Here's 9 tips which I've found to work in dealing with such people:

1. Be calm.
Losing your temper and flaring out at the other person typically isn't the best way to get
him/her to collaborate with you. Unless you know that anger will trigger the person into
action and you are consciously using it as a strategy to move him/her, it is better to
assume a calm persona.

Someone who is calm is seen as being in control, centered and more respectable. Would
you prefer to work with someone who is predominantly calm or someone who is always
on edge? When the person you are dealing with sees that you are calm despite whatever
he/she is doing, you will start getting their attention.
2. Understand the person's intentions.
I'd like to believe that no one is difficult for the sake of being difficult. Even when it may
seem that the person is just out to get you, there is always some underlying reason that is
motivating them to act this way. Rarely is this motivation apparent. Try to identify the
person's trigger: What is making him/her act in this manner? What is stopping him/her
from cooperating with you? How can you help to meet his/her needs and resolve the
situation?
3. Get some perspective from others.
In all likelihood, your colleagues, managers and friends must have experienced similar
situations in some way or another. They will be able to see things from a different angle
and offer a different take on the situation. Seek them out, share your story and listen to
what they have to say. You might very well find some golden advice in amidst of the
conversation.
4. Let the person know where you are coming from.
One thing that has worked for me is to let the person know my intentions behind what I
am doing. Sometimes, they are being resistant because they think that you are just being
difficult with them. Letting them in on the reason behind your actions and the full
background of what is happening will enable them to empathize with your situation. This
lets them get them on-board much easier.
5. Build a rapport.
With all the computers, emails and messaging systems, work sometimes turn into a
mechanical process. Re-instill the human touch by connecting with your colleagues on a
personal level. Go out with them for lunches or dinners. Get to know them as people, and
not colleagues. Learn more about their hobbies, their family, their lives. Foster strong
connections. These will go a long way in your work.
6. Treat the person with respect.
No one likes to be treated as if he/she is stupid/incapable/incompetent. If you are going to
treat the person with disrespect, it's not going to be surprising if he/she treats you the
same way as well. As the golden rule says, "Do unto others as you would have them do
unto you."
7. Focus on what can be actioned upon.
Sometimes, you may be put into hot soup by your difficult colleagues, such as not
receiving a piece of work they promised to give or being wrongly held responsible for
something you didn't do. Whatever it is, acknowledge that the situation has already
 occurred. Rather than harp on what you cannot change, focus on the actionable steps you
can take to forward yourself in the situation.
8. Ignore.
If you have already tried everything above and the person is still not being receptive, the
best way might be to just ignore. After all, you have already done all that you can within
your means. Get on your daily tasks and interface with the person only where needed. Of
course, this isn't feasible in cases where the person plays a critical role in your work -
which leads us to our last tip.
9. Escalate to a higher authority for resolution.
When all else fails, escalate to your manager. This is considered the trump card and
shouldn't be used unless you've completely exhausted your means. Sometimes, the only
way to get someone moving is through the top-down approach, especially in bureaucratic
organizations. Be careful not to exercise this option all the time as you wouldn't want
your manager to think that you are incapable of handling your own problems. I have done
this several times in my previous job and I found it to be the most effective in moving
people who just refuse to cooperate otherwise.

Try out these 9 tips for the difficult people you face at your workplace and see how they work
out for you :)

Written by Celestine Chua.

-------------------

7 Steps for Dealing With Difficult People

By Adam Brady
Life is a web of relationships. Human beings are social creatures, deeply entangled in countless
relationships throughout life. It’s natural to gravitate toward those relationships that bring you
the most happiness, growth, and fulfillment. However, despite your best efforts and intentions to
the contrary, you’re sometimes forced to deal with challenging relationships and difficult people.
Navigating these interactions can often result in stress, tension, and anxiety that negatively
impact your mood and expose you to unpleasant emotional toxicity.

When dealing with difficult people it’s important to remember that everyone you encounter is
doing the best they can from their own level of consciousness. Therefore, try to avoid judging
their behavior. No matter how it may appear from your perspective, few, if any of the difficult
people in your life are deliberately trying to be the bad guy or villain. They are simply making
the choices that seem best from where they find themselves in the current moment, regardless of
the amount of mayhem it might bring into the experience of others.

Part of the curriculum at the Chopra Center’s Perfect Health Ayurvedic Lifestyle program
includes exploring the tools for conscious communication, which can help you learn to
communicate directly with the people in your life for maximum emotional and spiritual well-
being. This includes asking yourself the following four questions derived from Marshall
Rosenberg’s book, Nonviolent Communication:

1. What just happened? (Distinguishing observations from evaluations for awareness and
clarity)
2. What are the feelings arising in me? (Taking responsibility for emotions and beliefs
without slipping into victimization)
3. What do I need that I’m not receiving? (Identifying your own needs rather than assuming
others automatically know what you require)
4. What am I asking for? (Specifically formulating a request for what you need and
surrendering the outcome)

These are powerful and transformative questions that can lead to a more productive and
conscious exchange with the people in your life. However, what if a person is unwilling to help
you meet your needs and falls squarely into the category of being a difficult person? How can
you maintain your presence and respond from the level of highest awareness?

The following seven steps can be used to help you navigate the rough waters of dealing with a
negative person. They can be used independently or in sequence, depending on what the situation
requires. Interactions with difficult people are dynamic and there is no one quick fix for every
situation. Also, note that these suggestions focus primarily around changing your perceptions of
the relationship rather than trying to change the behavior of the other person.

1. Use the S.T.O.P. Model to Avoid Reactivity

This acronym can be the most fundamental step in coping with a difficult personal relationship.
S.T.O.P. stands for:

 Stop whatever you're doing

  Take 3 deep breaths
 Observe how your body feels
 Proceed with kindness and compassion

No matter how challenging the difficult person or relationship is, this pause will help to derail
the emotional reactions that are primed to take over in the heat of the moment.

2. See Through the Control Drama the Other Person Is

Using
Control dramas are manipulative behaviors that people often fall into when their needs aren’t
being met. There are four primary control dramas:

 Being nice and manipulative

 Being nasty and manipulative
 Being aloof and withdrawn
 Playing the victim or “poor-me” role

Control dramas are frequently learned in childhood as a strategy to manipulate others into giving
you what you want. Interestingly, many people never outgrow their primary control drama or
evolve to higher forms of communication.

When you witness one of these control dramas playing out in a difficult person, you can
automatically become more understanding. Imagine the person you’re dealing with using the
same control drama as a child. From that perspective you realize that this individual never
learned another way to get their needs met and, as such, is deserving of your compassion. This
simple and profound shift in perspective can take the entire relationship dynamic in a new
direction.

3. Don’t Take it Personally

When you’re involved with a difficult person, it can feel like their words are a deliberate
personal attack. This is not the case. Their reaction and behavior is not about you; it’s about
them. Everyone is experiencing reality through personalized filters and perceptions of the world
and your behavior is a direct result of those interpretations. A difficult person’s point of view is
something that’s personal to them. In their reality, they are the director, producer, and leading
actor of their own movie. You, on the receiving end, play only a small part in their drama.

In a similar manner they are possibly only bit players in your drama, so you can choose not to
give the bit players of your life control over your happiness. If you take the situation personally,
you end up becoming offended and react by defending your beliefs and causing additional
conflict. In refusing to take things personally you defuse the ego and help to de-escalate a
potential conflict.
4. Practice Defenselessness
This can be a powerful strategy when confronted with a difficult person. Being defenseless
doesn’t mean you’re passive—you still maintain your personal opinion and perspective in the
situation—but rather than engaging with the intention of making the other person wrong, you
consciously choose not to be an adversary.

Being defenseless means you give up the need to be the smartest person in the room. You ask
your ego and intellect to sit this one out and proceed with an open acceptance of the other
person’s position. You don’t have to agree with their perspective (or even like it). The point of
this process is to compassionately suspend your need to defend a particular point of view. An
interaction with a difficult person doesn’t have to turn into a heated debate. Oftentimes, the other
person simply needs to be heard. By allowing them to express themselves without resistance,
they can fulfill that need and perhaps become more amicable. Establishing defenselessness
creates space that allows for a more a compassionate and peaceful interaction.

5. Walk Away if Necessary

Difficult people can often draw you into a field of negativity. If you feel like you can’t maintain
your awareness and objectivity, there’s nothing wrong with removing yourself from the situation.
A toxic exchange can leave you feeling physically depleted and emotionally exhausted; if the
above options aren't helping you deal with the difficult person, walk away. You don't have
anything to prove to anyone; there’s no need to martyr yourself on the relationship battleground.
You may have the best intentions for the exchange, but sometimes the most evolutionary option
is to consciously withdraw from the interaction. This isn't about winning or losing, it's about
stepping away from a toxic environment that’s dampening your spirit. Detach from the situation
and trust the universe to work out the resolution.

6. See the Experience as an Evolutionary Opportunity

As challenging as it is, dealing with a difficult person can be a learning experience. Relationships
mirror your inner world back to you and help open your eyes to those things you may not want to
see. The qualities in another that upset you are often those aspects of yourself that you repress.

Recognize the petty tyrant in your life as a teacher who can help you learn what you haven’t yet
mastered. Better yet, see in this person a friend who, as a part of the collective consciousness of
humanity, is another part of you. As Ram Dass reminds says, “We're all just walking each other
home.” When you can see a difficult person as an ally on the journey you’re traveling together,
you'll be ready to answer the telling question, "What am I meant to learn in this situation?"

7. Resonate Compassion
Compassion is an attribute of the strong, highly evolved soul who sees opportunities for healing,
peace, and love in every situation. Even when faced with a difficult person, compassion allows
you to see someone who is suffering and looking for relief. Compassion reminds you that this
person has been happy and sad, just like you have been; has experienced health and sickness, as
have you; has friends and loved ones who care for them, like you; and will one day, grow old
and die, just as you will. This understanding helps to open your heart to embrace a difficult
person from the level of the soul. If you can think, speak, and act from this perspective, you will
resonate the compassion that lives at the deepest level of your being and help you to transform
your relationships.

Difficult people can challenge your commitment to spirit, but by practicing these steps you can
respond reflectively, rather than reactively, and hopefully take your relationships to a more
conscious level of expression.

Remember once again that no matter how it might appear, difficult people are doing the best they
are able. Knowing this, you can smile at the wisdom of Maya Angelou's words when she said,
“We do the best we can with what we know, and when we know better, we do better.”

Adam Brady
Vedic Educator

----

How to Deal With Difficult People at Work

By Susan M. Heathfield

Updated November 01, 2018

Difficult people do exist at work. They come in every variety and no workplace is without them.
How difficult a person is for you to deal with depends on your self-esteem, your self-confidence,
and your professional courage at work.

Dealing with difficult people is easier when the person is just generally obnoxious or when the
behavior affects more than one person. Dealing with them is much tougher when they are
attacking you, stealthily criticizing you or undermining your professional contribution.

Difficult people come in every conceivable variety. Some talk constantly and never listen. Others
must always have the last word. Some coworkers fail to keep commitments. Others criticize
anything that they did not create. Difficult coworkers compete with you for power, privilege, and
the spotlight; some go way too far in courting the boss’s positive opinion—to your detriment.

Some coworkers attempt to undermine you and you constantly feel as if you need to watch your
back. Your boss plays favorites and the favored party lords it over you; people form cliques and
leave you out. Difficult people and situations, such as these, exist in every workplace.

They all have one thing in common. You must address them. No matter the type of difficult
situation in which you find yourself, dealing with difficult people or situations is a must.
Why You Must Deal With Difficult People

Trust this statement. Your situation won’t get better; left unaddressed, it usually gets worse.
Unaddressed, necessary conflict simmers just below—and often erupts counter-productively
above—the surface at work.

Initially, people go into shock when they are treated unprofessionally, so if you take some time
to understand exactly what is happening to you, you are not alone. Once you are fully aware of
what is happening, deciding to live with the situation long term is not an option. It will fester to
the point that you are miserable going into work each day.

You become so angry and feel so much pain that your efforts to address the situation become
irrational. It’s far better to address the difficult person early while you can maintain some
objectivity and emotional control.

Occasionally, at this point in your relationship with a difficult person, you can back off and say
nothing good will come from my confronting this difficult person's behavior.

Make sure that you aren't fooling yourself to avoid conflict, but cases do exist when you can
avoid the difficult person and minimize their impact on your work life. But, it depends on your
individual circumstances.

Worse Case Scenario If You Fail to Deal With Difficult People

Constant complaining about the coworker or situation can quickly earn you the title of whiner or
complainer. Managers wonder why you are unable to solve your own problems—even if the
manager’s tolerance or encouragement of the situation is part of the problem.

Most importantly, if you are embroiled in a constant conflict at work, you may not only get
blamed for being “unable to handle the situation like a mature professional,” you may find
yourself labeled as a “difficult” person, too. This label is hard to escape and can have devastating
consequences for your career.

Finally, if the situation continues to deteriorate over time, the organization and your boss may
tire of you. Your boss may decide that you are a “high maintenance” employee, easily replaced
with a more professional or cooperative person, and you could lose your job.

Dealing With the Difficult People in Your Workplace

If you've been working for awhile, you've experienced workplaces in which all sorts of
dysfunctional approaches to dealing with a difficult coworker have been tried. Putting an
anonymous note in the person’s mailbox is not a viable option.

Placing a can of deodorant on a hygiene-challenged coworker’s desk is not a productive option

either. Confronting the bully publicly can often lead to disaster. Putting dead bugs in his desk
drawer can leave your boss no option other than to fire you. So, let’s look at more productive
ways to address your difficult coworker.
How to Productively Deal With Your Difficult Coworker
© The Balance, 2018

Are you convinced that in almost all cases you need to productively deal with your difficult
coworker? Good. These are ten productive ways in which you can learn and deal with your
difficult coworker.

 Start out by examining yourself. Are you sure that the other person is really the problem and
that you're not overreacting? Have you always experienced difficulty with the same type of
person or actions?
Does a pattern exist for you in your interaction with coworkers? Do you recognize that you have
hot buttons that are easily pushed? (We all do, you know.) Always start with self-examination to
determine that the object of your attention really is a difficult person’s actions.
 Explore what you are experiencing with a trusted friend or colleague. Brainstorm ways to
address the situation. When you are the object of an attack, or your boss appears to support the
dysfunctional actions of a coworker, it is often difficult to objectively assess your options. Anger,
pain, humiliation, fear, and concern about making the situation worse are legitimate emotions.
Pay attention to the unspoken agreement you create when you solicit another’s assistance. You
are committing to act unless you agree actions will only hurt the situation. Otherwise, you risk
becoming a whiner or complainer in the eyes of your colleague.

 Approach the person with whom you are having the problem for a private discussion. Talk to the
coworker about what you are experiencing in “I” messages. (Using “I” messages is a
communication approach that focuses on your experience of the situation rather than on
attacking or accusing the other person.) You can also explain to your coworker the impact of
their actions on you.
Be pleasant and agreeable as you talk with the other person. They may not be aware of the
impact of their words or actions on you. They may be learning about their impact on you for the
first time. Or, they may have to consider and confront a pattern in their own interaction with
people. Worst case?
They may know and recognize their impact on you but deny it or try to explain it away.
Unfortunately, some difficult people just don’t care. During the discussion, attempt to reach
agreement about positive and supportive actions going forward. Focus on the one or two
actions that hurt or hinder you the most.

 Follow-up after the initial discussion. Has the behavior changed? Gotten better? Or worse?
Determine whether a follow-up discussion is needed. Determine whether a follow-up discussion
will have any impact. Decide if you want to continue to confront the difficult person by yourself.
Become a peacemaker. (Decide how badly you want to make peace with the other person and
how much you want your current job. Determine whether you have experienced a pattern of
support from your boss.) If you answer, “yes,” to these questions, hold another discussion. If
not, escalate and move to the next idea.

 You can confront your difficult coworker’s behavior publicly. Deal with the person with gentle
humor or slight sarcasm. Or, make an exaggerated physical gesture—no, not that one—such as
a salute or place your hand over your heart to indicate a serious wounding.
You can also tell the difficult person that you’d like them to consider important history in their
decision making or similar words expressed positively, depending on the subject. Direct
 confrontation does work well for some people in some situations. It doesn't work to ask the
person to stop doing what they’re doing, publicly, but you can employ more positive
confrontational tactics.

The success of these tactics for you will depend on your ability to pull them off. Each person is
not spur-of-the-moment funny, but if you are, you can use your humor well with difficult
coworkers.

Need Help Dealing With the Difficult Person?

 If you have done what you can do and employed the first five recommended approaches with
little or no success, it’s time to involve others—your boss or a manager. Note that you are
escalating the situation. Prepare to talk with your boss.
Take notes and address the issues, not as interpersonal problems, but as issues affecting your
productivity, the work and your progress on projects. Tell your boss exactly what the difficult
person does.
Make a plan to address the issues. Perhaps involve your coworker's boss. Recognize that a good
boss is likely to bring your difficult coworker and his supervisor into a three or four-way
discussion at this point. Expect to participate in follow-up over time.

 Rally the other employees who might have an issue with the difficult person, too—carefully.
Sometimes, a group approach convinces the boss that the impact of the behavior is wider and
deeper than she had originally determined. Be careful with this approach, however. Know what
works with your boss. You want to solve your problem, not make it look as if you are rabble-
rousing and ganging up on another employee.
 If these approaches fail to work, try to limit the difficult person's access to you. Protect the
needs of your business, but avoid working with the person when possible. Leave voluntary
committees, Choose projects he or she does not impact. Don’t hurt your own career or your
business, but avoidance is an option.

 Transfer to a new job within your organization. Depending on the size of your company, you
may never have to work with this difficult coworker again. Fleeing is definitely an option.
 If all else fails, you can quit your job. What, flee, you ask? But, I wasn't the employee with the
problem. I was not the difficult coworker. All I tried to do was my job. You're right. But, what
price, in terms of your happiness and success, are you willing to pay to stay? You need to decide
whether the good in your current situation outweighs the bad or whether the bad outweighs
the good.
If the good wins, stop complaining and get back to work. Backtrack on these recommended
steps and retry some of them when appropriate. If the bad wins, redirect your energy to leaving
your current employment. You'll be glad you did. You can find out how to conduct a stealth job
search and much more about job searching with these resources.

--------

A Guide To Dealing With Difficult People

Chris Cancialosi Contributor

We’ve all been there. Be it work, school or Thanksgiving dinner, we’ve all found ourselves in
situations where we have been forced to interact with people we find to be “difficult”. For many
of us, we’d rather eat glass than have to deal with challenging people like this but how we
survive and, dare I say thrive, in these situations can separate us from the pack in both business
and in life.

Identifying Difficult People.

Difficult people can take many forms. “Difficulty” can manifest itself in quite a few ways,
oftentimes, including people who spread rumors, who find the negative in everything, those who
rarely cooperate, or who don’t value the input and opinions of others. They may find every
opportunity to create problems or they may simply use passive resistance to waylay your best
efforts to move your agenda forward.

At the end of the day, defining “difficult” is a uniquely personal thing. What is challenging to me
may be a breeze for you. Understanding your personality, preferences, and triggers can help you
to recognize the types of people and situations that irritate you.

David Brown describes several types of difficult people and how their behaviors serve to irritate
others like a course grade of sandpaper:

 Perfectionists. If you looking for quick results, perfectionists can be a source of

frustration.
 Control freaks. When you want to do things your way, overly controlling types can be a
source of irritation as well.
 Creative people. They’re essential if generating ideas is the plan but can cause
frustration when you just want to get to delivering a simple result.
 Shapers: Although shapers may seek to take over as and when they see fit, they can
really help drive action.
 Aggressive or defensive people. Assertion can help move a group forward. Aggression
or defensiveness can have the opposite effect on a group’s dynamic.
 Submissive people. The lack of confidence and fear of failure that many submissive
types display can be a source of frustration as well.

Identifying the Issue.

Turning the situation inward and analyzing your triggers and reactions to these situations can
help you to be prepared and self-aware when they arise. Elizabeth B. Brown shares several
questions that you may want to reflect on in order to help you understand the root issue of why
that person at work or in life is making you insane:

 What emotional tornadoes does the difficult person in your life spin off?
 How do you react to a difficult person in your life?
 How does your difficult person react to your reactions?
 If the other person is the problem, are you growing unhealthy actions and reactions in
response to him or her?
 Are you the difficult person driving others to reactive behavior?
 How do others react to your actions and responses?

Feeding into our frustrations when dealing with a difficult person can become a vicious cycle.
We tend to see or hear an interaction and then interpret that action based, not on fact, but on our
assumptions. Then we react. Unfortunately, we usually don’t have all of the information as to
why an individual may be showing up the way they are and, in the absence of factual
information, we tend to fill in the blanks with our own theories about what might be going on.

Mitigating These Situations.

In order to help prevent this from happening it can be extremely helpful to separate the facts
from our assumptions. Additionally, it can be beneficial to separate ourselves and our reactions
from the negative emotions we may be feeling in the moment. This is easier said than done but
those of us who are able to get to this place can better arm themselves with the superpower of
having meaningful and productive interactions even with people who make us cringe. Tony
Schwartz recommends using three different lenses to look at the world:

The lens of realistic optimism.

Using this lens requires asking yourself two simple questions when you feel you’re being treated
badly or unfairly.

 What are the facts in this situation?

 What’s the story I’m telling myself about those facts? What do I really want as an
outcome?

The reverse lens.

This lens requires viewing the world through the lens of the person who triggered you. It doesn’t
mean sacrificing your own point of view but rather widening your perspective. With the reverse
lens, you ask yourself:

 What is this person feeling, and in what ways does that make sense?
 Where’s my responsibility in all this?
It may seem counterintuitive, but one of the most powerful ways to reclaim your value, when it
feels threatened, is to find a way to appreciate the perspective of the person you feel devalued by.
It’s called empathy.

The long lens. Sometimes your worst fears about another person turn out to be true. He is
someone who bullies you unreasonably and seeing it from his perspective doesn’t help. She
invariably takes credit for your work. When this occurs, begin with this question:

 Regardless of how I feel about what’s happening right now, how can I grow and learn
from this experience?

When dealing with difficult people, regardless of type, there are steps you can take to make the
best of the situation and work to find a productive outcome.

Managing your reactions.

It is all about breathing. Slow, deep breathing actually triggers something at the bottom of your
spine called the Vegus nerve, which sends neurotransmitters to brain that actually calm you
down.

Then, take a moment to reflect on how you feel. Ask yourself questions about how you can
respond to difficult person, or how you can create a good outcome from the situation. While this
seems like overkill, this is an essential step to getting your brain out of its instinctual response
(things like sharpness, negativity, and defensiveness). Forcing yourself to think of ways to create
a good outcome makes your brain go into a more positive mode of thinking.

Leveraging some self-control.

Know yourself. Having a clear sense of self, what causes you tension and where your limits are
can serve you well when interacting with people that you find to be difficult. Staying calm and
developing your awareness and emotional intelligence skills can help you to manage your
reactions to frustrating situations.

Seek to understand the situation. Gaining some clarity by asking questions while managing your
own reactions can serve to help find a mutually satisfactory outcome. Reflecting on what you
would determine as a satisfactory outcome before getting into an interaction with a difficult
person can help you maintain focus on what really matters.

Stick to the facts and acknowledge emotions. Using examples and stating facts as opposed to
interpretations can help keep interactions with people you find difficult in check. Paraphrasing
and checking for accurate understanding can also show that you hear what people are saying and
that you are doing your level best to work effectively with them. Responding and stating your
emotions or the impact that the person is having on you based on their behavior, if delivered
correctly, can sometimes be the nudge that someone needs to realize that they are rubbing you
the wrong way.
Seek the advice of others. You’re not alone in this. You are not the only person who has ever had
to productively interact with a difficult person. Seeking out the advice of others or finding
someone to help coach you through it can be quite beneficial. Sometimes, talking it out can help
you reframe the situation to a place where you can facilitate a more positive outcome.

Keep records, if necessary. Sometimes, things can be so abrasive that you run the risk of hitting
an end-state that you never intended. If things are to the point where interactions are toxic, it may
be time to start making intentional effort to begin documenting things. If things go south, at least
you have a good record of what led to that place.

What Do You Do When None of This Works?

So, you’ve tried everything and you are set on a course of realizing that nothing is going to work.
At the end of the day, my colleague Shawn Overcast said it best in an article she penned entitled,
Weathering the Organizational Storm- Take care of yourself.

By modeling well-being practices, you not only do good for your own mind and body, but you
eliminate second-hand stress for all those around you. Think about the classic instruction we all
receive when preparing to take-off on an airplane, 'secure your own mask before assisting
others.' If you haven’t taken care of yourself, you won’t have the clarity or energy to help those
around you. One way to intentionally take care of yourself is to practice mindfulness, if even for
a few minutes at a time. The field of psychology gives us research that focusing the mind
promotes calmness, reduces anxiety, and increases productivity. And more and more business
examples tell us that it matters to our organizational performance too.

The speed of the world around us can put any number of stressors on us and the people with
whom we interact. Unfortunately, we all handle stress differently and it can often manifest in
ways that are unproductive when dealing with others in our lives. When faced with such people,
having a clear understanding of how you react and what tools you can employ to attempt to keep
things productive can mean the difference between success and a painful, annoying and awkward
failure.

I’m a partner and founder of gothamCulture, a management consulting firm that empowers
leaders to drive change in their organizations through the lens of culture and strategy. My
extensive experience in both internal and external consulting roles, as well as leadership roles...

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Chris Cancialosi, Ph.D., is a Partner and Founder at gothamCulture.