Every organisation has its share of Ã¢â‚¬ËœdramaÃ¢â‚¬â„¢; office politics, managers with big egos, constantly complaining staff; fact is we each occasionally contribute to this Ã¢â‚¬ËœdramaÃ¢â‚¬â„¢. But to be seen consistently as a drama queen or troublemaker can hurt your career. Here are some typical Ã¢â‚¬ËœdramaÃ¢â‚¬â„¢ behaviours to avoid.
Too emotionally invested
: Engage with your organisation, your job and the ongoing priorities and important projects. When you are too invested, you take things too personally. Emotion is important to keep the workplace Ã¢â‚¬ËœhumanÃ¢â‚¬â„¢ but so are logic and common sense. Operate with a good balance of Ã¢â‚¬Ëœhead and heartÃ¢â‚¬â„¢ so that you donÃ¢â‚¬â„¢t feel let down or think the Ã¢â‚¬ËœsystemÃ¢â‚¬â„¢ is being too hard hearted. Also, check that you are not being over sensitive.
Too focused on self
: Whether you work alone or as part of a team, aim to work well with others and consider the needs of others alongside your own. Sometimes you have to look out for yourself; and thatÃ¢â‚¬â„¢s fine especially if there are circumstances concerning you personally that you need redress for but as rule of thumb, make teamwork a priority.
Quick to blame others
: When you point fingers for whatÃ¢â‚¬â„¢s going on (or not going on) with you, you create unnecessary tension. Ã¢â‚¬ËœBlamersÃ¢â‚¬â„¢ often assign motives to what others do and often judge these motives negatively. You demonstrate your Ã¢â‚¬ËœdramaÃ¢â‚¬â„¢ when you act like you are on the receiving end. Start looking at things objectively.
Inflexible in the face of surprises
: Unpleasant and inconvenient surprises come up all the time. The speed of change these days is such that to expect that your work day will go the way you have planned it is to set yourself up for frustration. Learn to adapt and expect that up to some of what you set out to do on any given day might to be overtaken by other work. Being open to the unplanned makes it easier to deal with it.
Being a problem monger
: Such people donÃ¢â‚¬â„¢t seek to find solutions but canÃ¢â‚¬â„¢t seem to help telling others about problems that exist, including their own. There might not be anything inherently wrong with letting people know about problems if the intention is to generate answers. Otherwise, it raises stress levels unnecessarily. Discuss problems with those involved with the solutions or with friends (not everyone in the corridor) if your aim is to let off steam.
Not taming the ego
: The ego in full bloom wants approval, attention, applause, validation. And where these are not forthcoming, they sulk and are unhappy when others get attention. A healthy workplace would normally give appropriate praise and recognition where due but when you constantly seek it, you become Ã¢â‚¬Ëœemotionally expensiveÃ¢â‚¬â„¢ for your employer; as peace loving colleagues spend time feeding that ego instead of getting work done.
Now take action
:What negative or excessive behaviours do you need to drop?