Are you certain that removing he/ she from the team is beneficial to team productivity , learning and outcome? I ask because "Drama" is a byproduct of change or disruption. As you know, It can offer a positive or/ and negative impact for team, business innovation and growth. In business it's a natural part of change management and team development. So w/o context, first few questions to (evaluate) consider: why is it labelled as "drama"? by whom? What behavioral aspects are creating/ driving the "drama" and the corresponding perception of " disrespect"? What's the current impact? Assuming you are in a VP/MD role, Once you gain a clearer understanding, then you possess a clearer perspective and a wider framework to consider meaningful, appropriate, actionable strategies/solutions to prudently coach, manage and address it on your team. Hope this helps. I'm sure there are others who will/ can opine
Everybody knows this guy. He isn't a disruptor working for the greater good, he's an asshole who's a jerk to his peers and underlings but loved by senior management. My pop psych diagnosis is he's incredibly insecure, which drives him to be a perfectionist in his work in order to win praise from seniors. But he also has to push everyone around him down to look better and feel less threatened. It is toxic to the team, especially if that person is a manager himself, so why senior management values him over team moral is beyond me. Best advice is to not draw his fire by provoking him and hope he moves on quickly. There is no winning if you engage.
^^ that's a valid point. So to mitigate that negative impact and create accountability a common best practice implemented by decent number of teams are 360 feedback evaluations.
Are you certain that removing he/ she from the team is beneficial to team productivity , learning and outcome? I ask because "Drama" is a byproduct of change or disruption. As you know, It can offer a positive or/ and negative impact for team, business innovation and growth. In business it's a natural part of change management and team development. So w/o context, first few questions to (evaluate) consider: why is it labelled as "drama"? by whom? What behavioral aspects are creating/ driving the "drama" and the corresponding perception of " disrespect"? What's the current impact? Assuming you are in a VP/MD role, Once you gain a clearer understanding, then you possess a clearer perspective and a wider framework to consider meaningful, appropriate, actionable strategies/solutions to prudently coach, manage and address it on your team. Hope this helps. I'm sure there are others who will/ can opine
Everybody knows this guy. He isn't a disruptor working for the greater good, he's an asshole who's a jerk to his peers and underlings but loved by senior management. My pop psych diagnosis is he's incredibly insecure, which drives him to be a perfectionist in his work in order to win praise from seniors. But he also has to push everyone around him down to look better and feel less threatened. It is toxic to the team, especially if that person is a manager himself, so why senior management values him over team moral is beyond me. Best advice is to not draw his fire by provoking him and hope he moves on quickly. There is no winning if you engage.
You can use a gun, but that might get messy. Make it look like an accident
Excited to learn as well
^^ that's a valid point. So to mitigate that negative impact and create accountability a common best practice implemented by decent number of teams are 360 feedback evaluations.
We get those all the time and all they are looking for is attention. We should never loose focus on our projects and goals. Just walk away!!