conflict, conflict management, organisational,

Workplace Conflict? Here’s How to Deal with Difficult People

victoriaAttitude, Attitude, Business, Communication, Leadership, Management

In the intricate labyrinth of the workplace, encountering difficult individuals is almost inevitable. These are the colleagues or clients who, intentionally or not, add an extra layer of challenge to your professional life. But who exactly are these “difficult people”, what fuels their challenging behaviour and why are they causing conflict in your workplace? 

Defining the ‘Difficult’  

A “difficult person” in the workplace can manifest in various forms: the chronic complainer, the relentless critic, the perpetual pessimist, or the domineering micro manager. These individuals often disrupt team harmony, hinder productivity, and make the workplace feel more like a battleground than a collaborative space. 

Unpacking the Causes 

Understanding the root causes of such behaviour is akin to peeling an onion – layer by layer. Some common reasons include: 

  • Stress and Personal Issues: External pressures can lead individuals to act out in the workplace. For instance, an employee facing personal challenges might become irritable or withdrawn. 
  • Lack of Communication Skills: Poor communicators may come across as abrasive or dismissive, not out of intent, but due to an inability to express themselves effectively.  
  • Insecurity or Fear: Individuals who feel threatened or undervalued may resort to domineering or obstructive behaviours as a defence mechanism. 

Strategies for Management 

While you can’t control others’ actions, you can manage your responses. Here are some strategies to consider when dealing with difficult people: 

  • Maintain Composure: Think of yourself as a thermostat, not a thermometer. Instead of reacting to the heat, maintain your own temperature. Staying calm can prevent escalation. 
  • Seek Understanding: Approach the individual with genuine curiosity. Ask open-ended questions to uncover the reasons behind their behaviour. This can lead to empathy and potential solutions.  
  • Set Boundaries: Clearly define what is acceptable and what isn’t. For example, if a colleague frequently interrupts you, calmly express that you value their input but would appreciate finishing your point first.  
  • Focus on Solutions: Shift the conversation from problems to solutions. Encourage collaborative problem-solving to address issues at hand. 
  • Seek Support: Don’t hesitate to involve HR or a mediator if the situation doesn’t improve. Sometimes, an external perspective can facilitate resolution. 

Let’s say there’s a project manager, Jane, who would frequently clash with Tom, a team member who was known for his negative outlook. Instead of avoiding him, Jane invited Tom for a coffee and chat. She discovered that Tom felt his ideas were consistently overlooked, leading to his cynicism. By actively involving him in decision-making, Jane transformed Tom from a detractor to a contributor.  

The Bigger Picture 

It’s noteworthy that workplace conflict is more common than one might think. According to a survey, 15% of employees’ work time is spent dealing with conflict, underscoring the importance of effective conflict management strategies.  

How Can DCo help? 

At DCo, we specialise in turning discomfort into growth. Our corporate training programmes are designed to challenge teams, fostering resilience and effective communication. Through immersive experiences at Newgale Lodge in Pembrokeshire, we offer residential programmes that push boundaries, encourage collaboration, and transform the way your team handles challenges. Embrace the discomfort and watch your team flourish. If this is something that you think your team could benefit from, contact us and we will help develop a bespoke training programme for you.  

In conclusion, while difficult individuals can make the workplace feel like a maze, with the right strategies and support, you can navigate through, turning challenges into opportunities for growth. 

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