hand, may experience frustration as it appears that we are not doing the job that we were taken on for. During this stage it is useful to have someone that we trust who will give us feedback on our behaviour, to help us grasp the new reality we are in and yet at the same time understanding the need to be active.

transcript

Denial Competence curve

Prepared By Manu Melwin JoyResearch Scholar

School of Management StudiesCUSAT, Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public

forms and presentations.

Introduction

• For a long time now it has been

recognised that during any change

people go through certain stages.

• These stages, as they progress

over time, change the way we are

seen by others and how we feel

about ourselves.

Introduction

• These stages can be plotted on a

graph known as the Change or

Competence Curve.

• Julie Hay matched stages in the

competence curve against stages

in the developmental cycle (Hay

1992).

Competence Curve

Cycles of development

Stage 2• Stage : Doing.• Competence : Denial.• Activity - During this stage we may appear to be

very active as we look to be busily occupied doing things. In a new job we may find that we do what we used to do. We fall back on the old and tried and tested techniques that worked in the past. If things have changed however, these activities are likely to be unhelpful or unnecessary or even unwanted in the new situation we are in. We might feel better because we are active and doing something. Our managers, on the other hand, may experience frustration as it appears that we are not doing the job that we were taken on for. During this stage it is useful to have someone that we trust who will give us feedback on our behaviour, to help us grasp the new reality we are in and yet at the same time understanding the need to be active.

References

Thank You

Other TA topics available on slideshare1. Strokes - http://www.slideshare.net/manumjoy/strokes-24081607.

2. Games People Play - http://www.slideshare.net/manumjoy/psychological-games-people-play.

3. Structural Analysis - http://www.slideshare.net/manumjoy/the-ego-state-model.4. What is TA? - http://www.slideshare.net/manumjoy/what-ta-is5. Cycles of Development -

http://www.slideshare.net/manumjoy/cycles-of-developement-pamela-levin-transactional-analysis.

6. Stages of Cure - http://www.slideshare.net/manumjoy/stages-of-cure.7. Transactions - http://www.slideshare.net/manumjoy/transactions-33677298.8. Time Structuring - http://www.slideshare.net/manumjoy/time-structuring.9. Life Position - http://www.slideshare.net/manumjoy/life-position.10. Autonomy - http://www.slideshare.net/manumjoy/autonomy-33690557. 11. Structural Pathology - http://www.slideshare.net/manumjoy/structural-pathology.12. Game Analysis - http://www.slideshare.net/manumjoy/game-analysis-33725636.13. Integrated Adult - http://www.slideshare.net/manumjoy/integrated-adult.14. Stroke Economy - http://www.slideshare.net/manumjoy/stroke-economy-33826702.