The journey to success can be derailed by clashes with difficult people, and even if the clash isn’t disastrous, it can make your life very unpleasant especially when you have to come in contact with these people almost on daily basis. The way we manage these clashes will determine how the outcome will be.

Psychological research has suggested several ways of coping with difficult people in your life. These people force us to fall back on our coping mechanisms. Some of us placate, others confront. Some balk, others become aggressive. When these first-response tactics don’t work, when a difficult person makes you tear your hair out in total frustration, you have to dig deeper into yourself and find a better strategy.

Here are suggested ways you can effectively manage difficult people in your workplace.

1. Focus on what you want to happen, not on how you feel. The emotional response always kicks in first, but the trick is not to act on it.

2. Schedule a meeting to discuss the problem. Often, that’s the hardest thing to do. You hope the problem will resolve itself. Usually it doesn’t, and by the time you do meet, pent-up emotions are hard to control.

3. Give the difficult person his due. Validate him as a person. Before you start, make it clear you empathize and that you are listening.

4. Ask the employee what he needs to help him improve. If nothing else, the question will force him to stop reacting and start thinking.

5. Model the type of behaviour you want. Moody employees rarely remain negative if they’re managed by unrelenting positive leaders. Exhibit the kind of upbeat, forward-looking professionalism you expect from your staff.

6. Don’t get sucked under. Beware of making difficult employees your own personal reclamation project. By investing lots of time in trying to change them, you risk alienating more positive workers.

Source

Pls o since ure getting nt more dan 3 post in ur topics. "why nt go and hug a transformer?

i am kind of introverted and so hardly react to unpleasant situations forcefully. Thanks for the info