Greetings,
I loved every bit of the article shared in the link. The content may sound beaten to few. Yet, the presentation and the timeless reality is worth reading it all over again!
Managing Difficult People - HBR <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
1859I loved every bit of the article shared in the link. The content may sound beaten to few. Yet, the presentation and the timeless reality is worth reading it all over again!
Managing Difficult People - HBR <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
Greetings of the day,
Thanks for sharing such a wonderful article but there are something which I wanna add after going through the same
1. 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]
Suggestion may often create problems in that kind of cases and not just create but increases as well, therefore, what I believe is to give time to the person who found in this situation for SELF REALIZATION, and later need to speak with him like a friend not like a colleague only. This can help to improve understanding level and gives us a chance to express easily to him what we are feeling about this person and his behavior instead of giving suggestion 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 other properly but the other thing is that we cant even ignore this person completely bcz we cant treat us as individual at work, and working in a TEAM, therefore, it is also 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 dont agree with it. Instead of asking for their planning to do or what they gonna do but for a review meeting to know the progress/development of the work/project and assigned task. Troublemaker also required time to express himself on his work and planing to perform task but by asking for the same at the end of meeting including all, can turn him away from sharing what actually he is going to do.
and something what i have learned from this is really gonna help me so for this, i wanna say thanks for this ..
Have a great day
From India, Gurgaon
Thanks for sharing such a wonderful article but there are something which I wanna add after going through the same
1. 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]
Suggestion may often create problems in that kind of cases and not just create but increases as well, therefore, what I believe is to give time to the person who found in this situation for SELF REALIZATION, and later need to speak with him like a friend not like a colleague only. This can help to improve understanding level and gives us a chance to express easily to him what we are feeling about this person and his behavior instead of giving suggestion 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 other properly but the other thing is that we cant even ignore this person completely bcz we cant treat us as individual at work, and working in a TEAM, therefore, it is also 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 dont agree with it. Instead of asking for their planning to do or what they gonna do but for a review meeting to know the progress/development of the work/project and assigned task. Troublemaker also required time to express himself on his work and planing to perform task but by asking for the same at the end of meeting including all, can turn him away from sharing what actually he is going to do.
and something what i have learned from this is really gonna help me so for this, i wanna say thanks for this ..
Have a great day
From India, Gurgaon
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
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
One more article i would like to share that i just have found ..
The Passive-Aggressive Co-Worker
From India, Gurgaon
The Passive-Aggressive Co-Worker
From India, Gurgaon
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Office politics questionnaire.p df