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Family and relationships

Thomas Gordon

The I-message

Thomas Gordon (1962 · Parent Effectiveness Training) — The I-message.

What actually happened?

He observed that most parents know two moves — win (I decide) or lose (fine, have it your way) — and that both carry a long bill: the first produces compliance or opposition, the second produces someone who doesn't consider anyone else. His third method turns the conflict into a shared problem: name what each side actually needs and find something that meets both. Not a vote and not a compromise, because splitting the difference leaves everyone short. In the child-rearing thinking of 1962 this was close to heresy.

Say the effect, not the character

Three parts: the specific behaviour, its actual effect on me, how I feel. Nothing in it judges the other person, so there is nothing to defend against. The part most often dropped is the middle one, and it is where the persuasion lives.

'You're careless' starts a defence. 'When the numbers arrive after five I redo the deck at night, and I'm worn out' does not.

Work out whose problem it is first

A child upset about a bad grade owns it, and the move is listening. A child wrecking the room you work in — that's yours, and the move is an I-message. Getting it backwards is the common error, and it lays your anxiety on top of theirs.

The teenager miserable about a grade needs listening to. The music through the wall while you work is yours to raise.

No effect you can name may mean no problem

If you can't say what it actually does to you, this may be a preference rather than a problem. The step doubles as a filter: when you can't fill it in, ask why you're insisting.

He couldn't say what the messy desk actually cost him. That was the answer: a preference wearing the clothes of a rule.

How do I use it today?

Before raising something, split it into behaviour, effect on me, and how I feel, with no line about what kind of person they are. And before you open your mouth, ask whose problem this is. If it's theirs, listen and say back what you heard; advice at that moment moves them from solving their problem to handling your opinion.

Deep read

Read alongside

Further

Lines to keep

Say what this does to me, not what kind of person you are.

Work out whose problem this is before choosing a method.

Conflict doesn't have to end with somebody winning.