In the vast mosaic of today's workplace, teams are rich tapestries of different personalities, backgrounds, and working styles. While diversity can fuel creativity and innovation, it also brings challenges. Among these challenges is the universal conundrum: how do we effectively deal with difficult people? The answer, intriguingly, may lie in fostering trust and increasing employee engagement.

The Profile of a 'Difficult' Person

Before delving into solutions, it's crucial to understand the problem. Difficult people aren't necessarily ill-intentioned; they often stem from misaligned expectations or perceived threats. Research shows:

• 73% of employees have reported working with someone they found difficult.

• Only 15% of employees globally are engaged at work, hinting at the potential root of the problem.

But what's the linkage between difficult people and disengagement?

The Trust-Engagement Dynamic

Trust, at its core, is a mutual understanding. It dictates our interactions, engagements, and even our work efficiency. Studies have shown:

• Teams with high trust levels outperform their low-trust counterparts by over 286% in overall ROI.

• Trust reduces the time spent second-guessing or guarding oneself, streamlining communication and collaboration.

Employee engagement, on the other hand, refers to an individual's emotional commitment and involvement in their work. Engaged employees:

• Are 59% less likely to seek out a new job in the next year.

• Make 21% more in profitability metrics for their organizations.

So, how do trust and engagement intertwine with difficult personalities?

Navigating Difficult Waters with Trust and Engagement

1. Open Channels for Feedback: Difficult people often act from a place of perceived lack or threat. By cultivating an environment where employees feel their feedback is valued, you build trust and break down barriers.

2. Recognition and Reward: Recognize good work. Celebrate the small wins. These actions can significantly improve an employee's connection to their job, thereby boosting engagement and reducing friction.

3. Provide Growth Opportunities: People often act out when they feel stagnated. Offering educational opportunities or chances for advancement can re-engage them, shifting their focus from being a potential 'problem' to being a solution provider.

4. Foster Peer Relationships: Team building isn't just a buzzword. When employees forge strong relationships with their peers, trust blooms. And with trust, many of the difficulties can be navigated smoothly.

The Bottom Line

Dealing with difficult people isn't about confrontation, but rather about understanding and fostering an environment of trust and engagement. When trust is established and employees are engaged, challenges transform into opportunities for growth.

In the end, embracing trust and engagement isn't just a strategy for handling difficult personalities. It's a roadmap for building robust, resilient, and productive teams in any organization.

Alice Paul and the Silent Sentinels

Alice Paul, an American suffragist and feminist, played a pivotal role in the women's suffrage movement in the early 20th century. She was inspired by the militant tactics of the British suffrage movement and believed in adopting a more assertive approach in the U.S.

In January 1917, under Paul's leadership, the National Woman's Party began organizing a series of protests outside the White House. These women, known as the Silent Sentinels, picketed six days a week, holding banners and signs demanding the right to vote. It was the first time in history that a group organized a sustained protest outside the White House.

Their peaceful demonstration was met with significant resistance. As the U.S. entered World War I, their protests were seen as unpatriotic. Many were arrested on the charges of "obstructing sidewalk traffic."

The situation escalated in the fall of 1917 when arrested suffragists were sent to the Occoquan Workhouse in Virginia. There, they faced harsh conditions and were subjected to beatings, force-feedings, and other inhumane treatments. Alice Paul, among others, was force-fed after she went on a hunger strike to protest their imprisonment. They poured liquids down her throat, causing immense pain and discomfort, but she remained resolute.

News of their treatment generated public sympathy and heightened awareness of the suffrage movement. The Silent Sentinels continued their protests until June 1919, when the Senate finally passed the 19th Amendment, which granted women the right to vote. The amendment was ratified by the necessary number of states in August 1920.

The bravery and resilience of Alice Paul and the Silent Sentinels were instrumental in the women's suffrage movement. Their story serves as a testament to the power of peaceful protest and the indomitable spirit of those who fight for justice and equality.

Dealing with difficult individuals, just like Alice Paul and the Silent Sentinels dealt with a resistant society, requires a blend of resilience, strategy, and understanding. Here are some lessons we can draw from Alice Paul's story when dealing with challenging people:

1. Steadfastness in Conviction: Alice and her group were unwavering in their pursuit of equal voting rights. When faced with difficult people, standing firm in one's beliefs and not being easily swayed is essential. It conveys a message of strength and determination.

2. The Power of Non-Reaction: The Silent Sentinels practiced non-violent, peaceful protest. Similarly, when dealing with difficult people, often the most powerful response is a measured, calm non-reaction. Reacting emotionally can escalate conflicts, whereas a calm demeanor can disarm a confrontational person.

3. Seek Understanding: It's essential to understand where the resistance or difficulty is stemming from. Just as the suffragists recognized the societal roots of their opposition, in interpersonal relationships, it's beneficial to understand the underlying reasons for someone's behavior.

4. Strength in Numbers: Alice Paul didn't face her challenges alone. She had the backing of numerous women who believed in the cause. When dealing with difficult people, seeking support, counsel, or just an empathetic ear from others can be incredibly beneficial.

5. Adaptable Strategy: While the core belief of the suffragists remained unchanged, their strategies evolved based on circumstances. Similarly, when managing difficult personalities, being adaptable in one's approach—while staying true to one's principles—is key.

6. The Importance of Persistence: Real change or understanding doesn't always happen immediately. Just as the Silent Sentinels picketed for years before seeing the fruits of their labor, when dealing with challenging people, persistence and patience are crucial.

In essence, Alice Paul's story demonstrates that with conviction, patience, and a well-thought-out strategy, one can navigate the challenges posed by opposition or difficult individuals and eventually work towards a positive resolution.
About Jim Woods

In today's constantly evolving landscape, diversity and inclusion are not just buzzwords—they're business imperatives. Enter Jim Woods, the visionary behind the groundbreaking book, "Unseen: Unmasking Bias and Embracing Diversity in Our Daily Lives: A Journey into Recognizing and Challenging Our Inherent Biases." As the spearheading force of the Woods Kovalova Group, Jim has dedicated over two decades to assisting enterprises in navigating the intricacies of diversity, equity, and inclusion.

His impeccable track record, highlighted by collaborations with giants like Cisco Systems, Microsoft, and Boeing, provides testament to his adeptness in integrating inclusion strategies with core business objectives. Through these synergies, he crafts inclusive ecosystems where every individual is empowered to thrive, irrespective of their background.

By harnessing Jim's expertise, your organization is primed not just for inclusivity but for innovation. His tried-and-tested methods stimulate corporate ethos across the globe, steering them towards genuine transformation and fostering an active stance against racism and for social upliftment.

Envision a future where your organizational culture is not just diverse but drives bottom-line results. Connect with the Woods Kovalova Group today and take the leap into that transformative future.