Dealing with Difficult People

As leaders, we have to deal with people we might find “difficult.”

Consider why you see that person as difficult to work with or interact with. As leaders, we need to diagnose the problem and then implement a solution.

Sometimes the person is in the wrong role or on the wrong team. Look at where they have difficulties and consider if moving them to another team, changing up their tasks, or getting them training might solve the problem. Also make sure they have realistic expectations for their work experience—that 22-year-old new hire is not going to be executive VP within the next two years.

Make sure YOU are not the difficult person for them! We all have personality traits that some people enjoy, but that might be “too much” for other people. Think of that warm friendliness, or that go-getter energy, or that dispassionate logic that might be part of who you are. Don’t change who you are, but you may need to think of that personality trait as a big, friendly dog that you need to “keep on a leash” around some people, especially those who display very little of that trait. Pull it in and keep it under control around them and see if interactions improve.

(research source: https://www.linkedin.com/pulse/art-dealing-difficult-people-5-tried-and-true-j-andy-newsom/) (image generated using Midjourney)