BookYol

Concept

Five Stages of Problem Behaviour

The five stages of problem behaviour are the Adlerian scheme The Courage to Be Happy uses to read repeated misbehaviour as a bid for belonging: the demand for admiration, attention-seeking, the power struggle, revenge and the display of inadequacy, each beginning where the one before failed to win a place in the group.

Kishimi and Koga carry the first book's question, goals rather than causes, into the classroom. A teacher with a disruptive pupil asks how to stop the behaviour; the book asks what it achieves. Its answer is a special place in the group when an ordinary place seems out of reach. At the first stage the person tries to be perfect in order to be praised. If praise does not come, they seek attention as the clown or the nuisance. If that fails, they enter a power struggle, defying for the sake of it, then move to revenge, hurting those who would not give them a place. At the last stage they prove themselves hopeless so that nothing more will be expected. The practical consequence is that the usual responses feed the goal: a scolding supplies the attention, an argument accepts the fight. What helps is to decline the bait calmly and offer an ordinary place through real responsibility and recognition of contribution. The scheme belongs to an Adlerian tradition best known from the educator Rudolf Dreikurs and his 'mistaken goals'; its support comes from practice more than from controlled studies, so it is a lens, not a diagnosis.

A real-life example

Halil, a team leader at a call centre in Mersin, stopped arguing with an agent who derailed every shift briefing with jokes. After the meeting he asked the agent to prepare a short training on difficult customer calls for new hires. The agent agreed, and within a month the interruptions at briefings had clearly dropped.

How to use it

  1. 1Before you ask how to stop a repeated behaviour, ask what place in the group it is trying to win.
  2. 2Note which of the five stages the behaviour most resembles, and withhold the response that stage is looking for.
  3. 3Give the person a real responsibility, and recognise their contribution to the group rather than their performance.