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.
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.
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.
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.
