The Influence of Transference and Countertransference in the Group Dynamic of Top Managers Team

The purpose of this study was to trace the influence of the phenomena of transference and countertransference on the dynamics of relationships in a team of Top managers, in relationships with the leader and during the change of leader, precisely when the new leader undergoes the adaptation process. Analysis of transfers and countertransferences that exist within the group, forming a forecast on how the organization will develop in the future and what can be done to improve the existing situation. During the course of the work, the task was to test two hypotheses: organization, as environment in which the leader functions and his team projects, inclusive of all processes taking place inside, into the outside - business environment. At the same time, the internal environment of the organization is a reflection of the projections that the shareholders, leaders and Top managers transfer to the organization and to each other. When hiring a leader or a Top manager for a job, it is important to take into account the level of amplification of personal conflicts, personal maturity, especially the psychological state of both the hired manager and the team that is working at that time. It is also important to consider the key, unique features of the company's shareholders'. Due to the fact that a leader, possessing certain qualities, is capable of either falling into regression himself, in connection with a change of work, or provoking a regression or transition of a group to a basic assumption, it is important to diagnose the group before hiring a leader and then the leader himself, in order to identify potential risks associated with his arrival in the company. During the course of work, it was possible to trace the dynamics of transfer and countertransference of mutual relations between leaders of various levels. There was a high impact on everything that was happening in the company. All directors observed were in the state of transfers and countertransferences that influenced their attitude towards their job and interpersonal growth within the team. Based on the results of the work performed, the shareholders received recommendations on what can be done to improve the situation.