Jody Foster, Michelle Joy
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"It’s easy to get angry and label someone a jerk or a schmuck. It’s much harder to try to understand the underpinnings of why he or she approaches the situation that way."
"Avoiding a pattern of behavior will not cause it to magically disappear but will instead allow it to fester."
If the disruptive behavior is serious and dangerous, then immediate action is critical, whereas if the behavior is of a less-serious nature (even merely inconvenient or unpleasant) a more moderate action is appropriate.
The key is confronting the offending behavior and working towards a solution. The behavior is what needs to change, and the focus needs to be on that instead of the individual.
"Workplace relationships are just another type of relationship between people, and they need to be built on openness and communication. We need to be honest with ourselves and with each other."
Regardless of which type of disruptive behavior you are seeing, the critical element is clear and consistent communication.
This may be done upfront with expectations laid out and standards of conduct that are clearly defined, in a way that no one can claim they were not aware, and as such can have no excuses.
Other suggestions include direct conversations with a focus on the behavior and the resulting impact, not only on the business but on all parties.
Tactics include everything from simple conversations, casual coffee meetings, and discussions, to the more formalized documented meetings with managers and HR, to even medical/psychiatric interactions depending upon the magnitude of the workplace issue.
For some, the direct approach is welcome, and for others it may only fan the flames and increase the tension. Regardless, effective communication, either in verbal or written form, solidifies the need to be clear for all parties to be successful.
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