Learn more about teamwork with this collection
How to communicate effectively with difficult people
How to handle conflict
How to stay calm under pressure
Someone may be hard to manage due to new external factors or something in your own management style. If you can look at a problematic situation holistically and gain insights into why someone is acting a certain way, that can lead you to a constructive solution.
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Always consider if a problematic employee still adds real value to the organization. Sometimes they subtract more than they add, and liabilities should be let go.Β
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This makes it clear if employees are on track and have reached their performance targets. With clear goals there is no space for arguing in case of failure, only correcting.
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Get perspective on a difficult employee from someone whose judgment you trust. It isn't a sign of weakness, but of sensible judgment.
Human Resources is especially helpful, so make a point of establishing close working relationships with them and also with those you feel are especial...
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The best managers donβt avoid or bulldoze over conflicts, as doing so is harmful to cooperation. They understand people will have to keep working together in the future and that constructive and fair solutions are the ideal.
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Many companies use the insights of financial managers and external consultants to manage their risk. A one-size-fits-all solution is not yet in existence when it comes to risk management.
These companies usually use derivatives like forwards, options, swaps and futures
Look for opportunities to do something for your connection.
When someone connects with you on LinkedIn, thank them and ask if there is anything you can do for them. It can lead to valuable connections and partnerships. Always follow up your meeting with a thank-you note.
When it comes to clarifying your thinking, differentiate between what follows from your assumptions and the status of those assumptions:
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