Managing “Difficult People”

When talking about performance, it’s crucial to consider both the technical (a.k.a “hard”) skills and the interpersonal (a.k.a “soft”) skills. An employee is not a high performer if they are technically excellent but tear the team apart due to their behavior. After managing people for a while, you might catch yourself thinking about one of your direct reports that they are “difficult”, and you wonder whether it’s your fault or maybe the person is not a good fit. As we’ll shortly see, it’s very generic and not helpful to label someone as “difficult”. Have you ever come to work thinking to yourself “Hmmm, today I will do real damage”? Probably not, and probably no one else does. They may display behaviors you consider wrong or harmful, but still assume positive intent — people try to do the right thing and not err on purpose. First of all reflect — are they actually getting to the desired results and keeping relationships, but they simply do it differently from you? Does it really matter then? <h1>Attitude?</h1> So maybe you think the person has a “bad attitude”. What does it actually mean? If I tell you about a person you’ve never met before, that they have a bad attitude, but you never notice any behavior to support it, do they really have a bad attitude? <a href="https://yanivpr.medium.com/managing-difficult-people-b84a074aaee7">Visit Now</a>