Something New! 
For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226 

In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations. 

They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations. 

Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  

If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  

About our Guest: 

Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University. 

Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.  

Pam and Bernie can be reached at  

https://www.linkedin.com/in/pamela-boyd-8b193b1/ 

https://www.linkedin.com/in/berniebeck/ 

Pam and Bernie’s book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  

Pam’s firm, Dramatic Conclusions: www.dramaticconclusions.com 

About Mike Coffey: 

Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. 

In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. 

Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. 

Imperative has been named a Best Places to Work, the Texas Association of Business’ small business of the year, and is accredited by the Professional Background Screening Association.  

Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. 

Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  

Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas’ 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. 

Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. 

Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  

Learning Objectives: 

1. Identify sources of workplace drama and distinguish them from normal conflict. 
2. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. 
3. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. 
4. Build systems for feedback, recognition, and development that reinforce accountability. 
5. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness.