Copping with difficult people
One of the key factors for success of an organization in today’s business environment is to employ high talented persons. Human resources managers are looking for such persons, as they are usually exceptional contributors to this success, but there are times where the same intelligence that makes them talented also makes them challenging. These people are also called “difficult personalities”.
Christopher (2012), states that such persons are able to move their co-workers from a positive to a negative state of mind very quickly. He explains that such kind of behavior is a strategy to solve their problems or to meet their needs. The reason for an individual to use this strategy is that is based on a defense mechanism which was developed in childhood. Based on this statement, he introduces six basic different types of difficult persons. Christopher also explains that it is not possible to change their character while the most effective way to deal with them is to use the technique of “The Surprise Effect”.
Sabol (2008) has a different approach on the same topic. According to him, managers might have several choices to communicate with difficult persons while “managers must take the lead to make things better” (Sabol 2008, Canadian Manager, p. 18). His suggests that a successful manager dealing with difficult persons has firstly to take self-examination and solve any personal issues. A second step is to listen and understand before attempt to be understood. In this way the difficult person becomes a collaborative colleague. Finally the most important thing for a manager is the ability to adjust his communication style depending on each individual’s personality. “Knowing how to communicate with difficult and challenging personalities may not reduce your waist size, nor trim your thighs, but it can make an executive 's work more productive and more personally rewarding.” (Sabol, 2008, p.18).
Comparing the different approaches of the above mentioned scholars and
Christopher (2012), states that such persons are able to move their co-workers from a positive to a negative state of mind very quickly. He explains that such kind of behavior is a strategy to solve their problems or to meet their needs. The reason for an individual to use this strategy is that is based on a defense mechanism which was developed in childhood. Based on this statement, he introduces six basic different types of difficult persons. Christopher also explains that it is not possible to change their character while the most effective way to deal with them is to use the technique of “The Surprise Effect”.
Sabol (2008) has a different approach on the same topic. According to him, managers might have several choices to communicate with difficult persons while “managers must take the lead to make things better” (Sabol 2008, Canadian Manager, p. 18). His suggests that a successful manager dealing with difficult persons has firstly to take self-examination and solve any personal issues. A second step is to listen and understand before attempt to be understood. In this way the difficult person becomes a collaborative colleague. Finally the most important thing for a manager is the ability to adjust his communication style depending on each individual’s personality. “Knowing how to communicate with difficult and challenging personalities may not reduce your waist size, nor trim your thighs, but it can make an executive 's work more productive and more personally rewarding.” (Sabol, 2008, p.18).
Comparing the different approaches of the above mentioned scholars and
References: 1. Bruce Christopher. Business Credit. Feb 2012. How to Deal with Difficult People. 2. Byron G. Sabol. Canadian Manager. March 2008, p18-20. Adjusting An Executive 's Style Improves Communication With Difficult and Challenging Personalities