“I’m tired” — a phrase increasingly heard by HR specialists and leaders across organisations. It speaks volumes about the drama, uncertainty, and overload that has become a part of many employees’ and managers’ everyday experience, especially post-COVID. The intense restructuring, the move to flatter organisational structures, and the push to do more with less have left many leaders stretched thin.
For instance, imagine a manager now responsible for 15 reports, up from a handful previously. How can one person effectively support and guide that many direct reports while balancing performance, morale, and well-being? The reality is, they often can’t — not without significant support and a shift in how the organisation operates. Managers feel unsupported, and the increased workload results in stress, burnout, and disengagement.
The Hidden Drama Costs of Change Fatigue
But what organisations are missing when they focus solely on cost-cutting and restructuring is the hidden cost(s) of drama. When change is constant, when roles expand without support, and when uncertainty lingers, drama seeps into workplace dynamics. Managers feeling the weight of multiple reports often fall into the Dreaded Drama Triangle roles:
- Victims, feeling overwhelmed by their responsibilities.
- Persecutors, unknowingly applying pressure or criticism on their teams.
- Rescuers, trying to fix everything but burning out in the process.
This dynamic affects not just managers, but the entire team. When drama takes over, it costs organisations in terms of productivity, engagement, well-being, and employee retention. This psychosocial hazard often goes unnoticed because it’s not measured in financial terms, but the toll it takes is just as real.
The Solution: Moving Beyond Drama with 3VQ® and TED*® Frameworks
Here’s where my work with 3VQ® (3 Vital Questions) and TED*® (The Empowerment Dynamic) offers a transformative solution. Rather than solely focusing on structural change or reducing roles, we need to address the underlying dynamics that are causing the fatigue and burnout.
By applying the principles of 3VQ® and TED*® , we can:
- Shift from drama to empowerment: Managers and teams transition from the Victim, Persecutor, and Rescuer roles into the Creator, Challenger, and Coach roles, empowering them to see and act on growth opportunities rather than being trapped by stress and overwhelm.
- Improve self-awareness and self-management: Leaders and employees learn to identify their triggers and patterns of behaviour, shifting from reactive states to proactive, empowered responses. This leads to less drama, less stress, and a higher level of productivity.
- Foster leadership resilience: Managers become more resilient by embracing the Challenger role, which encourages them to view challenges as opportunities to grow rather than insurmountable obstacles.
- Align teams with purpose: By asking the 3 Vital Questions about focus, relationships, and action, teams clarify their purpose and align their efforts, reducing the ambiguity that fuels disengagement and stress.
Why It Matters: The Outcomes of 3VQ® and TED*® in Organisations
For organisations, embedding 3VQ® and TED*® frameworks leads to real, measurable outcomes:
- Enhanced employee engagement: Employees move from “quiet quitting” to actively engaged and empowered creators who take ownership of their work.
- Reduced burnout: Managers feel more supported and capable, with tools that allow them to manage large teams without becoming overwhelmed.
- Improved performance and retention: By shifting away from drama and fostering empowerment, organisations see improved productivity, morale, and employee retention.
- Sustained cultural transformation: The shift from reactive behaviours to proactive, empowering actions becomes embedded into the organisation’s DNA, fostering a culture of continuous growth, collaboration, and resilience.
Check out these Case Studies linked to the Workplace Empowerment page of my website for evidence of a reduction in the costs of drama and improvement in employee engagement, retention and profit. Real evidence that this work is powerful since being brought to all sizes and types of companies, originally by the founders of The Center for the Empowerment Dynamic. Now, a small team of 3VQ trainers and I have the privilege of bringing it to you and your people!
What’s Different About What I Offer
Unlike traditional solutions that focus on quick fixes or cost-cutting measures, my work with 3VQ® and TED*® doesn’t just address the symptoms of workplace fatigue — it addresses the root causes. By introducing deep personal development as a core element of organisational transformation, we create a culture where individuals and teams see how they have been showing up to work and then learn to make the shift to thrive, no matter the challenges.
In summary, my approach supports leaders, managers, and employees in embracing change with less stress, more clarity, and greater resilience. It’s about moving beyond compliance, moving beyond fatigue, and creating high-performing teams that are not just surviving, but thriving.
Would you be interested in a conversation about how 3VQ® and TED*® can support your organisation through these challenging times? Let’s discuss how we can move beyond fatigue and toward a thriving, empowered culture together.
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Next: Part 8 – How Can TED*® and 3VQ® Reduce Stress?
TED*® (The Empowerment Dynamic) and 3VQ® (The 3 Vital Questions) frameworks are powerful tools for reducing stress in the workplace by shifting how individuals respond to challenges, improving communication, and fostering personal and collective empowerment.