Dealing with passive aggressive behavior

At the risk of stereotyping, as a HR transformation professional, I have found a peculiar problem in high power distance cultures where people have deference to authority; passive aggression. This is generally found less in the more individualized societies with less power distance where people normally are more in the face and vocal when they disagree with you.

Passive aggression happens when the individual/individuals agree in a formal setting to a course of action and then dissociate themselves the moment they step out of the meeting. This completely derails the decision making process and creates clear rifts in the leadership team which is now in full view to the rank and file. This give a body blow to organizations which are going through transformation and realignment in response to their changing strategy.

It is complex to deal with people who exhibit these traits and are in a position of authority. It is important to understand that passive aggressive traits have strong autonomous behavioral underpinnings and it needs to be addressed at the psychological level as well.

1. Consistent or one off: The first thing that one need to understand while dealing with passive aggressors is if the behavior is consistent or one off. If it is one off, then the problem is easier and a conversation with the person bringing the issue to his awareness and the impact it has created will generally suffice.
2. Reiteration on the first principles: It may be worthwhile to get an agreement on the principles once again and ask where the disagreement is which one can then talk it out.
3. Confront with data: One of the best ways to deal with passive aggression is to confront the person one on one with data in a way where his/her ego does not get hurt. Create a safe environment to have this conversation, say in a cafeteria rather in the workplace.
4. Appeal to the emotive side: Most often passive aggressive guys are also very sensitive people and asking them for help for your project may help get them on to your side.
5. Articulated consequences: Passive aggressive people act covertly by using denial, finger pointing, sabotage and excuse making as their weapons of choice. Effectively articulated, a strong consequence if such behaviors are proven can be used to stand down passive aggressive behavior. Incorporating the same in the project charter may help.

It is not definitely not pleasant to deal with passive aggressive people. However, by constant calibration, confrontation and upfront articulation of consequences for passive aggressive behaviors, such characters can be reined in if not fully converted.