• Working With Difficult People

  Filed under News
  Sep 21

  The plaintiffs, all-knowing, authoritarian, hostile, and others. Conflicts can be good or bad. Are positive (+) when they generate ideas and solutions, change attitudes and lead to the achievement of objectives. Are negative (-) when they are generated by personal interests. In organizations that are most abundant "noises in the communication." This is caused by ideas or prejudices of the people. In some cases a person "likes him" or "it upsets" to another, motivated by such attitudes. In extreme cases, this type of "behavior" gets to the point where a person becomes "difficult to treat." Not solved by sending it to study or receive lectures on "human relations." The issue is deeper. Well …

  "If the person does not accept this evil act, nothing you do make changes," Here are some guidelines for behavior before 1 .- difficult people to "Pica … lost" You should check the response. Difficult people tend to make others react vividly. Must resist the temptation to respond with anger, sarcasm or hurting the other. 2 .- Why do it? You must evaluate the behavior and possible causes. Try to establish the facts, the time of occurrence, behavior and its possible origins. 3 .- Go for a fight in front. Prepare for discussion to reach an agreement, select a location and timing for both parties and consult a qualified third on how to behave during the meeting.

  4 .- I hear but not hear. Play and show that it has heard. This is not to endorse what was heard. 5 .- You're a bad boy behavior Refer directly to the difficult person must know that the other knows his behavior and feelings. 6 .- How do we solve it? Focus on solutions to the problem. Jointly seek alternatives, which are favorable for both. 7 .- Avoid sinner I blame the person. It is better to try to understand the reasons for the difficult person to try to prove that one is right. Author's website:

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