The cost of Drama within any relationship and organization is immeasurable.
Everyone deals with it differently.
Most avoid it and scurry off to “safer places”.
Some try to kill it with harsh confrontation resulting in acceleration of exacerbation.
Sometimes, it’s for good and valid reason . . . A response to a toxic force in the mix.
At a minimum, the direct repercussion is a decline in productivity.
Even worse is the presence of the most destructive relationship sentiment . . . resentment.
No Leader enjoys dealing with this quagmire that could turn Happy Happy to misery in a New York minute.
My observation is that the emergence of Drama is almost always a surprise until we start connecting the dots. We can look back into the not too distant past and see discontent brewing . . . and then we can see the 5 stages of Grief ensue . . . Denial – ANGER – Bargaining (Collecting co-conspirators) – Depression – Acceptance.
Everyone in the organization senses the presence of drama immediately, and most will look the other way.
There’s a better way!
We all know within every group of people there’s potential for drama.
Let’s acknowledge this reality and move TOWARDS the drama with authentic empathy with ONE unified goal . . . to identify the source.
Was it a simple misunderstanding – An accidental stepping on of toes – A personal/Family issue that’s found it’s way into the workplace – Fear of not knowing what to do . . . ?
Pause the game and take whatever time necessary for “discovery” of the source – the why.
Deal with it accordingly (training, coaching, listening to understand, redirecting attention to the mission)
And know that there’s no accounting for crazy people . . .
Sometimes, the best solution is the most emotionally difficult action . . . especially WRT the “Serial Drama Queen/King” . . . with a good, old fashioned: “Good riddance!”
Less drama for everyone!
Life’s too short to tolerate difficult people 🙂
All’s well that ends well 🙂