How To Deal With Difficult People Course

How To Deal With Difficult People Course

A proven step-by-step approach to having better and less stressful outcomes from your most difficult conversations.

 

 

Dealing with difficult people is a skill that many managers don't possess. Managers tend to view the destructive behaviors of people as though they are infrequent enough to avoid, with no urgency to deal with them. Others see the patterns of destructive behaviors but do not know how best to address the situations.

Managers must have the knowledge and skill to recognize when difficult people are being destructive and the urgency and tools to deal with them in an effective approach. They must know that these negative behaviors must be addressed, even if difficult. But these conversations can go off-road very quickly if not handled with the proper approach.

 

Caving into Destructive Behaviors by sticking your head in the sand and hoping that the problems will disappear is a sure way to sabotage your impact.

 

There will often be times when you'll have to deal with different types of difficult people. These people may be within your organization, such as employees, peers, or bosses. Regardless of who they are, you must deal with these difficult people in a way that brings about the most positive outcomes for you and the areas you manage.

Whether we are dealing with underperforming employees, negotiating with a difficult client, or simply saying "no," we attempt or avoid difficult conversations every day.

This course walks you through a proven step-by-step approach to having better and less stressful outcomes from your most difficult conversations. It shows you how to prepare yourself, start the conversation without defensiveness, and keep it constructive and focused.

 

A Road Map to Difficult Conversations Introduction

The objective is to address, deal with, and eliminate destructive behaviors that are roadblocks to the desired working dynamics that make organizations more successful. How you address negative patterns of behavior is the key. You need to avoid spur-of-the-moment responses, which will often be ineffective and worsen the situation.

In this course, you will learn the tools and techniques to develop the strategy that you should use to be most effective when transforming the situation into something more constructive. How you deal with these difficult people will differ significantly depending on your working relationship with the person.

 

A Difficult Conversation Is Anything You Find Hard to Talk About Due to Fear Of the Consequences.

The Dilemma: Avoid or Confront – if we try to avoid the problem, we'll feel taken advantage of, our feelings will fester, or we'll wonder why we didn't stick up for ourselves, and we'll rob the other person of the opportunity to improve things. But if we confront the problem, things may get worse.

Everyone has their own personality types and quirks. In and of themselves, personality clashes don't make for difficult relationships. Usually, what ruins interpersonal relationships is poor communication, a lack of empathy, or criticism. 

• Poor communication They might constantly talk over you or never pay attention to what you have to say. They might be indirect, passive-aggressive, or really rude. Whatever it is, talking to them is never straightforward. And you never feel good about how the conversation went after you do. Poor communication skills can take a toll on any relationship.

 

• Lack of empathy Some individuals never seem to care about anyone but themselves. This lack of empathy can make them especially challenging to deal with. They may have trouble understanding other people's emotions or circumstances. These people often come across as callous and uncaring.

 

• Criticism Highly critical people can be among the most challenging to be around. It can seem like nothing, and no one meets their standards. Unfortunately, the closer you are to a highly critical person, the more their comments sting. 

 

 

Plus, Giving Developmental Feedback is Often Avoided Due To A Mangers Avoidance of Potential Conflict

Studies suggest that employees prefer corrective feedback over positive feedback, but managers are often reluctant to give it. Also, according to research from Gallup, only 28 percent of people receive feedback a few times a year, while 19 percent say they accept it once a year or less.

Part of the problem is that performance conversations can be stressful. Workplace relationships can be damaged when people get defensive, and the mood turns sour. And when you factor in a busy working environment, it's easy to see why some managers might put off giving corrective feedback until formal performance reviews.

 

 

Dealing with difficult people is a skill that many managers don't possess.

Managers tend to view the destructive behaviors of people as though they are infrequent enough to avoid, with no urgency to deal with them. Others see the patterns of destructive behaviors but do not know how best to address the situations. This course is designed to provide the manager with the knowledge and skill to recognize when difficult people are being destructive and the urgency and tools to deal with them in a practical approach. They know that these negative behaviors must be addressed, even if difficult.

The objective is to address, deal with, and eliminate destructive behaviors that are roadblocks to the desired working dynamics that make organizations more successful. How you address negative patterns of behavior is the key. You must avoid spur-of-the-moment responses that will often be ineffective and worsen the situation.

 

Why Invest in Results Driven Management Programs?

 

Leadership experience: Our executive trainers have decades of experience leading teams and organizations; this can be valuable in helping you and your team understand the challenges and opportunities that managers face and the leadership skills and techniques most effective in different situations.

 

Strong communication skills: Effective training requires strong communication skills, including the ability to present information clearly and concisely and adapt to the audience's needs and learning styles. All of our executive trainers have strong communication skills, which makes you uniquely qualified to train others.

 

Positive reputation: We have a positive reputation with every organization we have engaged with. Our training approach and materials are real world, taught by real executives, not some under-experienced trainer who has learned from a book.

 

 

Who Is This Course For?

Our programs are designed for managers regardless of seniority, industry, or location and give them the skills they need to succeed in the modern workplace.

The two things that usually earn a promotion to management have nothing to do with great management ability: tenure and mastery of a previous, non-managerial role. Managers account for the majority of variance in almost all performance-related outcomes. Yet companies will spend hundreds of billions of dollars every year on everything but training their managers.

This course was created by our Results Driven Team of former executives. We share the methods we know work effectively because we have used them ourselves. No theory: we share the exact methods we’ve used scaling highly successful teams for decades.

Anyone can benefit from Results Driven Management Training, no matter their experience level. Here's how taking a leadership course can arm your managers with the expertise needed to drive peak results.

• Aspiring Managers: If you have aspiring managers who you want to further their ability, prepare for the future by providing them with proper management strategies and frameworks and building their skill set.

 

• Newly Appointed Managers: Whether they've managed people, products, or projects, these courses can help them acquire the skills necessary to succeed from day one.

 

• Seasoned Managers: All experienced managers can still hone their leadership expertise by applying insights from the knowledgeable executives training from our courses.

 

What You Will Learn

• A Step By Step Road Map to Difficult Conversations
• Decoding the Structure of Difficult Conversations. 
• How to Listen from the Inside Out
• The SBR Method of Having Difficult Conversations That Result in Positive Outcomes
• How to Deal With Difficult Employees, Peers, and a Boss 

In this course, you will learn the tools and techniques to develop the strategy you should use to be most effective when transforming the situation into something more constructive. How you deal with these difficult people will differ significantly depending on your working relationship with the person.

 

What You Will Get

• Executive-Led Instructor Videos
• Full Course PDF for Future Reference and Study
• True False Quiz
• Reusable Dealing With Difficult People Exercise and Methodology Plan
• A Personal Development Plan for Committing to and Engraining the New Best Practices Learned
• Confidence to Finally Have the Having Difficult Conversations With Difficult People

Let's Get Started!