ASK ALAN about: Eliminating Drama From YOUR Business
Many business owners have asked me about proven methods for reducing or eliminating drama from the workplace. Serendipitously, my friend and colleague, Tom Borg recently addressed this very issue. So, here is Tom’s article!
Ways to help eliminate the drama in your company
Over the years I have had the opportunity to work with several companies and organizations, some really good and some – “not so”. Every company seems to have some drama. Some a little, (you guessed it), and some a lot!
Most organizations are mixing bowl of tools and baggage
It’s normal to have front-line team members who bring their different behaviors, personal motivators and emotional quotient to the organization. Once they all come together, the organization becomes a mixing bowl of various tools and baggage.
Some managers and team members do the best they can, while others tolerate this experience until they find something better, and then move on.
What great leaders do
Dr. Jack Zenger and Dr. Joseph Folkman, (icon) leadership consultant experts analyzed 3,492 participants in a management development program. They discovered that effective leaders apply four strategies that get quantum results from their managers and teams.
- They interact in ways that make the other person feel safe and supported. What are some of the ways you make your people feel safe and supported in your organization?
- Take a helping cooperative stance. The type of leader or manager who plays the game of “I got ya”. or who constantly looks for things their people do wrong, are perfect examples of a person who is not taking a helping cooperative stance.
- Occasionally ask questions that gently & constructively challenge old assumptions. One of my favorite quotes is: “It ain’t what a man don’t know that hurts him. It’s what he knows that just ain’t so.”
- They make occasional suggestions to open alternative paths. For example, ask questions that will draw out from the person alternative ways they could approach the problem they are trying to solve.As Daniel Coyle says in his leadership book: The Culture Code – The Secrets of Highly Successful Groups, the two main things extremely successful companies have in common is that their people feel safe and connected. When these two criteria are present, great things are possible, and the organization functions as a high performing team.
Here is a suggested action plan to follow
Get your team together and ask them these two questions:
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- What do we need to do as a company to make you feel safe?
- What do we need to do as a company to make you feel genuinely connected?
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Then do a follow-up meeting holding one-on-one sessions with each one of your managers and team members. Ask them the same two questions. Then ask them to give personal examples of what they mean. Take good notes and prepare to act.
Once you act, amazing things will happen, including major progress towards the elimination of all the drama.
Alan Adler is an Executive Coach, Business Consultant & Speaker. He’s worked for Westinghouse Broadcasting, as a producer/director and with senior management at AT&T, as a corporate spokesperson. Additionally, Alan has been an entrepreneur, creating and growing his own business, Alan Adler & Associates. As a result, he knows management, media and marketing. Alan specializes in helping entrepreneurs through prominent corporations solve problems and improve profitability. He lives in Huntersville, NC with his wife Mindy. They have two grown children, two adorable grandchildren, and a rescue dog named Bentley.
Alan’s best-selling book,Getting the Fish to Swim to YOU & Keeping Them in YOUR Boat, is now available as an e:book for just $10.00. alan@alan-adler.com
