Greetings,
I loved every bit of the article shared in the link. The content may sound beaten to a few. Yet, the presentation and the timeless reality are worth reading all over again!
Managing Difficult People - HBR <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
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1872I loved every bit of the article shared in the link. The content may sound beaten to a few. Yet, the presentation and the timeless reality are worth reading all over again!
Managing Difficult People - HBR <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
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Greetings of the day,
Thanks for sharing such a wonderful article, but there are some things that I want to add after going through the same.
Solution to deal with a Passive-Aggressive Colleague (By Article):
Give feedback. Explain to your co-worker what you're seeing and experiencing. Describe the impact of his behavior on you and provide suggestions for how he might change.
Suggestions may often create problems in such cases and not just create but also increase them. Therefore, what I believe is to give time to the person who is in this situation for SELF-REALIZATION and later speak with him like a friend, not just a colleague. This can help improve the understanding level and give us a chance to express easily to him what we are feeling about this person and his behavior, instead of giving suggestions to mend the ways.
Focus on work, not the person. You need to get the work done despite your peer's style, so don't waste time wishing he would change. Concentrate on completing the work instead.
True, one must concentrate on his/her work instead of expecting someone to behave or deal with us or with others properly. However, we cannot ignore this person completely because we are individuals at work, working in a team. Therefore, it is not so easy to ignore the one.
Ask for commitment. At the end of a meeting, ask everyone (not just the troublemaker) to reiterate what they are going to do and by when. Sometimes peer pressure can keep even the most passive-aggressive person on task.
I don't agree with it. Instead of asking for their planning or what they are going to do, ask for a review meeting to know the progress/development of the work/project and assigned tasks. The troublemaker also requires time to express himself on his work and planning to perform tasks, but by asking for the same at the end of the meeting including all, it can turn him away from sharing what he is actually going to do.
And something that I have learned from this is really going to help me. So, for this, I want to say thanks.
Have a great day.
From India, Gurgaon
Acknowledge(0)Amend(0)
Thanks for sharing such a wonderful article, but there are some things that I want to add after going through the same.
Solution to deal with a Passive-Aggressive Colleague (By Article):
Give feedback. Explain to your co-worker what you're seeing and experiencing. Describe the impact of his behavior on you and provide suggestions for how he might change.
Suggestions may often create problems in such cases and not just create but also increase them. Therefore, what I believe is to give time to the person who is in this situation for SELF-REALIZATION and later speak with him like a friend, not just a colleague. This can help improve the understanding level and give us a chance to express easily to him what we are feeling about this person and his behavior, instead of giving suggestions to mend the ways.
Focus on work, not the person. You need to get the work done despite your peer's style, so don't waste time wishing he would change. Concentrate on completing the work instead.
True, one must concentrate on his/her work instead of expecting someone to behave or deal with us or with others properly. However, we cannot ignore this person completely because we are individuals at work, working in a team. Therefore, it is not so easy to ignore the one.
Ask for commitment. At the end of a meeting, ask everyone (not just the troublemaker) to reiterate what they are going to do and by when. Sometimes peer pressure can keep even the most passive-aggressive person on task.
I don't agree with it. Instead of asking for their planning or what they are going to do, ask for a review meeting to know the progress/development of the work/project and assigned tasks. The troublemaker also requires time to express himself on his work and planning to perform tasks, but by asking for the same at the end of the meeting including all, it can turn him away from sharing what he is actually going to do.
And something that I have learned from this is really going to help me. So, for this, I want to say thanks.
Have a great day.
From India, Gurgaon
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Thanks for sharing, the part most i like is
Differences of opinion between coworkers can be useful and even productive. But when clashes turn ugly, conflict can be harmful to working relationships. Here are three tips for handling the next disagreement you have with a colleague:
•Identify common ground. Point out what you both agree on at the beginning of the conversation. This may be a shared goal or a set of operating rules.
•Hear your coworker out. Allow your colleague to share his opinion and explain his point of view. Don't disagree with individual points he makes; listen to the whole story.
•Propose a solution. Use the information you gathered in the conversation to offer a resolution. This should incorporate his perspective and be different from what you originally thought.
Regards,
From Kuwait, Hawalli
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Differences of opinion between coworkers can be useful and even productive. But when clashes turn ugly, conflict can be harmful to working relationships. Here are three tips for handling the next disagreement you have with a colleague:
•Identify common ground. Point out what you both agree on at the beginning of the conversation. This may be a shared goal or a set of operating rules.
•Hear your coworker out. Allow your colleague to share his opinion and explain his point of view. Don't disagree with individual points he makes; listen to the whole story.
•Propose a solution. Use the information you gathered in the conversation to offer a resolution. This should incorporate his perspective and be different from what you originally thought.
Regards,
From Kuwait, Hawalli
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One more article I would like to share that I just found:
The Passive-Aggressive Co-Worker
From India, Gurgaon
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The Passive-Aggressive Co-Worker
From India, Gurgaon
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