Why Should You Attend:
Workplace drama sucks the productivity out teams and organizations. It also creates an inhospitable environment where healthy people don't want to work ... so they leave. Good, productive people leave the organization. In fact, the best people, the highest performers, the self-directed, the most creative, those that need little oversight, are most likely to leave. Why?
So much time and effort is required to navigate through all the drama. High performers just want to get the job done, but the drama is a barrier. Managers and leaders spend way to much time trying to tamp it down, or worse, let it continue to happen, but find work-arounds.
Drama can be anywhere on the spectrum between easily seen and difficult to recognize because it is so nuanced. When it is the latter, it can be very insidious, working its way throughout the organization without raising a lot of flags, until the negative results start becoming obvious. Because it is often so pervasive it can seem like it would be hard or nearly impossible to eradicate. Its not.
Creating a drama free environment starts with identifying the drama that currently exists in the workplace, and then making a commitment to eliminate the drama, which usually starts with understanding the benefits. The benefits include higher productivity, more harmonious culture, which attracts and retains top talent, less leadership time spent addressing the symptoms of drama, more time developing and executing strategy.
There is no *quick fix* for a drama-filled environment, but changes can be undertaken immediately and positive results can be realized immediately. It doesn't even have to start at the top, team members can begin to transform the environment with their own commitment and actions. Although to change the organizational culture, senior management has to buy-in and commit to making changes.
This webinar details a comprehensive plan for eliminating drama in the workplace.
There's a workplace condition that has substantive negative impact, including, hampered productivity - curtailed creativity - hobbled team cohesion - strained relationships and staff turnover.
It's ubiquitous - you can find it everywhere you look - and It can be found all across the spectrum from painfully obvious to almost imperceptible. And it exists in all organizations, every sector and every level of the organization.
The condition is workplace drama.
Once drama gets started, its virulent and insidious, its tentacles reach into every area of organizational life. It can be found in team, staff and exec. meetings, in the lunchroom, at one-on-one meetings, intra-departmentally, with customers and vendors - literally everywhere.
There is a remedy - create a drama-free organizational culture.
Step one is recognizing where drama lives and all the forms it takes. Drama can only thrive where there is agreement from 2 or more people for the drama to continue. When people know how to decline invitations to participate, the drama dies. Understanding the roles people play in drama is important as well. There are three very distinct roles and actions that go along with each of those roles.
When people learn to recognize when someone is playing a role, and inviting others into the drama, they can decline those invitations and the drama doesn't get the oxygen it needs to continue to burn.
Areas Covered in the Webinar:
You Will Learn:
Who Will Benefit from This Webinar:
Who Will Benefit:
Supervisors, Managers, Leaders and All Staff of businesses. government, and non-profits of all kinds.
Drama impacts everyone in the organization and can be addressed people at all organizational levels with the strategies, tips and techniques presented in this webinar.
Since 1987 Michael has been consulting with businesses and organizations that understand the value of developing organizational culture and their people as a foundation for continual improvement, staff recruitment/retention, and enhancing organizational capacity. From large multi-national to entrepreneurial organizations, government and NGO’s, and across the spectrum of executive, senior managers, supervisors and staff.
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