It is essential to manage our emotions when we work with people we dislike. But how can we work effectively with them when we dislike so much members of our team? There are some strategies for managing negative relationships, in order to reduce stress and enjoy work far more.
Read more on: http://www.mindtools.com/pages/article/bad-working-relationships.htm#np
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We must avoid complaining, in order not to be accused of having little appetite for problem solving and be arouse contrasts within in the company. If you are involved in constant conflict at work, you are likely to be blamed for every technicality.
In the end, the secret is the self committment to never losing your temper. At first it may be tiring having to put a good face on a bad game, but in the long run it will always be easier, establishing self control as a life rule.
Perhaps above all, the spirit we deal with adversity is important . If you approach a difficult person with the conviction that there is also a desire to restore harmony, you can make the first move. You could even start a conversation with “I’m sorry for the unfortunate misunderstanding.” Even those who do not like can teach us to improve our profession. Just always look for something to appreciate in all: apply the rule of the half full glass is always helpful.
Wise words, Fabio.
Going against the grain (like when cutting wood) is always a difficult task. Though, I wouldn’t want to sacrifice individualism in order to keep the peace. There are ways to make your ideas known and respected; the main thing is to always be professional and humble. Arrogance and aggressiveness will never help your mission.
You can show people the light, but you can’t force them to walk towards it. When your superiors fail, even after having been warned, then the worst thing you can do is say “I told you so”. Let failures be their own lessons to those managers that wouldn’t listen. A true leader will always reflect on failures and learn from them…lectures aren’t necessary.
The same is true when an employee fails. A good leader will know that that employee has learned from the mistake. Reprimanding, especially in public, only creates strife and makes future collaboration difficult.
“You can show people the light, but you can’t force them to walk towards it. When your superiors fail, even after having been warned, then the worst thing you can do is say “I told you so”. Let failures be their own lessons to those managers that wouldn’t listen. A true leader will always reflect on failures and learn from them…lectures aren’t necessary.”
I wanted to state this because I found this one of a particular interest: never I met anybody – nor I read about – this peculiar aspect that deliver important reflections (at least according my personal story): showing a wrong move is always a good thing as long as it doesn’t clash with ‘our boss’ personality and put himself in a bad light.
A thing for which I thank you for your intervention.
Grazie.
Thanks for your comment, Francesco. I tend to write based on my experiences rather than theory and the part you quoted is no exception. Over the years I’ve worked with a lot of different people; from Ministers to Janitors and at the end of the day I find people are people notwithstanding rank. There is good and bad and I figure people fall into a very few categories. Over time I naturally learned how to deal with each category without having to think about it too much…like an involuntary muscle that simply kicks in and gets me through the day. 😉