Imagine you are to write a report that is entirely dependent on you co-workers. Some of the workers are not in the same station, and you have to do follow-ups through email and phone calls. However, the communication channels are not that open, and the colleagues are anything but cooperative. What do you do?
Here are ways that will probably help when working with difficult people:
Avoid labeling or judging co-workers
If you put it in your mind that you are dealing with a difficult co-worker, you are setting up the scene to be difficult. Subconsciously, you may put your workmates in this group and then expect them to exhibit the same behavior every time. These preconceptions that take place even before you engage someone in a task or conversation impact the outcome and nature of the conversation negatively. Resist the urge to judge or label, even though the behavior of a colleague is disturbing or irritating.
Step back before you give a response
The natural retort to a problematic workmate may be a critical or a quick comeback. Restrict yourself. The response may come back and trouble you and cause the engagement or conversation to go slumping downwards. Trust that the workmate does not mean to be unbecoming. The more you separate the person from the behavior, the lesser the probability that you will have to consider their reaction as a personal attack. Take time and compose yourself, and consider the response you will give, instead of jumping into an immediate reaction.
Stop desiring they were different
How often have you thought, “If only he were more positive, responsive, or dependable?” Stop squandering your irredeemable mental energy and time on a futile act as wishing as you’ve probably appreciated by now that wishing doesn’t always work. Hard people are not exasperating you on purpose – and the most effective way to see a difference in them is to transform your behavior and thinking.