Getting Around Difficult People
Getting Around Difficult People
Navigating the challenges of getting around difficult people in the workplace can be a daunting task. These individuals often disrupt the harmony of the office with their negative attitudes, self-centered behavior, and domineering presence. It’s natural to wish for a change, to transform the daily grind into a more positive experience. But have you considered the possibility that your actions might be inadvertently reinforcing their behavior?
Consider this: a CEO confided in me about an employee who had been a constant source of frustration for over two decades. Despite numerous attempts to address the issue, the behavior persisted. This longevity suggests that the company’s culture or policies might be inadvertently supporting, or even rewarding, such conduct. After all, if there were no perceived benefits, why would the behavior continue?
Behavior is driven by perceived outcomes. This is evident even in children, who learn from their responses to their actions. For instance, a child who throws a tantrum in a store and is rewarded with a candy bar learns persistence pays off. Conversely, if the parent firmly denies the reward and exits the store, the child learns that such behavior is ineffective.
The same principles apply in the workplace. Have you consistently set boundaries with difficult individuals? Are your responses inadvertently allowing or rewarding their behavior? In many organizations, the tendency is to isolate the problematic person, reducing their involvement in meetings and projects. Ironically, this isolation may be precisely what they desire, thus reinforcing their behavior.
Action Steps:
1. Identify behaviors you want to change within your sphere of influence.
2. Reflect on your role or your company’s role in enabling these behaviors.
3. Implement changes in your interactions or management strategies to halt these patterns.
For some organizations, this means no longer making exceptions for high performers who negatively impact the company culture. Ultimately, it’s better to part ways with such individuals than to allow their challenging demeanor to influence others.
By taking these steps, you can foster a more harmonious work environment and effectively manage getting around difficult people. Remember, consistent and firm boundaries are key to promoting positive change.