Ok modes model shows how we communicate or behave with others. It consists of ten Modes with a central Mindful Process.

1. OK modes model

2. Prepared By
Manu Melwin Joy
Research Scholar
School of Management Studies
CUSAT, 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
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3. Content
• Introduction.
• Central Circle Element.
• Mindful process.
• Effective modes.
• Ineffective modes.

4. Introduction
• The Transactional Analysis
OK Modes Model has been
developed by leading TA
practitioners and thinkers
Mountain Associates (Anita
Mountain and Chris
Davidson).

5. Introduction
• This model shows how we
communicate or behave
with others. It consists of
ten Modes with a central
Mindful Process.
• When we come from the
green Modes we invite a
positive response, and
when we communicate
from a red Mode, we invite
a response from one of the
red Modes.

6. Central Circle Element
• The central circle
element, upon which the
full model is built, is in
itself a representation of
effective communication.
• When we are in the one of
the four effective Modes
shown around the circle we
are responsive to the
present situation.

7. OK modes model
• Generally when something
is said from an effective
Mode the response from
the other person is also
likely to be from an
effective Mode.
• Equally, where a
communication comes
from an ineffective
Mode, the invitation is for
the other person to
respond from one of the
ineffective Modes.

8. OK modes model
Effective Modes Ineffective Modes
Structuring Criticizing
Inconsistent
Supporting Interfering
Co-creating Over-adapted
Oppositional
Playful Reckless

10. Mindful Process
• Not a Mode, this is a
requirement or condition
enabling effective Modes to be
accessed/used.
• When we are operating
mindfully, we communicate
'OK to OK' messages.
• We operate appropriately in
the here-and-now and have
access to the positive aspects
of the care and structure we
have received in the past and
the experiences we had in
childhood.

11. Effective Modes
• Structuring Mode - This is the
boundary setting Mode, offering
constructive criticism. In this Mode
we are caring whilst firm.
• Supporting Mode - When in this
Mode we are affirming and
considerate.
• Co-creating Mode - From this
Mode we develop ways to help us
live and work with others.
• Playful Mode - This is the
creative, fun loving, curious and
energetic Mode. We can confront
people playfully as a way of
dealing with a difficult situation.

12. Ineffective Modes
• Criticizing Mode - communicates a
"You're not OK" message. When in this
Mode you will believe that others
cannot do things as well as you can, or
perhaps only certain chosen people can.
• Inconsistent Mode - As a leader we
might be inconsistent in our style -
changing our behavior in unpredictable
and apparently random ways. This is not
helpful for followers (or leaders).
• Interfering Mode - communicates a
"You're not OK" message. When in this
Mode the person will often do things for
others which they are capable of doing
for themselves. People who find it
difficult to delegate might

13. Ineffective Modes
• Over-adapted Mode - This expresses an "I'm
not OK" or "I'm not OK and You're Not OK"
message. When in this Mode we over-adapt
to others and tend to experience such
emotions as depression or unrealistic fear
and anxiety.
• Oppositional Mode - Even when opposing
others, we are not actually free to think for
ourselves as we are reacting to them in the
belief that we need to 'resist' them.
• Reckless Mode - In this Mode we run wild
with no boundaries. Here we express a
"You're not OK" message. At work we tend
not to take responsibility for our actions and
are unlikely to progress as we need a great
deal of management in order to focus our
energy and keep boundaries.

14. Thank You

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