The 2025 Formula 1 season is finally here! In F1, drivers can deploy their DRS—Drag Reduction System—to reduce aerodynamic drag and increase top speed on straightaways (subject to a set of conditions and rules which we won’t discuss here, but I’d be happy to debate offline!)

In the spirit of speed and efficiency, I’d like to introduce a DRS of my own: the Drama Reduction System—a framework for reducing unnecessary workplace drama so your team can move faster.

Where Does Workplace Drama Come From?

Drama doesn’t just slow down decision-making; it drains energy, creates distractions, and erodes trust. But where does it come from?

1. Lack of Direction and Alignment

A friend once asked me, “Why were things so dramatic in high school?” The answer: because most of us didn’t really know why we were there or where we were going. Businesses are no different.

• If your company’s mission and vision are unclear, confusion and frustration fill the gap.
• If teams don’t know what they’re working toward, every decision becomes a debate.

2. Poor Communication & Miscommunication

• Reading unintended tone or intent into emails
• Misunderstandings due to lack of context
• Failing to see another person’s perspective (also known as not listening)

3. “Us vs. Them” Mentality (Ego & Silos)

• Thinking, “We’re doing great; it’s those guys over there who are the problem.”
• Blaming other teams or departments rather than collaborating

The Cost of Drama

When drama takes over, productivity plummets. Here’s what happens:

• Distraction & Lost Focus – Drama diverts attention from actual work.
• Low Energy & Motivation – Constant friction wears people down.
• Mental Churn – Instead of focusing on work, people replay arguments in their heads, lose sleep, and second-guess interactions.

How to Recognize Drama

Disagreements and debates are healthy—some of the best ideas come from spirited discussions. But when does it tip into drama?

• We talk over each other in meetings
• People are entrenched in their views and stop listening
• Email or Slack threads that spiral into endless arguments
• Grudges and lingering resentment
• Overreactions to small issues (was that argument really about forgetting to put the toilet seat down?)

Deploying Your Drama Reduction System (DRS)

Eliminating drama isn’t hard – most people would prefer collaboration over altercation – but it does take some deliberate leadership and for someone to set the example. Here’s how to activate your DRS:

1. Seek to Understand

We have two ears and one mouth for a reason. Ask questions and listen first. I love the Vistage method for processing complex issues, which always starts with 5 minutes of strictly clarifying questions before the group is allowed to jump into solution-mode.

2. Choose the Right Medium

• If an email or text thread goes back and forth more than twice, pick up the phone.
• Use email, Slack, and text messages for status updates, heads-ups, and kudos—not for nuanced conversations.
• People read tone into emails that isn’t there. If you’re the writer, avoid ambiguity and be brief. If you’re the reader, re-read the email in a different tone and see if it changes your interpretation. Or better yet, pick up the phone.

3. Create Clarity

• Try pausing to restate the discussion as a question – what is it we’re trying to solve for, or what are we trying to improve?
• Check in – how is your message being received? Ask the listener what they heard. Is it what you intended?
• If you are the CEO or part of the ELT, every minute you spend clarifying the vision, mission, and values pays dividends in avoiding drama. When people are clear on where they are headed, and what’s expected of them, they spend less time arguing and churning and more time aligning and executing.

4. Assume Good Intent

Start from the belief that people are trying to do the right thing. If you frame communication this way, you’re more likely to engage constructively instead of assuming bad faith. Most of the time, people are trying to do the right thing.

5. Take 50/50 Ownership

In any conflict, assume you own at least 50% of the problem. It doesn’t matter if it’s actually 60/40 or 25/75 – framing it as equal share, and taking responsibility for your role helps de-escalate and move to a solution.

6. Learn to Let Go

• Are you arguing because it matters, or because you want to be right?
• If it doesn’t significantly impact the business, let it go.
• Don’t get too caught up in the how – focus on the outcome.

The DRS Payoff: Faster Execution, Less Stress, More Fun

Some companies have the right product, the right people, and great positioning—but they make things harder than they need to be. The constant drama, culture clashes, and misunderstandings slow them down. By deploying their DRS, they move faster, get more done, and enjoy the process a whole lot more. Your business doesn’t need unnecessary drag.