Monday, April 15, 2019

Difficult people come in all shapes and sizes.  Here are some difficult people types:

  • Negativist

  • Silent and Unresponsive

  • Hostile-aggressive

  • Sarcastic and verbal combative

  • Complainer

  • Know It All Expert

  • Super-agreeable

  • Indecisive

  • Micromanager

Their numbers are small, but their impact is large

  • Difficult to understand

  • Do not respect boundaries

  • Immune to all the usual methods of communication and persuasion

  • Habitual behavior that affects most of the people with who they come in contact

  • Loss of productivity, absenteeism, and lost customers or clients

  • Frustrate and demoralize

Accept that they are difficult to deal with and that you cannot change them, but you can change your response to them. Key factor is to respond in ways that are not expected by the difficult person.

More to come on my difficult people information; watch my posts on LinkedIn.

Valerie Pelan


Thursday, March 14, 2019

Have you been on a project team or had a boss that did not listen?  Did it occur to you that these people are “difficult”? Their mode of operation is control.

The number of difficult people is small, but their impact is large.

A difficult person is "overconfident" in their abilities and will push their "agenda". They do not listen to other people’s opinions. They come across overly correct or "right". They seem detached and disconnected. Difficult people want to gain control over people or situations.

What makes it difficult is that they do not respect normal boundaries; in fact, they will try to create barriers. They can sabotage a project or take credit for everyone else's work.

You are not alone. What makes a difficult person difficult is that they are hard to predict and understand.

Learn more about specific types of "difficult" people. Look for workshops and webinars on difficult people. 

Monday, July 30, 2018

Considering working with an Executive Coach but not sure what the "ROI" or benefits are?

Executive Coaching counters burnout, low productivity, indecisiveness, and the feeling of “overwhelm”. Leaders who engage in one-on-one Executive coaching experience improved productivity, creative problem solving and more effective interpersonal skills.

Results show reduced employee turnover, more engaged employees, and use of constructive feedback to motivate and engage their teams. The Coaching perspective balances strengths with developmental areas enabling people to be successful and add value to the organization.

The ROI is measured: 1) leaders report an increased awareness of their leadership style, improved Executive Presence and an ability to balance both tactical and strategic; and 2) companies report improved business results; increased sales, reduced employee turnover, and higher customer retention.

Executive Coaching can help you.

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