If you work with other people (and who doesn’t?) reflect on the last week and notice how much time you wasted in drama: the energy-draining behaviors or exchanges that keep you from what you really want to be doing. Think about all the infighting, water-cooler talk, meaningless meetings, turf wars, pouting, rants and other behaviors that blocked positive interactions and lowered productivity in your organization.
Now, think about how many creative projects you could have completed, or how much time you could have spent having fun with friends and family if you had that time and energy back.
By following these steps, you can shift yourself (and your team) away from drama and toward more enjoyable and productive tasks.
4. Develop rapport with the drama-prone person. It’s important to establish rapport with the other person so he or she is best prepared to receive your message. Try opening with a blend of connection, appreciation, ground rules and expectations. Your goal is to get the person’s full attention and to set him or her up to be receptive to your ideas. People prefer to collaborate with those they know and like, so this step is important in setting the tone for the rest of the conversation.
What Your Peers Are Reading
5. Have a direct conversation. While an entire article could be written about direct conversations when confronting a person about their drama, stay dispassionate and state “the facts” clearly and concisely. Also present the meaning you derived from the facts (i.e., your perceptions), and any emotions you experience–usually some combination of fear, anger, guilt or embarrassment.