Why do you need to know how to deal with difficult people?
We interact with people every day, and some of them, let’s say
it, are difficult to handle. Difficult people’s behaviors
have a negative impact on
our brains and diminish our
quality of life dramatically.
We need to know how to detect, process, and deal with a
different types of difficult people to protect our
quality of life.
Conversation between A and B about the importance of dealing
with difficult people. B: "We need to know how to deal with
difficult people to protect our quality of life." By
Flinkliv.com.
Characteristics of difficult people
There are many characteristics of difficult people, here are the
most common difficult people characteristics:
Lack of empathy
Self-centered
Pose as victims
Whining
Good at blaming
Expert in gossiping
Conversation between A and B about common characteristics of
difficult people. B lists: Lack of empathy, self-centered,
pose as victims, whining, good at blaming, and gossiping. By
Flinkliv.com.
Types of difficult people
There are many types of difficult people that we deal with daily
at home, work, school, gym, street, etc. Here are the most
common types of difficult people:
Difficult People Types
Difficult People Types
Slacker
Manipulator
Grenade
Whiner
Psychopath
No person
Maybe person
Nothing person
Gossiper
Yes man
Delegator
Naysayer
Examples of dealing with difficult poeple
How to deal with difficult people?
Knowing how to deal with difficult people is a handy skill. There
are many tactics to deal with difficult people depending on your
relationship with the person and the type of difficulty. However,
no matters the situation, keep in mind to always separate the
people from their behavior: it is not the person; it is the
behavior.
Example of inclusive language
Use inclusive language to influence people positively and bring
them.
Conversation between A and B about using inclusive language to
improve communication and avoid conflict. A complains about
someone being offended. B suggests using inclusive language
like, "We are having trouble communicating." By Flinkliv.com.
Example of dealing with the delegator
The delegating or the master delegator keeps burdening their
coworkers or team members without considering their workload.
Conversation between A and B about how to deal with a delegator
who overloads others with tasks. B suggests showing the boss
your task list and asking how to prioritize. By Flinkliv.com.
Gaslighting
Addressing and preventing gaslighting is crucial for maintaining a
healthy, productive, and respectful workplace. Consequences of
gaslighting:
Undermines trust
Impacts mental health
Distorts reality
Reduces productivity
Promotes a toxic culture
Hinders professional growth
Increases turnover
Conversation about gaslighting, where one person invalidates the
feelings of another. B expresses feeling isolated, and A
dismisses it, suggesting they 'man up.' By Flinkliv.com.
State of helplessness
Helplessness isn’t about growing stronger through adversity, it’s
the feeling of being crushed under weight without release. When
hope is replaced by fatigue, and every attempt to regain control
is met with resistance, resilience isn’t what’s forged, it’s a
broken spirit.
Conversation about state-of-helplessness, A: Toxic bosses make
people feel helpless. B: Nah, that’s just “character building By
Flinkliv.com.
Ostracization
The sneakiest bullying move in workplace is ostracism.
Conversation between A and B about ostracization. B: The
sneakiest bullying move is ostracism—aka The Chernobyl Effect.
A: Oh, we’re not bullying, we’re just… giving them plenty of
alone time.. By Flinkliv.com
Workplace inaction
Turning a blind eye to wrongdoing may offer short-term comfort,
but it perpetuates harm and corrodes integrity. Speaking up is
difficult, but silence only empowers toxicity
Conversation between A and B about workplace-inaction. B:
"They’re roasting the other one. Perfect, keeps the heat off
us." A: "Ignoring misconduct enables abuse and creates a toxic
workplace." B: "Oh yeah? Well, be my guest—go be the hero and
see how that works out for you Oh yeah? Go ahead, be the hero.
By Flinkliv.com
Absence due to illness and sick-pay
To prevent burnout and unnecessary sick days, we need to support
each other in the workplace. A compassionate environment helps
everyone stay healthy, both mentally and physically
Conversation about sickness and the impact of a toxic work
environment. A questions high sickness rates, and B relates it
to a bad boss. By Flinkliv.com.
Toxic bosses
Free snacks and games won't fix a toxic workplace. Real care
starts with better leadership.
Conversation between A and B about ditching toxic bosses. A: We
care about our employees, so free coffee, sometimes pizza, and
maybe a game or two B: Wow, so generous B: How about you ditch
the toxic leaders instead? By Flinkliv.com
People judge
It is importance of being mindful about how one presents
themselves to avoid negative perceptions from others
Conversation about people judging others based on what they say.
A complains about feeling foolish, and B advises being mindful
of one's presentation. By Flinkliv.com.
Choose your focus wisely
You are what you focus on. By concentrating on positive goals and
constructive ideas, you shape a path toward growth and success.
Contrarily, dwelling on negative thoughts and worries can lead to
stress and hinder your progress. Choose your focus wisely.
Conversation about the importance of focusing on positive goals.
A complains about the world's problems, and B advises focusing
on solutions and staying positive. By Flinkliv.com.
Toxic leaders transfer
Transferring toxic leaders instead of addressing their behavior
worsens the issue and spreads harm. To ensure a safe workplace,
organizations must hold abusive leaders accountable, not move them
around.
Conversation about how transferring toxic leaders instead of
addressing their behavior harms organizations. B compares it to
playing with a grenade, and A mentions cost-saving. By
Flinkliv.com.
Feedback
It is essential to understand the context and culture of the
situation. In some settings, a competitive and direct approach may
be the norm, while in others, a more collaborative and supportive
atmosphere is encouraged. It's crucial to be aware of the
expectations and dynamics of the environment where you seek
feedback.
Conversation about how one should be mindful of the environment
when seeking feedback. B asks for feedback, but A advises
against constantly begging for it in competitive environments.
By Flinkliv.com.
Office rumors
As whispers travel from one cubicle to another, it's easy to see
how rumors can gain traction. Yet, as the old saying goes, "Rumors
are carried by haters, spread by fools, and accepted by idiots."
This adage reminds us to approach such talk cautiously,
recognizing that not everything we hear is rooted in truth. Focus
instead on fostering a positive and productive work environment
Conversation about how rumors spread in the workplace. B warns
against giving attention to office gossip, using a quote about
rumors being carried by haters and accepted by fools. By
Flinkliv.com.
Whistleblowers
Whistleblowers play a crucial role in safeguarding truth, justice,
and accountability, ensuring a transparent and ethical society.
Conversation between A and B about Whistleblowerse. B: Oh sure,
real heroes B: All they need is a new ID and a discount on
bulletproof vests. By Flinkliv.com
Example of changing behavior
Sometimes you have to change your mindset and control your feeling
to have a piece of mind.
Conversation about changing one's mindset to cope with difficult
behavior. A expresses frustration with someone's behavior, and B
advises changing mindset and emotional control to avoid stress.
By Flinkliv.com.
Roots to a healthier workplace
Organizations often prioritize profit over addressing the root
causes of employee burnout, such as unsustainable workloads and
toxic work environments, focusing instead on developing coping
skills. Despite recognizing the importance of mental health, many
fail to create supportive, healthy workplaces, leading to
widespread burnout. Solutions exist, like better work-life balance
and supportive policies, but require genuine commitment from
leadership to implement meaningful change.
Conversation about addressing the root causes of employee stress
in the workplace. A suggests a stress management course, while B
points out the need to fix workload and environmental issues
instead. By Flinkliv.com.
Be flexible
"Sometimes, flexibility is better," reinforces the idea that the
ability to adjust and adapt to changing circumstances can be more
effective and beneficial than always sticking rigidly to set
procedures. This highlights the balance between maintaining
structure and being open to change, suggesting that flexibility is
crucial in both personal and professional contexts.
Conversation about the value of flexibility. B compares
strictness to pasta, which becomes flexible in hot water,
suggesting that sometimes flexibility is more effective than
rigid adherence to rules. By Flinkliv.com.
Stimming
Let's avoid judging how people cope or stim with challenges.
Stimming is a diverse world of repetitive movements and helps
neurodivergent (people with autism, ADHD, and dyslexia) with
self-regulation and coping. From spinning pens to twirling hair,
there's no wrong way to stim.
Conversation about understanding stimming in neurodivergent
individuals. B explains that stimming helps with
self-regulation, and A learns about its role for people with
autism, ADHD, and dyslexia. By Flinkliv.com.
Boundaries vs ghosting
Personal boundaries are the limits and rules you set for yourself
within relationships. However, ghosting is not setting boundaries,
ghosting someone is an unhealthy tool of communication in any
relationship.
Conversation about personal boundaries versus ghosting in
communication. A mentions setting boundaries by not responding,
while B advises being open about boundaries instead of ghosting
others. By Flinkliv.com.
Life is only as good as your mindset
Conversation about the importance of mindset. B emphasizes the
value of having a positive mindset, while A humorously responds
that positivity doesn't pay bills, highlighting the need for
practical solutions. By Flinkliv.com.
Talk to people not about people
Many problems in the world would disappear if we talked to each
other, instead of about each other.
Conversation about resolving issues through direct
communication. B suggests that many problems would disappear if
people spoke directly to one another instead of talking about
others. A asks for thoughts on the idea. By Flinkliv.com.
Corporate transformations
Corporate transformations aren't just top-down. Everyine, and
especially middle managers and supervisors can create significant
change with the right mindset.
Conversation about the role individuals play in corporate
transformations. B asserts that everyone, especially those with
the right mindset, can make a difference in corporate change. A
humorously reacts to this suggestion. By Flinkliv.com.
Talented employee but no initiative
Employees may not be using their talents to the fullest, and the
reasons could be personal challenges, interpersonal issues, and
leadership problems. Leadership plays a significant role in
employees' performance. Managers can unknowingly hinder talents
through micromanagement or unclear objectives.
Conversation about the challenges with talented employees who
lack initiative. B suggests that managerial issues such as poor
communication and manipulation could be to blame. A focuses on
achieving objectives, even if employees don't align. By
Flinkliv.com.
