Perhaps you need to change the way you’re working with the person you dislike, whether by spending more time helping them build a skill, connecting them with others in the organization, or giving them meaningful feedback on their work.
Focus on the things you can do to help them succeed, keeping in mind that their success is your success. Top of mind should be the organizational vision and what’s needed to get there. Invest time in making sure that the difficult person knows their role, has a sense of belonging, and is clear about what success looks like for everyone.
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If you’re holding a grudge against someone, expecting them to be late to meetings or to miss deadlines, you’ll likely find the evidence you’re looking for. That’s your confirmation bias at play.
When someone annoys you, rather than focusing on what they’re doing wrong, thi...
Look for the good in this person and try to initiate positive conversations with them about topics you can both contribute to, such as project achievements and organizational successes.
Try to differentiate between the person and their behaviors. By focusing on the per...
We can dislike someone without even knowing why, and then look for evidence to make ourselves right. This is known as confirmation or myside bias.
But the most successful and happy people find healthy ways to work with personalities they wouldn’t otherwise choose to ha...
Find what you can appreciate about the person you dislike; nearly everyone has strengths and skills that can be utilized. Maybe they’re really good at lateral thinking or have amazing attention to detail, or perhaps their strength is bringing humor to the room when people nee...
Getting along with difficult people is not the same as justifying or turning a blind eye to what is unacceptable, such as bullying or discrimination. But if they’re simply rubbing you up the wrong way, offering viewpoints that are different to your own, or holding fast to an issu...
At work, we’ve all seen how tense relationships can create conflict and negatively impact performance. Given that 70% of employees say that work friends are crucial to their happiness on the job, learning how to better navigate these tensions is a sound investment of your time.
If someone is rude to you in a meeting, do you assume that they don’t like you, or do you remove yourself from the situation and consider that they could just be having a bad day?
Don’t succumb to childlike behaviors (getting thoughtlessly defensive or ignoring that person out of s...
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In a room full of people, mosquitoes choose and optimize their targets.
They might bite everyone at first, but eventually settle on one person—usually the most inactive person in the room with the best blood.
That person leaves with 5 - 10 bites while their peers in the same room leav...
Helping others and showcasing their success stories creates a synergy effect, and helps one succeed in the long run. Ask people to be featured on your blog/site/podcast and collect their testimonials. It creates a body of work that other people (like clients of b...
We might be the most junior person in the organization, but we still work with people. We can help them to go home fulfilled, that they feel heard and that someone has their back.
When you commit yourself to be the leader you wish you had, you can contribute to bui...
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