| Quote of the Quarter |
"Skeptics, if you don't have too many of them, can usefully keep enthusiastic, but naive, impulses in check. Skeptics, once they have been convinced their opinions are wrong, can be an initiative's biggest champions."
John Kotter
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| 5 Great Questions |
1. What do people complain about most?
2. How easy am I to get along with?
3. What do team members most need from me to stay focused?
4. Do I demonstrate a real sense of urgency for top priorities?
5. From whom should I request coaching? |
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Hello!
Lisa Haneberg, here. Welcome to this quarter's edition of Lead Well. In this edition, we are focusing on the topic of WORKPLACE DRAMA! I welcome feedback, so please drop me a line with your thoughts. And if you think the newsletter offers value, please pass it along. |
| WORKPLACE DRAMA: THE SITUATION |
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What is workplace drama, from where does it come, and how does it affect the organization?
By Lisa Haneberg
We do a lot of training and have noticed our clients' ears perk up when we mention the word, "drama." Why? Because most leaders have to deal with drama and its affects and many find drama difficult to manage. Let's explore the basic nature of workplace drama.
What is workplace drama? Here is our definition: Workplace drama occurs when one or more people express themselves in ways that are emotionally immature or inappropriate for the setting or situation. Examples might include rants, whining, grumbling, crying, nitpicking, excessive fussiness, hurting another person's feelings, lamenting, creating a fuss, putting on a show of emotion, pushing other people's "buttons," verbal sabotage or excessive or misplaced complaining. Drama is a cry for attention and it is a learned coping technique. The problem is that drama is not the ideal way to get noticed - and in the workplace, drama is usually an immature response.
Where does workplace drama come from? Drama can be triggered by an event, be a part of the organization's culture, or be endemic to an individual's behavioral tendencies or style.
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| MANAGERS WHO ARE DRAMA MAKERS |
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| You might be a drama maker if...
By Lisa Haneberg
Great managers create a work environment where opinions and emotions are shared appropriately and productively. They help reduce drama. It is doubly important, then, that managers not be the source of workplace drama. Some people have good self-awareness and know whether they create drama, but many don't recognize it. You might be a drama maker if:
You are a complainer - a glass-is-half-empty type who never seems satisfied with things. If this is you, consider that most people would prefer not to work with chronic complainers. You don't want to be someone people would rather avoid than work with.
You regularly make requests that are all about you - your comfort, your preferences, your time, etc... Don't get me wrong, I am a big fan of making requests that help move the work forward. Drama makers make requests about things and situations that do not matter to the average person, do not impact results and are more about them and their perception of what they deserve. Great leaders know that it is not about them and that success comes from serving others.
You are moody and emotionally unpredictable.
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| REDUCING WORKPLACE DRAMA |
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Making the workplace a more livable space.
By Lisa Haneberg
Drama is a call for attention and while all your employees deserve your attention, make sure that you give MORE attention to communication that is productive and helpful. Busy managers can inadvertently reinforce drama makers by paying more attention to those who cause drama than those who are focused and engaged in their work.
Shorten the duration and impact of the drama by shifting employees from their drama-making reaction to actively involved in moving things forward. Use bridge statements to get employees from their gripe or complaint to a productive and active place. Ask questions like, "do you have a suggestion for how to solve this issue?" or "I can tell that you are frustrated and can see this is getting in the way of your ability to move forward. What can you do or what can I do to help you clarify the situation and where we can have the most impact?" or "Lisa, I am worried that you are seeing this as a much bigger problem than I do. Let's talk through what we know for sure and determine the best path forward."
Talk about workplace drama as a performance issue. Most of us work in organizations where the work gets done through a team effort.
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| OD TEAM UPDATES - COMINGS AND GOINGS |
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We hope you have a wonderful holiday season! Here are a few things we are working on.
Lisa Haneberg will be facilitating a workshop for ASTD titled, Developing Great Managers, in Alexandria, VA on November 30th - December 1st. Click here for more information or to register.
Lisa Haneberg will be speaking at the Northern Ohio HRPS meeting on December 3rd at 7:30am. The title of the talk is Be Hip to Thrive: The Evolution of Engagement. Click here for more information and to register.
Jim Taylor and Lisa Haneberg are pleased to announce that they have secured a publisher for their forthcoming book about developing senior teams. The book will be published by Financial Times Press for publication in about a year.
Lisa Haneberg is currently working on a book for ASTD Press tentatively called Coaching Up and Down the Generations. If you would like to participate in a brief survey about your coaching preferences, please click here. All participants will receive a copy of the results. |
| THE MANAGERIAL RECHARGE WORKSHOP |
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Many organizations don't offer training in December and January because of the holidays. Cookies, egg nog and fruit cake are top of mind.
I love the holidays and all that comes with them. For me, this includes reflecting on the prior year and getting ready to launch into the new year focused and in action.
We are offering two-hour managerial recharge workshops in December and January that will help leaders get a head start on ensuring that 2010 is going to be a great year.
We are offering this course on site regionally (Cincinnati area) and as a webinar for clients outside the region. Your managers will feel positive, energized, and ready to make great things happen in ways that will last longer than their sugar cookie highs! For more information, give us a call or send us an email. | |
Thanks for reading Lead Well. If you have questions or would like to learn more about our products and services, please contact me at 513-721-6611 or lhaneberg@managementperformance.com.
Sincerely,
Lisa Haneberg
Vice President and OD Practice Lead
MPI Consulting |
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