How to Become a Creator using the TED Empowerment Model
Part 2: Mindset Strategies to Overcome Challenges
How we interact with the challenges we face has an incalculable impact on how successful we will be - in work and life. Mindset matters, and in this three-part series, I’m breaking down some simple models that can help you change your approach to challenges that will ultimately lead to you getting more of what you want in life, and less of what you don’t.
This post refers to a “Victim” mindset or orientation. I recognize this word can be triggering and acknowledge that there are many instances where people have been truly victimized. The language used here comes from Karpman’s Drama Triangle, where the word “victim” is not intended to represent an actual victim, but rather someone feeling or acting from a powerless position. Through my application of this model, I am careful not to apply this language to anyone else, nor minimize the experience of being on the receiving end of truly horrible behavior. I urge you to do the same.
The Brief
Not enough time to dive deep? You can get the cliff notes version via “The Brief” at the start of every post.
There are 3 characters in Stephen Karpman’s Drama Triangle - Victim, Persecutor, and Rescuer. We all have the ability to fall into any one of these roles.
David Emerald offered a “flip” to the Drama Triangle characters with his TED Model (which stands for The Empowerment Dynamic). Those characters are - Creator, Challenger, and Coach.
A Victim can become a Creator - When we see we’re stuck in the role of Victim, we can flip our approach and move towards a Creator mindset.
The Victim orientation is marked by a sense of powerlessness and blame, whereas the Creator mindset is characterized by a solution-oriented and action-focused approach.
Understanding the TED Empowerment Model can help you recognize the role you’re in, especially when facing challenges, and shows you a path to a more empowered approach.
From Victim to Creator using the TED Empowerment Model
The TED (The Empowerment Dynamic) Model, was developed by David Emerald in response to a therapeutic tool, the Drama Triangle by Stephen Karpman, MD. I was first introduced to this model as part of my Authentic Leadership Coach Training (CALC), and I have since found it an incredibly powerful tool to help illuminate the impact our mindset and approach can have on how we navigate the world, and the challenges we face. It’s illustrated in a simple parable-style book that is among my most recommended reads for Executive Coaching clients.
Central to the model is the transition from a Victim orientation, which is marked by powerlessness and blame, to a Creator mindset, which is characterized by a creative, empowered, and action-oriented approach.
It is the difference between looking at all that stands in your way and getting stuck there or focusing your energy on what you can do to move forward in a given situation.
When trapped in a Victim orientation, individuals often feel powerless, avoid taking responsibility, and typically wait on a Rescuer (another character) to come and fix things, or solve their problems for them.
There is no judgment here! We all fall prey to this mindset sometimes. The downside is, that if we’re unaware of it, we are prone to getting trapped in unhelpful cycles that foster complaining, helplessness, and ultimately, disengagement.
In the workplace, this mindset can manifest as an intense focus on problems and venting frustrations without considering how to move forward or looking for proactive solutions.
It basically leaves you helplessly marinating in your own crap! And none of us actually want to live there.
The way out of it is to embrace a Creator orientation. This emphasizes personal responsibility (in line with an Internal Locus of Control discussed in Part 1, you can read here). Creators embody the belief that while we can’t choose a situation, we can choose our response. Creators acknowledge problems, but are propelled by forward energy, moving quickly towards action and finding a path through challenges, even if it means only taking baby steps toward their ultimate goals.
If you've already read Part 1 on the Locus of Control, you may observe some similarities. What the TED model adds is an emphasis on the interpersonal aspect. It allows us to assess how we interact with each other by examining the interplay of various mindsets. Consequently, this model is more effective at explaining how group dynamics can often turn into dramatic and unproductive scenarios rather than fostering productivity.
To Illustrate . . .
But how does this actually show up in the real world? Let me illustrate.
This example is loosely based on my experience as an Executive Coach, and many of the things I have seen in my practice in the last ten years. I would never break or jeopardize the confidentiality of my clients or use a direct example. When reading situations such as this, you can assume they are informed by experience and likely have aspects that are informed by multiple clients’ experiences but are fictitious in nature.
Sarah felt overwhelmed by where she was in her career, and unsure about what to do next. She came to me blaming the lack of opportunities her current workplace was offering and complaining about her boss’s leadership style. She felt trapped and didn’t know what to do to stop feeling so dissatisfied. I picked up that she was feeling hopeless, and a bit sorry for herself. Here are the four-steps she moved through that helped her get firmly into a Creator orientation.
Transitioning to a Creator Mindset:
Recognizing the Victim Mindset: I sent Sarah the TED book. Rather than label her a “victim” (which is not the case! Rather, her reaction to this particular situation had nudged her toward this orientation), I hoped to illustrate the power our approach can have on how we deal with situations. She immediately saw that she was feeling powerless, and blaming her bosses for her current situation.
Taking Personal Responsibility: Her next step was to take responsibility. While she could acknowledge that most of what was going on was not her fault, she also acknowledged that she did need to respond to her situation.
She acknowledged that it was her “response-ability” that was ultimately going to make the difference.
Focusing on Solutions: In coaching, we began to focus not so much on the challenges and explaining why, but on what paths she could start investigating to change things. This looked like the possibility of carving out a new role internally, looking for a new job altogether, or even starting her own consultancy.
Taking Action: She decided, after investigating all of the above paths, that it was best for her to exit that organization gracefully, and she took a new role that was more closely aligned with the work she loved doing most.
By recognizing that she was stuck in her problem and then adopting a Creator mindset, Sarah almost instantly became more solution-oriented and proactive and ultimately made the decision to change the situation.
Lesson to Take: Even though Sarah felt helpless when she started coaching, it wasn’t that she was stuck at all - she was simply in the roundabout of feeling powerless, which wasn’t serving her. As soon as she could see this, she changed her approach to being an empowered Creator, and altered the situation for the better.
Tool: Flipping from Victim to Creator
Self-awareness is crucial when it comes to moving yourself from a Victim orientation to a Creator mindset. You have to be able to recognize when you get stuck in this trap. Understanding the TED Model (The Empowerment Dynamic) is an excellent starting point for building this self-awareness that can facilitate a more conscious “choosing” of one’s perspective in the future.
Book: David Emerald outlines the model and the differing characters we can embody in his parable-style book - The Power of TED: The Empowerment Dynamic. It’s an easy read, and as it is told as a story, it really helps the concepts land. This is one of the books I most frequently recommend to clients.
Reframe: While we may not be responsible for finding ourselves in a situation, we can only move forward from a place of empowerment when we recognize that it is our responsibility - our “response-ability” i.e. our ability to respond - that will make the difference. Ask yourself: How do I choose to respond to this?
Important note: As mentioned above, don’t ever label others as 'Victims.' We can all appreciate how that wouldn’t go down well! I see this as an individual tool driven by self-identification, not one I use in a group setting.
In the other parts of this series, we delve deeper into the transformative impact of mindset, including "Locus of Control" and "Growth Mindset," to equip you with a holistic approach to personal and professional excellence. Stay tuned as we explore these empowering concepts that can reshape the way you navigate life's challenges.
Kate Snowise trained as an Industrial & Organizational Psychologist in New Zealand, before moving to the US ten years ago, where she has since established herself as a prominent Executive Coach, Speaker and Facilitator. She is dedicated to guiding leaders towards deeper self-awareness and supporting people-centric organizations. Recognized as a top Executive Coach by the Coach Federation and Culture Amp, she has also been listed among the Top 15 Coaches in St Paul, MN by Influence Digest. Kate’s thoughts and insights have graced prestigious platforms including FastCompany, Forbes, MindBodyGreen, and Huffington Post.
To learn more about Kate, connect with her on LinkedIn or reach out www.thrive.how.
