What is the Karpman Drama Triangle?
The Karpman Drama Triangle is a psychological and communication model developed by Dr. Stephen Karpman in 1968. It outlines a pattern of dysfunctional social interaction that people can fall into—often without realizing it. The triangle consists of three roles:
Victim: Feels oppressed, helpless, or hopeless. Their inner narrative sounds like “This always happens to me.”
Persecutor: Blames others, is critical or controlling. Their story is “You’re the problem.”
Rescuer: Steps in to fix or save others (sometimes uninvited). Their mantra is “Let me help you.”
These roles can shift fluidly in conversation. Someone may start as a Rescuer and end up feeling like the Victim or acting as the Persecutor.
Why it Matters in Leadership
The Drama Triangle is a powerful lens for understanding team dynamics, especially during conflict, miscommunication, or high-stress periods. It brings awareness to unconscious roles people may play and helps leaders:
Notice recurring interpersonal patterns
Step out of reactive behaviors
Cultivate accountability and healthier communication
When to Use the Drama Triangle
This model is especially useful when:
A team is caught in unproductive conflict cycles
A leader feels drained from “solving everything”
An employee often plays the victim or blames others
Cross-functional collaborations keep breaking down
Feedback conversations turn emotionally charged
How to Apply it with Teams
1. Introduce the Concept
Host a short learning session or workshop. Use visual aids to explain each role and provide real-world examples (anonymized, of course!).
2. Normalize the Pattern
Let your team know that everyone plays these roles from time to time—it’s human. The goal isn’t blame, but awareness.
3. Move Toward the Empowerment Triangle
David Emerald’s work reframes the Drama Triangle into a healthier dynamic:
Victim → Creator
Persecutor → Challenger
Rescuer → Coach
Encourage team members to ask:
What is within my control?
How can I support without rescuing?
How can I challenge in a constructive way?
4. Use it as a Reflection Tool
In 1:1s or retrospectives, try questions like:
“What role might you have stepped into during that conversation?”
“What did you need, and how could that have been asked for differently?”
“How could we reframe this into a more empowered dialogue?”
Advice for Leaders Adding This to Their Toolkit
✅ Start with yourself – Notice which role you tend to play under stress. Awareness is step one.
✅ Don’t label others – Use the framework to invite curiosity, not judgment. “I wonder if we’re stuck in a triangle here” is better than “You’re being a Persecutor.”
✅ Model healthy behavior – Shift into the Empowerment Triangle yourself. Be a coach instead of a fixer. Invite ownership instead of enabling.
✅ Make it ongoing – Reference it in meetings, feedback sessions, and team development efforts. The more it’s woven in, the more powerful it becomes.
Final Thought
The Karpman Drama Triangle gives leaders and teams a language for understanding conflict and a path to move forward more intentionally. At Tomiko Consulting, we believe great leadership starts with great awareness—and this model is a great place to begin.
