What do you think?
Rate this book
The Drama-free Office: A Guide to Healthy Collaboration With Your Team, Coworkers, and Boss
Free your workplace from drama dysfunction with these proven tools for increased office efficiency, harmony, and productivity. In The Drama-Free Office , authors Jim Warner and Kaley Klemp interweave humorous and relatable case studies with the three key skills you'll need for managing office saboteurs--be they subordinates, coworkers, or the boss. You will see your coworkers (and yourself) in this entertaining and practical blueprint for addressing the dramatic behaviors that cripple so many teams. The authors' research draws on years of experience working with more than 2,500 CEOs and their executive teams. They define the four major drama roles--the Complainer, the Cynic, the Controller, and the Caretaker--found in most organizations and lay out a detailed roadmap to help
- GenresNonfictionBusiness
195 pages, Paperback
First published July 1, 2011
3 people are currently reading
66 people want to read
Ratings & Reviews
Friends & Following
Create a free account to discover what your friends think of this book!
Community Reviews
Displaying 1 - 15 of 15 reviews
April 4, 2012
The strength of this book is that you're halfway through it before it even begins to touch on dealing with the drama of others. Instead, the book first deals with types of drama and focuses on your own drama-causing behaviors. It asks you to take a careful look at how you are contributing to the drama in your office environment.
The other strength of the book is in its "What to look for in mentors" figure (p.96) which is too long to type out here, but which was excellent and worth slogging through the rest of the book for.
Speaking of the rest of the book, it was kind of crap. The second half of the book deals with the drama of others, and offers some tools and strategies for dealing with the drama behaviors of others. There was a lot of repetition in this book, so much so that I feel like the contents could have been condensed into a brief magazine article. While it claims to address drama in the workplace, the strategies provided mostly focus on dealing with drama in your employees but not in your coworkers or superiors. It's obviously going to be a lot easier to effect change on the drama-causing behaviors of those you directly oversee, and that information is contained in any supervisory/management book that you check out. But what about drama in those you don't oversee? I don't feel like the book really left me with any tools for that, and the sample conversations provided were absurd. I think had the authors read these "dialogs" out loud to each other they would have realized that not only does no one talk that way, if someone did talk that way their conversation partner would be forced to throat punch them, thereby causing more of the very drama they are trying to avoid.
The other strength of the book is in its "What to look for in mentors" figure (p.96) which is too long to type out here, but which was excellent and worth slogging through the rest of the book for.
Speaking of the rest of the book, it was kind of crap. The second half of the book deals with the drama of others, and offers some tools and strategies for dealing with the drama behaviors of others. There was a lot of repetition in this book, so much so that I feel like the contents could have been condensed into a brief magazine article. While it claims to address drama in the workplace, the strategies provided mostly focus on dealing with drama in your employees but not in your coworkers or superiors. It's obviously going to be a lot easier to effect change on the drama-causing behaviors of those you directly oversee, and that information is contained in any supervisory/management book that you check out. But what about drama in those you don't oversee? I don't feel like the book really left me with any tools for that, and the sample conversations provided were absurd. I think had the authors read these "dialogs" out loud to each other they would have realized that not only does no one talk that way, if someone did talk that way their conversation partner would be forced to throat punch them, thereby causing more of the very drama they are trying to avoid.
May 14, 2012
Basically: Everything I've always wanted in a work-help book.
Premise: There are 4 different drama types, including Complainer, Cynic, Controller and Caregiver.
Conclusion: Applying this book to real-world situations, I realize that most people, including myself, are probably all of these drama types at one point or another.
Tips & Quotes
Ways to Get Yourself Out of Drama:
1. Take a time-out. (You cannot solve a problem from the same consciousness that created it. You must learn to see the world anew. - Einstein)
2. Take responsibility. (How have I allowed myself to be triggered by others?)
3. What do you really want for yourself? ("I want my lazy associates to work harder" versus "I want teammates who contribute as much as I do" versus "I want to contribute in a way that I feel provides value and also keeps balance in my life")
4. Recommit. Press the reset button.
Ways to Focus on What's Important:
1. Be creative & collaborative.
2. Empower.
3. Care for others without rescuing them.
4. Approach life with curiosity & openness.
Remember that it's not your job to fix anyone and while it might be nice, it's irrelevant whether others like you.
When emotion is present, avoid asking any questions other than "What's going on for you right now?
Be sure to show appreciation often, especially for behavior that you want to encourage.
How to have a direct conversation p.104
How to build rapport with the four drama types p. 128
Premise: There are 4 different drama types, including Complainer, Cynic, Controller and Caregiver.
Conclusion: Applying this book to real-world situations, I realize that most people, including myself, are probably all of these drama types at one point or another.
Tips & Quotes
Ways to Get Yourself Out of Drama:
1. Take a time-out. (You cannot solve a problem from the same consciousness that created it. You must learn to see the world anew. - Einstein)
2. Take responsibility. (How have I allowed myself to be triggered by others?)
3. What do you really want for yourself? ("I want my lazy associates to work harder" versus "I want teammates who contribute as much as I do" versus "I want to contribute in a way that I feel provides value and also keeps balance in my life")
4. Recommit. Press the reset button.
Ways to Focus on What's Important:
1. Be creative & collaborative.
2. Empower.
3. Care for others without rescuing them.
4. Approach life with curiosity & openness.
Remember that it's not your job to fix anyone and while it might be nice, it's irrelevant whether others like you.
When emotion is present, avoid asking any questions other than "What's going on for you right now?
Be sure to show appreciation often, especially for behavior that you want to encourage.
How to have a direct conversation p.104
How to build rapport with the four drama types p. 128
lost-interest
April 1, 2012I think, to some extent, I have characteristics of every personality type in this book. Oops.
This would have been an OK read if I wasn't easily distracted by all the good crime novels just waiting to be read. Unfortunately, I was distracted by fictitious crime and lost interest in learning how to play well with others at work.
This would have been an OK read if I wasn't easily distracted by all the good crime novels just waiting to be read. Unfortunately, I was distracted by fictitious crime and lost interest in learning how to play well with others at work.
November 14, 2018
Better than some of the methods I've seen and has already been very helpful to me personally. It is difficult to see how you contribute to the "drama" or is that just me? I didn't like the label of complainer because I don't want to be that guy but reading about the hopelessness and other characteristics of a complainer locked in downward spiral really hit home with me. The advice on how to handle my own drama and check it so I can help others (my students, although the book focuses on an office like environment I looked at it from the classroom lens). Very good read, will read again.
October 1, 2023
'Drama Free Office' offers useful advice for navigating diverse personalities, but lacks depth in some areas. Worth a read for those seeking basic tips on harmonious teamwork
August 27, 2020
We’ve all seen it at work, at church, or in other groups. Conflict, gossip, territoriality, defensiveness, and withdrawal. Patterns of dysfunctionality like these persist often because we just don’t have the skills to deal with them or we are afraid that confrontation will just make it worse.
The Drama-Free Office considers four common patterns of behavior that can drag teamwork down and keep the organization from reaching its goals. Maybe you’ll recognize the Complainer (blaming others for their own problems), the Cynic (sniping about everyone else’s problems), the Controller (steamrolling and micromanaging), the Caretaker (overcommitting and rescuing).
As I read, I could think of multiple examples of all these types. Then it dawned on me I could see examples of how at one time or another I have played all four roles as well. The authors therefore emphasize how we can get out of our own drama and into a more open, curious and constructive posture. Interestingly, it struck me that the specific antidotes suggested for each drama type could be seen as virtual spiritual disciplines.
The book also offers clear, concrete suggestions for working with colleagues, subordinates, and even bosses who exhibit these patterns. We can’t bulldoze our way in these matters. The point is not confrontation but proceeding positively, affirming, and expressing gratitude wherever possible. With our own drama in check and with a goal of reaching concrete agreements, the door is opened to collaboration.
Recommended.
The Drama-Free Office considers four common patterns of behavior that can drag teamwork down and keep the organization from reaching its goals. Maybe you’ll recognize the Complainer (blaming others for their own problems), the Cynic (sniping about everyone else’s problems), the Controller (steamrolling and micromanaging), the Caretaker (overcommitting and rescuing).
As I read, I could think of multiple examples of all these types. Then it dawned on me I could see examples of how at one time or another I have played all four roles as well. The authors therefore emphasize how we can get out of our own drama and into a more open, curious and constructive posture. Interestingly, it struck me that the specific antidotes suggested for each drama type could be seen as virtual spiritual disciplines.
The book also offers clear, concrete suggestions for working with colleagues, subordinates, and even bosses who exhibit these patterns. We can’t bulldoze our way in these matters. The point is not confrontation but proceeding positively, affirming, and expressing gratitude wherever possible. With our own drama in check and with a goal of reaching concrete agreements, the door is opened to collaboration.
Recommended.
August 9, 2020
Working my way through our shelves, came across this book and figured it couldn't hurt to refresh these skills before the start of the new school year. It felt familiar, like so many other self help books about dealing with challenging people. There are some cliches, but the charts are helpful summaries and easy to review.
August 26, 2021
Repetitive, and frankly boring. It would have been better as a handout giving the bits of help hidden in the book.
July 1, 2013
Some of the tables in the book are practical for finding common ground with various workplace personalities. Many of the case study examples are a little too contrived. Differences are resolved in one or two statements. I think the main message conveyed is how an individual needs to monitor his or her responses before addressing the other person's actions. It would have been helpful if there was some more advice on what to do or say when the other person really digs his or heals in and does not want to come to a mutual agreement.
October 19, 2011
This is a really well-written, practical guide to dealing with drama at work. Not only does it identify drama behaviors, it also identifies healthy, authentic behaviors. I also liked that it gives advice on dealing with self-drama and drama-prone peers, subordinates and bosses. This was a really helpful read.
March 22, 2012
I only found this moderately helpful. Some of the dichotomies set up here feel unrealistic, but maybe I haven't worked with people as role-bound as they are in the book. As such, this book only had so much benefit to me.
December 2, 2011
Useful, common-sense approach to dealing with the people who suck the oxygen out of meetings.
February 12, 2012
A bit too much theory. Would have preferred more story development.
March 10, 2012
Love. This. Book.
May 11, 2012
Helpful for those managing employees who seem to be difficult. Offers insights in how to deal with the various types of personalities.
Displaying 1 - 15 of 15 reviews