By : Pam Boyd Dramatic Conclusions Creating Drama-Free Workplaces.

by: Pam Boyd Dramatic Conclusions

Creating Drama-Free Workplaces

Managing People Doesn’t Have to Be This Way…

A leader isa vendorof hope

-Napoleon

Critical Point Many Leaders Forget

If I don’t know how to win

I don’t have hope.

When I don’t have hope I don’t

engage.

Understands what we want.

Appreciates what we do well.

Has a plan to help us.

We are more likely to listen to someone who…

Working in the right triangle

RescuerPersecutor

Victim

CoachChallenger

Creator

Empowerment

Drama

Passion-basedOutcome-oriented

Anxiety-basedProblem-focused

What Managers Usually Do When Employees Do Not Perform Well Roll their eyes

Complain

Avoid them

Run to HR

Punish passively

Hope they quit

Hope they come down with a serious disease that’s not infectious

Fanaticize about hiring a hit-man

Hope they win the lottery so they don’t have to work with people anymore

The Number Two Fear of Adults

Fear of

Confrontation

Som

etim

es I ru

n. S

om

etim

es I

hid

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1. Know Fear Triggers2. Discuss Clear Boundaries and Expectations3. Follow-up with Tenacity!4. Have the Second Conversation during the First

Drama-Free Basics

Step one: Know Fear

Triggers

Feelers Fear of conflict

Talkers Fear of disapproval

Doers Fear of being taken

advantage of

People Focused

Task Focused

Thinkers Fear of being wrong

The biggest problem with communication is the

illusion that communication

has occurred!

Opening Phrases to Use With

Different Personality Styles

Talkers: Use “Praise Sandwich”…without the “but”

Example: “You’re so good with people and you deserve more credit for that.”

Doers: “Here’s the issue and here’s what I need from you.”

Thinkers: “I’ve been thinking about how we can be more accurate and efficient.”

Feelers: “I need your help.”

Don’t expect anyone to get excited about your agenda

until you are excited about theirs.

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Key Point

Step two: Discuss Clear Boundaries

and Expectations

Drama-Free Accountability

1 10My Perception

YourPerception

How do we close this gap?

Bite-size pieces

PRACTICE the10/90 RULE

What Does Success Look Like to You?

The Critical Question I Forgot to Ask

Loyal vs. Disloyal

OppositionWhat’s the difference?

Magic phrases for tough talk

Can we talk about what just happened?

I owe you an apology. I should have been honest with you earlier.

Can we start over? What we are currently doing is not

working. Ask for a wish-list.

Give me yourWish List

If you could change anything about my

performance, what would you change?

Step three: Follow-up with

Tenacity

“If it breathes, it needs encouragement.” – Charlie Chaplain

KEEPSHORTTABS

The lack of communication

is a form of abuse.

𝐸÷𝑈𝐸=°𝑝𝐷Experience divided by

Unmet Expectations equals

Degree of potential Drama

Step four: Have the Second

Conversation during the First

Take the fear and indigestion out of follow-up!

The Power of Contingencies

• Expect the best but be prepared for the worst

• Get support for your back-up plan from HR or supervisor

• Communicate the next step with the associate so it won’t be difficult to follow-up

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The Contingency Plan

“If this doesn’t work, what’s our next step?”

1. Know _____ __________.

2. Discuss Clear _________ ___ _____________.

3. Follow-up ____ ___________!

4. Have the Second Conversation ________ ____ _______.

Drama-Free Review

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quickly transforming the drain of drama to the pulse of peace at home and at work.

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