From the course: Working with High-Conflict People as a Manager
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Identify the high-conflict behavior that needs to change
From the course: Working with High-Conflict People as a Manager
Identify the high-conflict behavior that needs to change
- Labeling someone may make you feel better but it does nothing to change the behavior of the person with whom you have the problem. Think about the conflict you'll create if the person hears that you've called them a narcissist or a drama queen. Instead of defaulting to old habits like labeling the person as a problem, let's look at a formula to identify the problem causing behavior. To define the behavior, ask these questions. What are they doing that you don't want them to do? And how does that affect productivity or team work, or any other business outcome that we're seeking? For example there was a woman who was on my non-profit committee, I'll call her Beth. I struggled with Beth's personality and viewed her as high conflict. I avoided or appeased her. And I didn't like the way I felt when I was around her. So let's ask the questions, what was Beth doing that I didn't want her to do? Well there were actually two…
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