Some of you may be thinking that these articles were written just for you especially if your workplace has colleagues who don’t know how to work well with others. Then again some of you may not relate to these examples of working with a jerk because your workplace is conflict free…lucky you!
This week’s story is one that really rocked my boat. A few of my clients were discussing Pam, a manager who is extremely competitive during my Be Direct with Respect® trainings. Pam will do what ever she can to show her boss that she is the star manager who deserves a promotion. Pam secretly took a video on her cell phone while Todd, another manager was making a presentation to a client. Pam hoped to show her boss that Todd’s thick accent was a communication issue. The other team members understood Todd and most importantly the client did too. Pam wanted to shine and let her boss know that Todd’s “language barrier” was stopping the team from making more sales.
I have three questions for you:
1. What would you do if you were the team members who thought Pam was out of line?
2. What would you do if you were Pam’s boss?
3. What would you do if you were Todd and found out what Pam did to you?Click HERE to send me your response how you would react to the 3 questions above.
So, Joyce What Do You Think?
I will share your responses when after you send them to me at the link below. The main idea is that trust is non existent on this team. Expectations and communication have to be clear – which is the leader’s responsibility. Competition works great especially with sales teams. Brutal cut throat competition does not. Think about your siblings and how they wanted mom and dad to love them the most. 🙂 It is not a pretty picture and at work it’s even worse.
Click HERE to read Article 1 on Working with a Jerk.
Click HERE to read my article on So, Do You Think You Have a Strong Team?
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CLICK HERE to send me your questions or concerns. I enjoy hearing from my readers plus they get their questions answered. Let me know what topics you want me to write about concerning your own conflict in the workplace “issues.”
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Until next time,
This is Joyce Weiss, Business Conflict Resolution Consultant and Business Therapist
I help people become top level leaders who get GREAT results.
How do I do this?
I teach them to tackle the tough conversations with bullies and negative people to build employee engagement, accountability, and rock star performance…
The Result? My clients resolve their conflict and they get a better night’s sleep!Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, on line professional growth coaching, and keynote speeches.
Remember…You Get What YOU Tolerate!
See YOU Next Week.
Click HERE to read my article on so, Do You Think You Have a Strong Team?
Patrece says
As a leader if I was aware of such behavior from a peer I would address it. I would confront the leader and inquiry what was the intent behind them taping the other sales manager. Allowing Pam to communicate why she was taping Todd would give her a chance to explain herself before I assumed her intent.
Two things could happen:
1) She would say so I can tell how he is not a top performer
2) She would deny that was here intent
Either way I would address it. The first scenario I would point out what those behaviors exhibit and how they are harmful. In the second scenario I would state something like I’m glad to know you wouldn’t do such things and restate my position from scenario 1 as to why this behavior is not tolerated
Angie Hibben says
This is a hard one and a sensitive issue. I’m thinking from the story that everyone has tried being subtle in their conversations with Pam that she is out of line but maybe not. If I had just came onto the team and observed this, I might trying talking to her in a gentle way and explaining that in my view what she said and did were hurtful and inappropriate. I would try to put it from my perspective and not that I am siding with anyone so she doesn’t get defensive (hopefully). If subtle doesn’t work – I tend to be more direct and let someone know that they are out of line and if that doesn’t work I would go to the boss.
If I were her boss, I would pull her in and ask her what her concerns are – give her time to state her case. I would acknowledge them and then give her my perspective. Then I would let her know that this behavior is not appropriate and if our policies are clear and defined I would give her a verbal warning that this needs to stop. She is boarding on harassment/racism and it shouldn’t be allowed. The verbal warning would be followed by a written warning and talk and then possible dismissal. She is creating a hostile work environment. HR should be made aware of this and make sure they are brought in and consulted if we have an HR at the job.
I would have some team building days and bring in a consultant to help us communicate better and appropriately. It sounds like the whole team needs some work. Hopefully these kind of things would help but ultimately if it doesn’t stop she needs to be released from the job.
If I were Todd and found out, I would probably just try to ignore it and chalk it up to an ignorant person or someone who needs to hurt others to make themselves look good. I think she is someone who doesn’t have a lot of confidence. I would have a conversation with the boss and HR and express my concerns. I don’t think it would be beneficial to have a conversation with her. If things didn’t get better or change I would be looking to move to another department or company where they handle these things better and I felt was a more comfortable working environment.
Joyce Weiss says
Angie. Your responses are right on the money! I wish corporate America had more leaders who think like you! I do appreciate your comments and look forward to more from you.
Joyce Weiss says
Patrece, Thanks for your helpful response. Addressing issues are key and i find that many leaders don’t have the skills to be direct with others. Your responses are excellent. Continue being direct and I look forward to future responses from you.