Embracing a Drama-Free Culture: The Ultimate Key to Enhancing Productivity in Every Organization

Humans have an innate inclination towards drama. Back in ancient times, drama signified peril, and the ability to identify and respond to danger was pivotal for ensuring survival. However, in the present era, this inherent inclination tends to have negative consequences, particularly within the professional environment.

Stephen Karpman’s Drama Triangle provides a flawless illustration of this concept. It presents three distinct roles that individuals assume during conflicts: the Victim, the Persecutor, and the Rescuer. Victims experience a sense of powerlessness and tend to assign blame to others. Persecutors engage in criticism and exert control. Rescuers, although well-intentioned, often inadvertently exacerbate the situation. It is important to note that these roles can interchange, yet the underlying dramatic dynamic persists.

The solution? Embrace the principle of Extreme Ownership, devised by Jocko Willink and Leif Babin, distinguished ex-Navy SEALs. This principle revolves around assuming complete accountability for every aspect within your sphere of influence. It necessitates refraining from placing blame or offering excuses. Leaders, irrespective of their position, ought to embody this concept, fostering an environment where individuals take ownership of their duties and obligations.

Here are the fundamental principles:

• Embracing Responsibility: Leaders should embrace accountability for both the achievements and failures of their team. This entails refraining from blaming others or external factors for problems and instead reflecting inwardly and asking, “What could I have done differently?”
• No Pretexts: Avoid offering justifications or shifting blame. Even if external factors contribute to a problem, a competent leader finds a way to surmount those challenges.
• Leading in All Directions: The concept of Extreme Ownership applies to all levels within an organization. Leaders should take control and guide their superiors when necessary, providing solutions and assuming responsibility. Likewise, they must empower their subordinates to take ownership of their tasks.
• Distributed Authority: While the leader bears ultimate responsibility, they should also empower their team members to take ownership of their specific roles. This cultivates a culture of distributed authority, where everyone comprehends their responsibilities and takes initiative.
• Prioritizing and Executing: Leaders must prioritize tasks and execute them effectively. This entails making difficult decisions and occasionally sacrificing less crucial objectives for the success of the overall mission.