If anyone in your workplace is that toxic then your supervisor is not doing their job, as it is highly unlikely the team is working effectively or efficiently. Allowing this type of toxic individual to thrive in any team creates an organisation assasin whose behaviour will eventually adversely affect the wider company and could, if left unresolved put all jobs at risk.

Good advice for the workspace. Unfortunately some situations in personal life exist where you are forced to depend on a difficult person and cannot escape the situation.

Constructive, actionable and very well narrated and edited. In short: excellent!

I love these talks, please upload regularly at least twice a month. Your last video was 4 months ago..

@AlexaThinks

Жыл бұрын

Concur! Videos > articles 😂 😂

Great advice. Thank you Amy!

Amy, thank you!

Thanks for the tactics, it's really difficult to work with difficult people, but sometimes it's necesary.

Thanks for the great 👍🏻 advice!

Good video. I was hoping for some insight for managers who have difficult employees who are great at their customer service work and we would not want to loose.

Excellent..advices

Thanks. I got couple of practical ideas.

And I know most companies will tolerate bad toxic people because they don't want to start the hiring process again

Thank you.

Thank You 😊

Thank You

It’s really helpful

Tks a lot

Nice Love 💕 from India ❤️

Really good content, I would love to know more about how to deal with really anxious bosses. I can't seem to know how to get around this mega quickness that's expected, and nothing I do, seems to suppress it, The demands aren't well explained, he doesn't have any patience on explaining it and when I'm delivering it he gets mad that it wasn't his way, that I will only be aware when he is shouting out what he meant.

@willl560

Жыл бұрын

Ouch, that’s a tough one. But there are a few things to try which are likely under the “consulting” skills side of things. Such as: - communication… send a quick email to confirm understanding, scope, action items and related timelines directly after every call. Build up documentation, if applicable, show you’re trying really hard and building up a library of how things get done or work. - Organizing and meeting skills. Come well prepared to meetings, if no agenda set ask for one beforehand so you can be ready to field questions and do pre work. Always have a standard set of questions to possibly cover if needed. - empathy… it’s very likely the individual is also under stress so work towards alleviating some of it by demonstrating your here to help. Let them know you’re there to here get things done right, not simply as quick as unrealistically possible. - research and prep by connecting with peers to get insight on working with and dealing with individual. It’s likely they’ve been through the same. Hope that helps.

@ileoart

11 ай бұрын

@@willl560 Thanks for the insights. To keep it updated, there was a restructure in our department, and the anxious one lost some of the power and burden that made him so anxious. Now I'm responsible for most of what he did, without the anxiety and lashing out.

Will escalating the issue make me look bad? Really? I'm the one who only bring up the issue to superior and that issue happens to anyone and the one who got "punishment" is me. Who is delusional here? Nobody's blind, there's stats to look up.

Hi, I'm from São Paulo!

3:20 keep notes of your colleagues bad behaviors 5:42 can you articulate exactly how their behavior is impacting?

Set boundaries - sounds like quit quitting

I like the idea, but if this would work 100%, there would be no more wars in the world.