This is a preview. View original post on this site
We know it when we see it—the drama that insidiously creeps into our workplaces, chipping away at morale, well-being, productivity and, yes, the bottom line. This drama can include both gossiping about co-workers and undermining institutional change. In other words, workplace drama is everything that commandeers mental energy, directing it away from the organization’s mission and into the quicksand of persistent complaints, uninformed assumptions and unproductive behaviors.
But what does this look like in practice? Consider this scenario involving a leadership transition within a large division. The new leader took her time to learn from longtime employees, who
