Leading to difficult people

Leading to difficult people

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  Do you recognizethese people? The Know- It-Alls They’re arrogant and usually have an opinion on every issue. When they’re wrong, they get defensive. The Passives These people never offer ideas or let you know where they stand. The Dictators They bully and intimidate. They’re constantly demanding and brutally critical.
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  Do you recognizethese people? The “Yes” People They agree to any commitment, yet rarely deliver. You can’t trust them to follow through The “No” People They are quick to point out why something won’t work. What’s worse, they’re inflexible. The Gripers Is anything ever right with them? They prefer complaining to finding solutions.
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  Three Important Questions Threemajor questions will emerge when you start to explore how to deal with difficult people: 1. How do you respond to specific types of problematic behavior? 2. What is the impact of your own behaviors and attitudes on others? 3. How do you communicate effectively in a disciplinary conversation?
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  Your Attitude: It’sUp to You! Your attitude is the way you communicate yourself to others. If you are optimistic, think the best of others, and anticipate positive outcomes, you present a positive attitude and people usually enjoy being with you. If you are pessimistic, expect the worst, and anticipate that others won’t do the best thing, you present a negative attitude and may make it difficult for others to enjoy being around you. So when we begin a discussion of difficulties with people and situations, we have to start with ourselves!
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  Clarify Your Purposeand Goals Knowing what is important to you personally and professionally gives you a firm foundation for dealing with difficult situations and non-productive behaviours of others. When you know what you want to achieve, you are better able to make clear decisions from a positive outlook. You will be more able to let things slide which might have really side-tracked you if you didn’t know the outcomes you most desire.
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  Good Communication Skill Inorder to deal with the difficult people in your life, it’s important to first understand the process of communication and how you communicate. Good communication involves much more than just talking and hearing; and a good communicator understands that, to interact with different people in life, you can’t always communicate in the same form.
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  A Checklist forthe Good Conversation • Don’t act when angry. Strong emotions cloud judgment and impede one’s ability to speak appropriately. Anger also evokes heated responses, taking the focus off the real issues that need to be addressed. • Reprimand in private. If you embarrass or injure a person’s pride in front of colleagues, you reduce the likelihood that performance will improve. • Determine whether the problem is with the employee or the work conditions. Ask if anything is hindering the person from doing a good job. This line of questioning demonstrates that you are more interested in performance than blame.
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  • Don’t describethe problem in terms of a “bad attitude” You don’t know what’s going on in a person’s head. You can observe the behavior and determine whether it stays the same, improves or gets worse. • Gain the member’s commitment to change. Most people, if their shortcomings are confronted in a calm, professional manner, will make an agreement to improve behavior.
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  Essential Attributes inLeading Others 1. Providing feedback The first essential attribute in leading others is to learn how to provide feedback. People in organisations are looking for feedback, praise and recognition for what they are doing to help you get results. A large proportion of our life is spent at work and we all like to feel valued. If you had to rate yourself on a scale of 1-10 in terms of providing feedback (10 being excellent) what score would you give yourself? Providing feedback takes little or no time, costs nothing and is one of the biggest contributors to a happy workforce and staff retention levels.
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  2. Listening andinvolving An autocratic style where people were told what to do and get on with it will not work in the modern business world. People want to be involved in contributing to key decisions and feel that their points of view have been heard. As the leader, you clearly need to take the final decision. Chances are that not everyone will agree with the decision but if you have taken the time to listen to and involve others in the decision process, they are more likely to get behind the decision you reach. 3. Getting the balance right One of the challenges in leading others is getting the balance right between delegating to others and keeping track on progress. Too much involvement could result in the other person or team thinking that you don't trust them. Too little involvement could mean that you find out too late that things are off track and deadlines are going to be missed. Making the time at the outset to brief others, check their understanding and agree review points is a simple but effective way of getting the balance right.
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  4. Model theway If you want people to listen to one another, then listen closely to people. If you want them to be transparent and candid, then you go first. If you want them to dig deeper to identify root causes of their problems, then model that yourself. If you want them to be accountable to one another, then be sure they know of your accountability relationship. Lead the example, not just by what you say. 5. Stay with fruitful conversation For a group leader who are specially time conscious, its natural to march through a set of questions and make sure everything gets covered in the time allotted. The best group leader remain mindful, though, the real goal of the meeting is transformation, not completion.
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  6. Setting objectives Inleading others, it is vitally important to set clear objectives. Leaders sometimes fall into the trap of believing that a long job description with lots of detail about what the employee is required to do serve that purpose. In addition to this, make a point of setting around 6 key objectives for each person. These objectives should be specific, measurable, achievable, results orientated and time limited. 7. Training and developing When leading others you need to make the time and give the commitment to training people. As a leader, you need to make the time to help people grow and get better at what they do.
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  THANK YOU!!!!!!!