From Drama to Empowerment: A Real-Life Story of Entrepreneurial Growth

In my work as a business coach, I’ve seen lots of different leadership styles, team dynamics, and moments where it all just gets a bit much. Recently, I had a session with a client that reminded me just how powerful a mindset shift can be—not just for the founder, but for the whole team around them.

Michael (not his real name) is the founder of a promising digital marketing agency. He'd built an impressive client roster over three years. But his energy was gone.

"They just don't get it, Alan," he said. "I hired smart people. I pay them well. But I still end up fixing everything myself at midnight before client deadlines."

I recognised a pattern I'd seen countless times. "Tell me what happened," I prompted.

Michael's story unfolded predictably: his team had missed key milestones, forcing him to step in at the eleventh hour. He'd sent increasingly frustrated messages, then eventually took over, working through the night to deliver to the client.

"I shouldn't have to babysit professionals," he concluded bitterly.

"Michael, I’m wondering if you’ve ever heard of the Karpman Drama Triangle?"

His blank look said it all. I showed it to him and explained the three roles: Victim, Persecutor, and Rescuer.

"In any challenging situation, we tend unconsciously to step into one of these roles", I explained. "The Victim feels powerless or let down, the Persecutor criticises or blames, and the Rescuer swoops in to save the day, often uninvited."

Michael leaned forward, suddenly alert. "So I'm the Rescuer?"

"Sometimes," I nodded. "But what I'm hearing is that you cycle through all three. You feel let down by your team—that's the Victim. You send those terse messages—that's the Persecutor. Then you work all night fixing everything—that's the Rescuer."

The recognition in his eyes was immediate. "That's uncomfortably accurate."

"The trouble is, these roles feed each other", I continued. "And they're fundamentally

disempowering—not just for you, but for everyone involved."

"So what's the alternative?" Michael asked.

I showed him another diagram. "This is called The Empowerment Dynamic, or TED. Instead of those three reactive roles, it offers three proactive roles: Creator, Challenger, and Coach."

I explained how the Creator focuses on desired outcomes rather than problems, the

Challenger provides feedback that sparks growth rather than shame, and the Coach asks questions that build capability rather than dependency.

"The difference is intentionality," I said. "The Drama Triangle is reactive—it happens to us. The Empowerment Dynamic is a choice we make."

Michael was quiet for a moment. "So instead of feeling victimised by my team, I could choose to be a Creator and focus on what I actually want?"

"Exactly—and what do you want?"

"A team that delivers quality work without me having to rescue them."

"Good. So instead of sending those frustrated messages…"

"I could challenge them constructively," Michael finished. "But what about the rescuing part? That's where I get stuck. If I don't fix things, the client suffers."

"That's where the Coach role comes in," I explained. "Instead of taking over, you ask

questions that help your team solve problems themselves. It takes longer initially but builds capability over time."

We spent the next hour mapping specific situations to these new roles, practicing the

language of Creators, Challengers, and Coaches. By the end, Michael had a set of concrete strategies.

Three weeks later, Michael arrived at his session with a different energy entirely.

"Something's different," I observed.

He grinned. "We just delivered a new project. On time. Without a single all-nighter from me."

"Tell me how you approached it differently."

"When Sarah (not her real name) missed the first milestone, instead of fixing it myself, I asked what she needed to get back on track. When Tom submitted below standard work, I challenged him specifically on what needed improvement instead of just taking over. And most importantly—I didn't rescue."

"How did that feel?"

"Terrifying," he laughed. "But they stepped up. And here's the most interesting part—they seemed more engaged, more invested in the outcome."

"That's what happens when people feel empowered rather than managed," I nodded.

"The Drama Triangle was comfortable in a weird way," Michael reflected. "I got to be right, to be needed. But it was killing me—and stunting my team."

"That's the paradox," I agreed. "The roles that seem to protect us actually limit our growth."

Six months later, Michael's agency had taken on three new clients without adding

headcount. His team was collaborating more effectively, and he'd taken his first real

holiday in years.

The Drama Triangle hadn't disappeared completely—these patterns run deep. But now Michael could recognise when he was slipping into one of those familiar roles and consciously choose a different approach.

That’s the power of these models—especially in small businesses, where everyone wears multiple hats and emotions often run high. Understanding the Karpman Drama Triangle helps you see the unconscious patterns that keep you stuck. And embracing The Empowerment Dynamic gives you a conscious, constructive way out.

So here’s my invitation to you, if you’re a founder or small business leader:

• When tension arises, pause.

• Ask yourself: Which role am I in right now?

• Then ask: What shift could I make—to Creator, Challenger, or Coach?

It’s a deceptively simple move. But once you feel the difference, you won’t want to go back.

The Karpman Drama Triangle thrives on reactivity. The Empowerment Dynamic invites intentionality.

One traps you in blame. The other frees you into growth.

And perhaps most powerfully, TED turns your team from a group of dependent players into a team of empowered contributors.

That, in my experience, is where real leadership—and real change—begins.

Sometimes the most powerful shifts in business don't come from new systems, but from changing how we show up in our most challenging moments.

PS I’d like to credit my coaching supervisor, Amanda Edwards, for teaching me about TED.

PPS Here's a handy summary of the Old to New Dynamic for you to consider:

And here's a concise round up of the Drama to Empowerment roles within key aspects:

If you would like me to help you navigate your challenging moments, I'd love to hear from you. Just fill in your details on the Contact page and we'll take it from there.