How to Handle Difficult People
Posted on July 07, 2021 by Korey Peters, One of Thousands of Life Coaches on Noomii.
Do you struggle with dealing with the so called difficult people in your life? This article would help you by giving information on difficult people.
In business, as in life, we will frequently face people that are a little more difficult to get along with. Some define the situation as a ‘personality clash,’ but this implies that there is some sort of impenetrable barrier and that the problem is somewhat unfixable, because it is quite rare that someone will change their entire personality for the sake of improved work relations! Changing specific behaviours, rather than personality attributes, is a considerably more sensible option.
Situations involving problematic personnel tend to arise over time; after all, it is unusual to acquire someone and find them challenging to deal with after the first week. Usually, it is tiny bothersome personal habits that, if left untreated, evolve into more annoying behaviours over time. In any relationship, both persons have an impact on the other’s behaviour. In practically every conflict situation, both parties share some of the blame for how things turn out.
Blaming others will get you nowhere and only irritate you even more. In these instances, the most proactive thing you can do is focus on what YOU can do to make things better. It makes little difference who is at fault if your primary concern is to correct the situation. Consider your role in this terrible scenario; have you written them up as a lost cause, their own worst enemy? Try to think of methods you might improve this, such as getting more connected with them personally and making an attempt to become friends.
Approaching the situation in a non-accusatory tone is a smart strategy, especially if you are both calm and in a private setting. Address the issues you’re having, and then allow them to have their say, making sure to listen closely so they know you’re genuinely worried and interested. Find things to agree on and provide something in exchange whenever possible.
It will be obvious if you are frustrated. It is critical that you deal with things firmly yet gently and without drama. Even if the other person becomes disrespectful or abusive, you should maintain your quiet dignity to remain the bigger person. No one is advising that you smile and turn the other cheek in the face of abuse, but if you respond in kind, you will nearly always make the situation worse.
Avoid all forms of gossip as you will begin to entangle other members of staff. It will not only be disruptive to the organisation, but it will also make the matter more difficult to resolve. Gossip only highlights the worst aspects of a person and presents them in a negative light. It not only is unfair, but it also has an effect on your thoughts and really shortens your patience, especially when you receive hidden encouragement from others.
As in any scenario, prevention is better than cure; by combining courtesy and setting limits, these situations can be fully avoided. However, occasionally the conflict becomes so extreme that you must seek assistance from outside sources. If the person in question is a coworker, you could approach your team supervisor and explain the problem. Make every effort not to persuade your supervisor how ‘terrible’ the other person is; this will just make you appear to be the problem.
At the end of the day, there is always a solution to a problem. If the problem persists and you and the person in question continue to disagree, mediation or another type of intervention may be required. In any event, keep in mind that there are two sides to every storey; perhaps you aren’t being as rational as you thought? Be open to other people’s views and perspectives, and be aware of your own and their rights and obligations in a dispute situation.
