Training Program - Dealing With Difficult People
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The workshop focuses on identifying different personality and communication styles to effectively manage interactions with difficult individuals. Participants learn about various personality types, their motivations, and strategies to handle challenging behaviors through practical exercises and case studies. Conflict management techniques are also covered, emphasizing different methods for resolving conflicts depending on the importance of the relationships and goals involved.
Training Program - Dealing With Difficult People
- 1. Dealing with Difficult People Presented by Human Resources Programs Art Flores, AVP HR Programs
- 2. Agenda for Today’s Workshop Introductions Identifying your Personality/Communication Style Identifying the Personality/Communication Style of Others Understanding Difficult Behavior How to Deal with Different Personalities Do’s and Don’ts for Managing Difficult Interactions Suggestions for Solving Issues Effectively Conflict Management Case Studies
- 3. Personality Matrix Take a few minutes to complete this exercise before we proceed
- 4. FINDING YOUR BEHAVIORAL STYLE PASSIVE/DOMINANT AXIS PLACE AN “X” ON THE PASSIVE/DOMINANT AXIS FOR EACH QUESTION. NOTE THE FIRST OPTION IS MORE PASSIVE. ARE YOU RELATIONSHIP – OR TASK-ORIENTED? ARE YOU PASSIVE OR AGGRESSIVE? ARE YOU EASY-GOING OR TAKE CHARGE? ARE YOU ACCEPTING OR CHALLENGING? ARE YOU SUBTLE OR DIRECT? ARE YOU QUIET OR TALKATIVE? ARE YOU AN INTROVERT OR EXTROVERT? FORMAL/INFORMAL AXIS PLACE AN “X” ON THE FORMAL/INFORMAL AXIS FOR EACH QUESTION. NOTE THE FIRST OPTION IS MORE FORMAL. ARE YOU DISCIPLINED OR SPONTANEOUS? ARE YOU RESERVED OR FUN-LOVING? DO YOU WITHHOLD FEELINGS OR EXPRESS THEM? ARE YOU CAUTIOUS OR IMPULSIVE? ARE YOU COOL OR WARM? ARE YOU ORGANIZED OR UNORGANIZED? SUPPORTER PROMOTER ANALYZER CONTROLLER INFORMAL FORMAL PASSIVE DOMINANT
- 5. The Personality Matrix Identifying Your Personality Supporter Promoter Analytic Controller Any Surprises?
- 6. Supporter Characteristics Advantages Pitfalls
- 7. Recognizing Supporters Slow at making decisions Likes close, personal relationships Avoids conflict Good listeners Seeks security Works at a steady pace Responsive to others ideas, tries to be fair
- 8. What Do Supporters Want? Motivated by stability People Oriented Often perceived as stubborn Demonstrates patience Specializes Concentrates on task Listens well Calms excited people Performs accepted work pattern Fears change
- 9. Recognizing Analytic Style Cautious actions and decisions Likes organization and structure Asks questions, wants detail, relies on data Wants intellectual, task-oriented work Wants to be right Thrifty with time, money Works slowly and precisely alone
- 10. What do Analytics Want? Motivated by logic, details Attends to key directives Concentrates on detail – task oriented Works best under known conditions Diplomatic with people Checks for accuracy Thinks critically Critiques performance Complies with authority Often perceived as unemotional Fears criticism, being wrong
- 11. Recognizing Promoter Style Very expressive and spontaneous Likes involvement with others Dislikes being alone Exaggerates and generalizes Seeks harmony Makes quick decisions Wants to belong and have fun! Energetic, flexible and charming
- 12. Promoters-What They Want Motivated by recognition Likes people contact – People oriented Makes favorable impression Verbalizes, articulates Motivates Generates enthusiasm Entertains – Often perceived as flighty Wants to help Participates in Groups Fears loss of influence
- 13. Recognizing Controller Style Decisive actions and decisions Needs freedom to manage himself and others Cool, keeps emotions to himself Competitive, independent Believes in “time and place” for personal problems Efficient, competent
- 14. What do Controller Styles Want? Motivated by time Gets immediate results – Task oriented Causes action – Problem solver Accepts challenges Makes quick decisions Questions status quo Takes authority/control Often perceived as rude Fears being taken advantage of
- 15. Understanding Difficult Behavior People have different motivations People have different needs People communicate difficult issues differently People have different fears
- 16. How to Deal with Different Personalities The “Sherman Tank” The “Exploder” The “Complainer” The “Clam” The “Wet Blanket” The “Know-It-All” The “Staller”
- 17. How They Behave “ Sherman Tank” – Attack, abusive, intimidating and contemptuous manner “ The Exploder” – Temper tantrum. Outbursts filled with rage. Can lose control “ The Complainer” – Finds fault with everything “ The Clam” – The silent one, a grunt, or just responds yes or no “ The Wet Blanket” – Responds with a quick or negative response. “It won’t work” “ The Know It All” – The expert on all matters “ The Staller” – Habitually indecisive
- 18. Sherman Tank Stand up to them but don’t get into a fight – Don’t argue Give them time to run down Get your point across any reasonable way you can Get them to sit down and discuss the problem Maintain eye contact State your opinions forcefully and without apology Don’t try to cut them down Be ready to be friendly and receptive to negotiation
- 19. The Exploder Get them to wind down and then switch to problem solving mode of interaction Give them time to run down and gain self control If they don’t, shouting a neutral phrase such as “Stop” or “Quiet, please!” Show that you take them and their concerns seriously Active listening If necessary, suggest moving to private setting for further discussion
- 20. The Complainer Insist that issues be handled in a problem solving manner Listen to their complaints even if you feel guilty or impatient Acknowledge, paraphrase to ensure perceptions are correct Don’t agree with or apologize for their complaints Avoid the accusation-defense-re-accusation pattern State the facts without comment Try to move to problem solving mode by asking specific questions, assigning fact-finding tasks, or asking for certain complaints to be put down in writing If all else fails, ask the Complainer “How do you want the discussion to end?”
- 21. The Clam Get them to open up and begin to discuss what they want or what’s bothering them Ask open-ended questions Wait for a response Do not fill the silence with chatter Plan for extra time Ask more open-ended questions if no response Comment on what is happening in the interaction Develop your skills in eye contact
- 22. The Wet Blanket Engage them in rational problem solving without getting drawn into the negativism or pessimism Make optimistic but realistic statements about past successes in handling similar problems Don’t try to argue out of their pessimism Don’t offer solutions until problem has been thoroughly discussed When alternatives are being discussed, raise questions—offer consequences or outcomes View the negativism as problems that can be solved Be prepared to take action on your own – Develop plan
- 23. The Know-it-All Get them to consider alternatives without directly challenging their alleged expertise Do your Homework – They want details Listen and paraphrase Don’t be dogmatic or over-generalize Be tentative in any disagreements-Raise questions Ask exploratory questions Watch out for your own”Know-it-all” responses As a last resort, choose to give in, in order to avoid protracted conflict and build a relationship
- 24. The Staller Recognize that this is their preferred method of problem solving Attempt to engage them in problem solving Don’t take on their problems yourself Listen for issues and create problem solving solutions If reservations involve you, acknowledge past problem and then proceed with problem solving Concentrate on examining the facts of the situation Give support for any decision they can offer Delineate who is responsible for what in resolving problem
- 25. Case Studies Break into groups Over my Shoulder Michael Angry Arlene How would you handle? Discussion of scenarios Conflict Management
- 26. Exercise – Conflict Questionnaire Twenty Questions Scoring Conflict Management Strategies Five Basic Methods for Resolving Conflict Managing Conflict
- 27. Five Basic Methods for Resolving Conflict Withdrawal Smoothing Forcing Compromise Collaboration
- 28. Withdrawal Neither the goal nor the relationship are important to you You withdraw from interaction
- 29. Withdrawal Method for Resolving Conflict What Happens When Used: Person Tries to Solve Problem by Denying Its Existence Appropriate to Use When: Issue is Relatively unimportant; timing is wrong; cooling off is needed Inappropriate to Use When: Issue is important; when issue will not disappear but build
- 30. Smoothing The relationship is more important than the goal You want to be liked and accepted
- 31. Smoothing Method for Resolving Conflict What Happens When Used: Differences are played down; surface harmony exists. Results in win/lose resentment situation Appropriate to Use When: Issue relatively unimportant, also when preservation of the relationship is more important at the moment Inappropriate to Use When: Reluctance to deal with conflict lead to evasion of an important issue; when others are ready and willing to deal with issue
- 32. Forcing The goal is important but not the relationship. Use all your energy to get the job done
- 33. Forcing Method for Resolving Conflict What Happens When Used: One’s authority, position, majority rule, or a persuasive minority settles the conflict. Results in win/lose if the dominated party see no hope for self Appropriate to Use When: When power comes with position of authority; when this method has been agreed upon Inappropriate to Use When: Losers have no way to express needs; could result in future disruptions
- 34. Compromise Both goals and relationships are important - but there is a lack of time You both gain and lose something
- 35. Compromise Method for Resolving Conflict What Happens When Used: Each party gives us something in order to midway. Results in win/lose if differences aren’t recognized Appropriate to Use When: Both parties have enough leeway to give; resources are limited; when win/lose stance is undesirable Inappropriate to Use When: Original inflated position is unrealistic; solution is watered down to be effective; commitment is doubted by parties involved
- 36. Collaboration Goals and relationships are equally important You define the conflict as a problem solving situation
- 37. Collaboration Method of Resolving Conflict What Happens When Used: Abilities, values, and expertise of all are recognized; each person’s position, is clear but emphasis is on group solution. Results in win/win for all Appropriate to Use When: Time is available to complete the process; parties are committed and trained in use of the process Inappropriate to Use When: The conditions of time, abilities, and commitment are not present
- 38. Questions? HR always available to work with you Confidentiality