Theme-Centered-Interaction (TCI)
TCI is a practical concept that makes learning, working and leading human, effective and sustainable.
Theme-Centered-Interaction (TCI) is an effective concept that helps people to successfully shape change and collaboration.
It strengthens personal responsibility, cooperation and personal development – wherever good communication makes the difference:
in teams and groups
in leadership and personnel development
in Teaching and Further Training
in consulting, coaching and supervision
in social work, organizations and companies
The result: lively learning, focused work and more meaning and satisfaction – at work and in life.
Essential elements of TCI
4-factor-model
Each group is determined by four factors:
- the individual persons (I)
- their relationships (We)
- the common task (It)
- the surroundings (Globe)
Good group work succeeds when these factors are balance are in balance. This balance is not rigid like a scale, but dynamic – it arises in the process, similar to riding a bicycle.
Thematic principle
The theme formulates the common task and objective, goal, aim of the group work for the specific situation. It should be close to the participants, provide orientation and at the same time be broad enough for everyone to find themselves in it.
This creates lively learning and working processes that take the group forward step by step.
Participating leader
In TCI, leadership means being part of the system: both participant and facilitator.
The leader contributes authentically, recognizes important topics, suggests suitable working methods and pays attention to the balance between I, We, It and Globe. This creates a sense of togetherness in which leadership is shared and responsibility is shared.
Values and human image
TCI is based on a humanistic view of man. The values and the image of man are formulated in three “axioms”:
1. the human being is a psycho-biological entity. He is also part of the universe. He is therefore equally autonomous and interdependent. The autonomy of the individual is all the greater the more he is aware of his interdependence with everyone and everything.
2. respect is due to all living things and their growth (and decay). Respect for growth requires evaluative decisions. The humane is valuable, the inhumane is a threat to value.
3. free decision occurs within conditional inner and outer limits; expansion of these limits is possible.
Postulates
TCI is based on two principles, the Postulates:
1. the chairperson postulate:
Lead yourself – become aware of your inner and outer reality,
use your senses, make decisions and take responsibility.
2. the disruption postulate:
Disruptions have priority – obstacles, concerns and conflicts require attention and should be taken seriously and dealt with so that the group remains capable of working and learning.
Auxiliary rules
Auxiliary rules are intended to support direct communication within the group.
1. represent yourself in your statements; speak as ‘I’ and not as ‘we’ or ‘man’.
2. when you ask a question, say why you are asking and what your question means to you. Express yourself and avoid the interview.
3. Be authentic and selective in your communications!
4. Hold back with interpretations of others. Instead, express your personal reactions.
5. Be cautious with generalizations.
6. When you say something about another person, say what it means to you.
7. Side conversations have priority. They are disruptive and usually important.
8. Only one at a time please!
“Help rules help when they help” (R. Cohn) and must not be made into law.
Where TCI works
TCI strengthens people in to act consciously – with themselves, with others and in the world.
Not perfect, but alive. Not rigid, but flexible. Not from above, but in relationship.
In education
for lively, relationship-oriented learning
In the management
for teams that build on trust and participation
In social work & counseling
for real encounters instead of mere function
In social commitment
for dialog at eye level – even in conflicts