Dealing with Difficult People Programmes
We help businesses overcome difficult people or problem behaviour and our programmes are geared to resolving conflict and encouraging teams to work well together to deliver customer focused results.
Our Walking on Egg Shells Programme is the starting point for cauterising, soothing and moving teams on in an honest, fair and blame free environment - where people's styles and opinions are tolerated and differences celebrated. Our Great Place to Work Programme is used to focus teams or individuals on performance and looks at values, behaviours and ways of working to ensure the viability of longer term change.
Case Study - I was introduced to the Director of a business unit with the aim of helping him to resolve conflict within a team of 45 people. News of the unrest within the team had reached the CEO and the Director was given 90 days to stop the noise.
The view of Management was that there were some very difficult employees stirring up issues, specifically long serving employees influencing others. The difficult people had become more and more difficult to manage and management could not see a way of resolving the issues. They concluded that the problem was the team resisting change.
I spent 3 days in back-to-back 121 meetings with individual team members. I saw 24 employees in total and at the end of the meetings I found management behaviour and poor people management skills were the main cause of the problem.
I suggested a series of interventions, under a Great Place to Work Programme, which were implemented immediately and, within a few weeks the Team began to see a turnaround in management behaviour. Very quickly respect and trust began to grow and the team spirit lifted, cooperation became evident and the team began to work together cohesively to get the job done. To my delight, the team voted for their Management Team to receive a reward, in recognition for their effort to turnaround the morale of the team and practice a more open, honest and motivating management style.