Only when leadership allows room for it! Does your organization struggle with workplace division?
It’s not a math problem, but yet it is. The group dynamics and psychology associated with drama and conflict are often more attractive than success.
If asked, employees will likely verbally confirm that success for themselves and success of the organization matter. However, what happens next is often something different.
Love the Drama
Media streams love drama. Political buffs love drama. People are drawn in to drama.
Think about these headlines:
Mask Wearing Man Drops Dead
Why Complete Collapse is Likely After the Election
Big Banks Cash in With Your Money Following PPP Roll-Out
Are the headlines more about success or drama? Perhaps it depends a little on your viewpoint, but likely they’re enticing you with drama.
What are the headings in your workplace underground?
Boss Sleeps with Marketing Manager Following Holiday Party
Two Departments Will Be Downsized, Will It Be Yours?
Sales Manager Provides Fake College Degree in Original Job Application
Conflict and drama often sell better than forward motion, progress, or team success.
Often the average employee doesn’t feel a connection with organizational success, so it is just a job, not a career.
Employees may also be missing the point of their work. This is often known as his or her purpose. Perhaps they don’t know or understand the mission. The feeling may be, the company doesn’t care about me and I don’t care about the company.
Workplace division is likely connected to leadership.
The human side of the work requires connections to emotions. Things like passion for the work, inspiring stories of customer delight, and pathways for employee success.
The more room there is for drama, the more it will zap the energy required for progress.
It’s not all talk and no action.
Leadership should ensure that there is time spent on connecting, not dividing. It is critical for organizational success.
Drama and division seem to grow like weeds. Turn your back, and something new appears.
You have to constantly cultivate the team and culture to ensure you’re using all of the energy wisely.
It all starts with today’s headline.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.