You're working with a difficult person. How can you get them to work with you?

Conflitos que geram pluralidade de ideias pode ser produtivo para ambos. Entender as experiencias vividas pela pessoa que a tornaram difícil de trabalhar pode facilitar o convivência.

* Give clearly defined tasks and expectations *Give timeline to task *Allow personal inputs towards goal attainment no micromanaging *Use their mistakes to teach them *Lead by examples

When working with a difficult person, fostering empathy and understanding can help build rapport. Actively listen to their concerns and perspectives, validating their feelings. Communicate openly and transparently, clarifying expectations and boundaries. Seek common ground and focus on shared goals to foster collaboration. Offer constructive feedback and praise their contributions to encourage cooperation. If needed, involve a mediator to facilitate constructive dialogue and conflict resolution. Patience, flexibility, and a positive attitude can gradually improve the working relationship.

When facing a difficult person, communication is very important for understanding the reason why the person is difficult as there are different kind of “difficulties”, for example, the person has difficulties to conduct the work resulting his difficult behavior, then as manager has to assign guidances and helps to this person; if this person is difficult due to his unsatisfactory to the specific work, manager has to face the problem and seek the best solution; if the difficult person is a person that difficult to everything not only to the work, the manager has to make it clear objectively.

Actively listen to the person's concerns and try to understand their perspective. Show empathy and validate their feelings, even if you disagree with them. Find common ground and demonstrate genuine interest in their well-being may help you to gather the information and understand the basis. Ask for feedback about their team and also you, this may araise in the main issue.

Las personas difíciles, regulamente, no lo son por propia iniciativa o deseo. Algo falla en su imaginario de realización personal y de exigencia de derechos que reconocimientos adquiridos, que por ejercicio de la labor y el trabajo en equipo deben ser construidos. Por lo cual, reconocer que le frustra (o le hace difícil) permitirá empatizar con aquello en lo que reclama atención y ayuda. Respetar su particularidad servirá, como primer paso para vincularle al equipo y objetivos de su rol, pero...en adelante, para poder entablar diálogos con argumentos que le hagan ver sus progresos y sus reversos.

Not putting my beliefs, preferences or thoughts of how important I believe it is, is important as clearly that situation is to that individual. It is a time to put aside judgment, reflect and try to view through their lense, while providing active listening and respect for them.

Put Yourself in Their Shoes: Practice empathy by trying to understand the emotions and motivations driving the difficult person's behavior. Demonstrating empathy can help build rapport and foster mutual respect. Maintain Professionalism: Even in challenging situations, maintain a respectful and professional demeanor. Treat the difficult person with courtesy and dignity, regardless of the circumstances.

One thing I’ve found helpful in these situations is to rip the band aid off and have the conversation! Express what they have done to give you the impression that they are difficult and LISTEN ATTENTIVELY to their response! A lot of times we have done something and didn’t realize it and they are reacting and not having a conversation… so, quick moral seek first to understand, then and only when you understand, seek to be understood.

Express Your Needs: Clearly communicate your expectations, boundaries, and concerns in a direct and assertive manner. Use "I" statements to express your thoughts and feelings without blaming or accusing the other person. Encourage Open Dialogue: Create opportunities for open and honest communication. Encourage the difficult person to express their thoughts and feelings in a constructive manner, and be receptive to their feedback.

Ofrecer feedback positivo cuando sea apropiado puede reforzar conductas constructivas. Si las tensiones persisten, buscar mediación interna o soporte de RRHH puede ser necesario para resolver diferencias insalvables.

When speaking, reflect back on the conversation for accuracy on both sides to ensure all parties remain on the same page. Take out the person and try to focus on the situation to make it less personal or threatening to that individual.

In my experience, I have had success with first finding common ground. Sometimes that also comes with understanding cultural norms.

En mi experiencia laboral he tenido algunas situaciones de este tipo. Lo que puedo comentar va en el sentido que he orientado a mis equipos para gozar de un ambiente de apertura en la comunicación, confianza y respeto entre todos y cada uno de los integrantes. Aquellas personas con mayores dificultades para encajar en este modelo, era claro que tenían alguna motivación diferente. Para estos casos, en su momento tomé la decisión de conocer con mejor detalle las posiciones que los distanciaban y a partir de ese mejor entendimiento, trabajábamos juntos por acercarnos al equipo. He tenido resultados favorables ante estas sencillas acciones. Conseguí una mayor cercanía con el equipo y motivación para ir por los objetivos colectivos.

Find Common Ground: Identify areas of agreement and explore possible compromises that address the needs of both parties. Negotiation requires flexibility and a willingness to find mutually beneficial solutions. Focus on Solutions: Shift the focus from blame to problem-solving. Collaborate with the difficult person to brainstorm creative solutions that address the underlying issues and move towards resolution.

Dealing with difficult people involves negotiating with counterparts that you mistrust, dislike, or even think are “evil.” Nonetheless, a skilled negotiator knows where to find and create value in any negotiation. One of the most common issues raised in negotiation, whether in high-level talks or in daily life, is around dealing with difficult people. This perception, however, contains a hidden assumption: Faced with abrasive, competitive, and even unethical behavior, we view ourselves as being in the right and the other party as being wholly wrong.

Me parece fundamental construir el concepto de equipo, así todos se sienten parte de algo, el éxito se convierte en éxito de todos . Cada persona debe ser una parte y dentro de ese equipo por lo cual sus habilidades, talento, esfuerzo, trabajo y dedicación deben ser medibles y verificables. Cuando las personas sienten que su aporte es importante y reconocido, dejan de lado los conflictos interpersonales, la mala comunicación, falta de interés, improductividad. Desde el que limpia mi local, imprime el material , busca facilidades , recibe a los participantes, checa el audio, edita el material, hace seguimiento; todos ellos son claves para que se de un evento . Como presentadora hago mi parte y ellos también hacen la suya ?? ??????

I always try to be transparent and work to find a solution that everyone can agree on. It is important to have the employee contribute to the solution so that they have a say and responsibility for the desired outcome or change in behavior.

Address Conflict Promptly: Take proactive steps to address conflicts as soon as they arise, rather than allowing them to escalate. Addressing conflicts promptly prevents resentment from festering and allows for timely resolution. Implement Conflict Prevention Strategies: Identify potential sources of conflict and implement preventive measures to mitigate their impact. Foster a positive work environment built on trust, communication, and respect.

Always try to address matters as quickly as possible, while not calling them out publicly. Avoid end of day or right before another meeting that will cause difficulties into the next period or off hours. Do not schedule something on a Friday for the next week, as this can cause major anxiety and stress during off hours.

Reflect on Experiences: Take time to reflect on your interactions with difficult individuals and identify opportunities for personal and professional growth. Learn from past experiences to develop strategies for effectively managing similar situations in the future. Seek Feedback: Solicit feedback from colleagues, mentors, or supervisors to gain insights into your strengths and areas for improvement. Embrace feedback as a valuable learning opportunity that can help you refine your approach.

écoute active : Dans une situation passée, j'ai pris le temps d'écouter attentivement la personne pour comprendre ses motivations profondes et ses inquiétudes. Cela a permis de créer un terrain d'entente et de respect mutuel. Renforcement positif : Lorsque des progrès étaient réalisés, je reconnaissais et valorisais les contributions de la personne, ce qui encourageait des comportements plus collaboratifs.

Just do it their way. If they are perfectionists, make sure you don’t have mistakes. If they are changing their minds very often, just keep amending it to their liking.

Labeling someone as "difficult" without knowing them makes dealing with them even harder. If one becomes biased, that leads to caring less and judging more, widening the gap over time. One thing I learned early on was to always enter the workplace with a mindset of liking everyone in the room. No matter what other people think or say about them, everyone starts with a clean slate with me. Being fair and caring genuinely makes it easier to identify and solve problems objectively. While aiming for amicable work relationships, it's also important to maintain boundaries and enforce workplace policies. Lastly, you can't please everyone, but you can always create a supportive environment and offer people the opportunity to grow and improve.

Seek Support: Don't hesitate to seek support from colleagues, mentors, or HR professionals when dealing with difficult individuals. Collaborating with others can provide additional perspectives and resources to effectively manage challenging situations. Set Boundaries: Establish clear boundaries to protect your well-being and maintain your professionalism. Recognize when it's necessary to disengage from conflict or seek assistance from higher authorities to address persistent issues.

Procure solu??es em conjunto: Em vez de focar nos problemas, concentre-se em encontrar solu??es. Colabore com a pessoa difícil para identificar maneiras de superar os desafios que est?o enfrentando.

Reconocer cuándo retirarse de una situación laboral insostenible es crucial para tu bienestar y desarrollo profesional. Si tras aplicar estrategias de comunicación, empatía, y mediación, el conflicto persiste sin signos de mejora, podría ser el momento de considerar otras opciones. Retirarse de una situación negativa no es una se?al de fracaso, sino un paso hacia un entorno más saludable y productivo.