• Hyde – someone who has a completely different personality and one that is the opposite of their usual behavior (similar to an addict in that respect).
• The Lost – someone who exhibits memory loss, loss of language or even judgement skills.
• The Robotic – someone who appears unemotional or hard to read and just can’t connect with others.
• The Eccentric – someone who has difficulty relating to others because of their own view of the world, one which others may find odd.
• The Suspicious – someone who is constantly feeling that there is a conspiracy against them and alienates others via paranoia.

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.

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.