A Stanford psychologist on the art of avoiding rude people
Your chances of getting rid of assholes that are colleagues or peers are higher. A simple strategy is to freeze them out. Don't invite them to events or gatherings. Shun them politely and smile if necessary, but otherwise, just ignore them.
Sometimes you have to speak to them in a language they understand.
SIMILAR ARTICLES & IDEAS:
The best way of avoiding workplace contagion by toxic workers is to minimize contact.
People are four times more likely to communicate regularly with individuals who are seated two met...
Slow the rhythm of your exchanges with toxic workers as much as possible. By doing so, you'll deny the abuser the positive reinforcement and pleasure they crave when they abuse others.
Reduce the frequency of communications. Limit meetings such that they are only scheduled on an as-needed basis. As well, when possible, minimize email communications and delay email response times.
Oftentimes, an early warning system is best developed with the succor of a toxic worker's secretary or executive assistant.
Because these individuals are best suited to predict rash behavior and/or mood swings. If you're able to successfully enlist individuals in the know, they can be invaluable in terms of alerting you not only of an asshole's presence, but also of his/her daily levels of "asshole-ness."
Vulnerability is consciously choosing to freely express your thoughts, feelings, desires, and opinions regardless of what others might think of you.
Vulnerability is showing your rough edges ...
When someone admits they are bad at something, they will probably be more respected.
Accept who you are, faults and all.
When you take responsibility for your problems, you're in control of the solution. When you blame others, you’re handing over control to someone else. And you cannot control them.
Taking up responsibility shows that you accept reality for what it is and set out to work with what you have.
“The most fundamental and important truth at the heart of Extreme Ownership: there are no bad teams, only bad leaders.” - Jocko Willink and Leif Babin, Extreme Ownership