Let’s talk drama. For most of us, we’ve experienced it, we tend to know what it is…and I hear about it quite frequently from managers I work with. We’ll focus on some of the reasons why it happens, and most importantly what to do about it.
Starting with why.
I mean, seriously why does this happen in professional adult environments?
While it’s important to know why it occurs, we also have to be very clear what it means. Define it. For you. Because what you think and feel is “dramatic” is probably quite different from someone else. To some strong emotional reactions, unfiltered emotional responses may be more commonplace.
If you are in the role to manage the environment, to make it more trusting, positive and supportive, then consider your standards and expectations. What are appropriate standards that are important to you?
And from there, we manage it. Starting with…
1. Set expectations for constructive behaviors; establish the vision for what you want and expect in the workplace; create the vision; set the standards.
2. Label the ineffective behavior clearly, make sure you are focusing on actions—and things that you can hear or see concretely, not abstractions or generalizations.
3. Address the “drama” as it arises.
4. Strengthen emotional intelligence across your team/organization; self-awareness and self-management is key to change.
If you’re in a leadership role, you are responsible for the environment. What you ignore, sadly you condone. So, clean up these behaviors that are energy draining, morale depleting and soul sucking.
And if you’re not in a leadership role, to create this change remember Cheryl Richardson’s stance: "Just because some people are fueled by drama doesn't mean you have to attend the performance. "
Get confident da
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