The final part of my blog about what I wrote in INTAND newsletter (Hay, 2003).
Organisations spend a lot of time and money on training and development activities that are designed to encourage employees to show initiative, or to prompt managers to empower their staff. Transference and counter transference processes undermine these activities, yet they are rarely mentioned as part of the training.
There are several ways in which we can help people (including ourselves) to become aware of these processes so they can be eliminated:
It may seem strange to suggest we could use transference but therapists do this routinely to enhance their work with clients. For example, a client who thinks the therapist is a good parent will be more likely to act on the therapist’s advice; a client who thinks the therapist is ‘bad’ can be allowed to work through their issues without being punished by the therapist.
Other helping professionals, and managers, can also use the transference process in a positive way, provided they are aware of it. This awareness is the key – once transference and/or countertransference are recognised, the professional uses this knowledge to plan more effective ways of interacting, as outlined in Table 3.
Examples might be:
Hay, Julie (2003) Transference INTAND Newsletter 11:1 1-8
© 2018 Julie Hay
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