Have you ever had any drama in the workplace? I’m guessing yes. It’s normal, really. Human beings are fantastic and also flawed. And if we are lucky, we care about what we do at work. We might even over-identify with what we do. I’d be hard-pressed to separate who I am from what I do (I know, I know, work-life balance and boundaries. But that’s a post for another day). And so naturally, we will have emotional responses when we care very much about what happens, who says what, and generally what’s going on at work.

We all do it. Sometimes, it can feel healthy, like a “healthy” vent, but ultimately, it’s unnecessary drama and reduces productivity. We can’t be effective if we’re deep in the story about everything and everyone else.

Over the past few months, I’ve come across the work of Cy Wakeman. She focuses on reality-based leadership and helps people build and create ways to navigate and reduce workplace drama.

In today’s fast-paced work environment, drama can significantly drain our productivity and morale. It has tangible costs on a business – decreased productivity, wasted time, and strained relationships. Wakeman’s research suggests that the average employee spends up to 2.5 hours daily in drama, which is a significant loss for any organization.

The root of workplace drama is often our egos and our stories. These narratives, driven by emotional responses rather than facts, lead to unproductive behaviors and conflict. It’s essential to distinguish between our stories and the reality of our situations.

At the risk of this post turning into a book report, I want to reflect on the strategies that Cy Wakeman suggests. I’ve been trying to incorporate them more into my mental models, so it’s helpful for me to write them out. Thanks for playing along!

• Lead with Reality: Focus on facts and stay grounded in reality rather than getting lost in emotional interpretations of events. What do you actually know for sure? Everything else is our story.
• Promote Accountability: When we are responsible for our actions and attitudes, we can reduce the tendency to blame others or circumstances for challenges.
• Encourage Reflection: Instead of asking, “Why is this happening to me?”, we might ask, ”What can I do to find a solution?”. This shift in mindset moves us from a victim mentality to an empowered, problem-solving approach.
• Develop Resilience: Resilience is crucial in dealing with change and adversity. As we develop resilience, we can more effectively navigate difficulties without resorting to drama.

What do we want in the workplace? Whether a leader or an individual on a team, we want a more productive, positive workplace. We want to be engaged, solutions-oriented, and resilient because this leads to better outcomes for the company we work for and for us. 

If this is intriguing, you might also look up her reels. This is my favorite: