Are you working in an organization where leaders are good at dealing with difficult people? Are the leaders in your organization emotionally intelligent and socially intelligent?
One of the most powerful questions one can ask oneself is “Do I focus on problem behaviors or personality?” Emotionally intelligent leaders focus on identifying specific problem behaviors.
Are you adept at handling conflict with people at work? Do you demonstrate styles of leadership that foster good interpersonal communication? Are you adept at communicating with difficult people by addressing specific problematic behaviors?
Identify the Problem Behaviors
Everyone talks about difficult people and personalities, but labeling such individuals shifts attention from what they did to who they are. It’s always best to deal with behaviors, rather than personalities – and be as specific as possible.
While problem behavior can stem from an innately annoying personality – or, in some cases, even a personality disorder or other mental problems – these issues are beyond what one can expect to change. When there are deeper issues involved, referral to an Employee Assistance Program is usually advised.
Smart managers confine their discussion to specific behaviors: what was done and/or said. Behaviors and communication patterns are usually clearly identifiable. The situation can become tricky when intense emotions are triggered.
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a leader who effectively manages interpersonal conflict at work. You can become a leader who models emotional intelligence, and who inspires people to become happily engaged with the strategy and vision of the company.
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