Do you know how to defuse difficult people?

Neutralising difficult people is crucial not only in business but in all areas of life. Devote 3 minutes to watching Nina Godiwalla, CEO of Mindworks, telling Harvard  how we can change our reaction: 

Nina trains executives and most of them are of the opinion that their biggest challenge is other people’s behavior. Does it sound familiar?

Change your reaction

How you respond to someone’s behavior makes a huge difference. Many times a person initiates a negative message or difficult attitude, just to trigger a response from you. If you react, you actually give them what they want. So stop the cycle of negative snowballing and sell them short on what they’re looking for by simply not responding.

Don’t get defensive

If you don’t start arguing with someone they usually stop their aggressive behaviour. One way is to just answer with a non-judgmental observation. It’s difficult, I know, because the cause of conflict is the trigger to our emotions and our emotions are what drive us back to our most basic survival instinct i.e. to react and attack back to defend ourselves.

But to counter attack makes it even worse, and is usually what the difficult person wants. So if you answer with an observation the person who attacked you normally backs off. Another way is to ask thoughtful questions to make them aware of what they are doing?

Change poison to nectar

Sometimes it’s possible to completely stun a person trying to pour poison on you. You can do that by complimenting the other person for something or tell them you have learnt from interacting with them. The difficult part about this strategy is to be, or at least appear to be, genuine. It may be difficult to find something positive about the person and you need a poker face to appear genuine.

How do you handle difficult people? Do you get defensive and counter attack? Or have you learnt to change your reaction? Do you realize that frequently difficult people take their own frustrations out on you? Are you able to control your emotions and not respond? Maybe you have even learnt to give them compliments to disarm them? What strategies have enabled you to defuse attackers? 

by Catarina Alexon

Video: Harvard – You Tube

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46 Responses to “Do you know how to defuse difficult people?”

  1. Adeline Yuboco Says:

    One of the ways I found to be most effective in dealing with difficult people is to ask for their opinions and suggestions. Most of the difficult people I encounter are those that complain a lot about anything and everything. When I politely and thoughtfully ask them for suggestions on how to deal with the situation that they are complaining about, more often than not, they would act shock and taken aback and eventually shut up and stop.
    My recent post 5 Reasons to Book Your 2013 Holiday Now

  2. catarinaalexon Says:

    Good strategy, Adeline. Do they often have a solution for what they are complaining about? Would be interested in knowing how do you deal with people who attack you in order to take their frustrations out on you?

  3. projectwhitespace Says:

    Excellent post Catarina. And Nina's video was very good as well. As I was reading this, I was realizing that I do this a lot. I'm pretty good at stopping aggressive people from attacking me, because I have always thought to myself that even with their aggressive attitudes, their words might still have value, and I need to stop and think about what they are saying and not just how they are saying it. However, sometimes, when I have a lot invested in something and it is personally important to me, it makes it a little harder to do this. That is where I need to improve.

  4. catarinaalexon Says:

    Thanks Bethany! Glad you know how to handle such people. Good idea to listen to what they really are saying. But would it be that easy if someone was deliberately trying to make you look like a fool in front of an audience that decided if you would get what you want or not?

  5. Doreen Pendgracs Says:

    I think the key to understanding difficult people is to determine their motivating factor. Are they motivated by ego? (i.e. "What's in it for me?") Are they being difficult because they don't clearly understand the issue, the situation or the association in which they are interacting? Or are they just a bully who gets pleasure from bugging people? I have an entire chapter devoted to this subject in my book on volunteerism, "Before You Say Yes … A Guide to the Pleasures & Pitfalls of Volunteer Boards."

    But in a nutshell, it's nearly impossible to change bullies and if they cease to change their behaviour after being confronted with it, it's best to suggest they place their efforts and talents elsewhere, and if you're lucky, they'll walk away and leave the situation/organization in peace rather than in pieces.
    My recent post Link building will improve the SEO of your blog: a guest post by Emma J. Fox

  6. catarinaalexon Says:

    Good points Doreen. Interesting that you have written about the subject. Agree with you that it's nearly impossible to change bullies, and they are the worst to deal with. How do you personally handle, not change, a bully that attacks you in a situation where you need to make an impression on everybody else present?

  7. projectwhitespace Says:

    Catarina,–NO it would not be that easy. In fact, I would probably look like a sputtering fool. I have never been in this position in front of an audience, so I have no practice at it. But, considering how hard it is for me to talk in front of an audience when the situation is good, I can not imagine how it would be to confront a person like this in front of an audience. The best defense for this, I think, is thinking it through ahead of time. Nina's suggestions for this would be perfect. I hope, I hope I will never be in that position, but on the other hand, I do wish to speak in front of audiences someday, so, if I actually do that, I better get ready–right?! Have you been in this position in front of an audience?
    My recent post I Can Go to #FitSocial and Now Maybe You Can Too!

  8. Doreen Pendgracs Says:

    Hello Catarina: Although it's different with each bully (dependent on their chief motivator) I find the best technique is just to ignore them. They are generally attention seekers and if they don't receive a reaction to their antics, they will generally divert their attention elsewhere.
    My recent post Link building will improve the SEO of your blog: a guest post by Emma J. Fox

  9. Susan Oakes Says:

    Hi Catarina,

    There are good suggestions. I think it also depends on the person the way you react. For example if it is your boss you will probably react differently than if it was someone who reported to you. Mostly it comes down to how you think and not take it personally. It also comes down to how well you know the person and their behaviour.

    My recent post Is Complexity Hurting Your Business Success?

  10. Lisa Rae Preston Says:

    Catarina, I just loved the video you shared and find that a lot of times, behavior that I term aggressive and hurtful really comes from a sincere place to help. It just was not delivered in a manner in which I found honoring. If I step back and consider the person's perspective and thought patterns, I might see that the "offense" really was a gift in disguise and the intent, not to harm, but to help.

    Coming from that standpoint in my own head/heart helps me not be as defensive as I might ordinarily be. Honoring the other person's brain pattern by acknowledging their brilliance and insight is a good way to diffuse the fire and open up a wonderfully insightful dialogue. Sure isn't easy, but I've seen it bring about strength and bonding of a team.

  11. Adeline Yuboco Says:

    You know, that's the funny part, Catarina. More often than not, when you throw the ball over at their corner, they end up getting quiet or they try to throw the ball back to the other person's corner by claiming that it's not their responsibility. The moment they say that, that's my cue to politely tell them that they keep quiet, listen and wait for whoever is talking (me or someone else) to finish. Then ask the questions after.
    My recent post [Interview] Chef Frank Roland Schmitt on Becoming a Chef

  12. Michael Akerib Says:

    I fully agree. It never pays to be hypocritical and it means one has to accept bullies as a 'normal' type of employee.

  13. catarinaalexon Says:

    OK Michael, so how do you defuse bullies?

  14. catarinaalexon Says:

    Yes Adeline, that's a good way.

  15. GuyW Says:

    A good post, Catarina, and good previous comments, too.

    Where the aggressive behaviour is an outpouring due to frustration having built up, the calm approach coupled with asking how they'd change things, is often best. However, when dealing with bullies, I've found that standing up them generally works best. Bullies are used to getting their way by making a fuss so that people don't challenge them and so when somebody does stand up to them they tend to retreat.

  16. catarinaalexon Says:

    That's sometimes the case Lisa Rae. Those people are easier to handle than the ones that really want to have a fight.

  17. catarinaalexon Says:

    Good points Susan.

  18. catarinaalexon Says:

    Thank you Guy. Your ways of dealing with frustrated people and bullies are good. But it can be difficult to stand up to bullies, for instance if you are giving a speech in front of a prominent audience and the bully is an important person there. How would you deal with such a person?

  19. catarinaalexon Says:

    That's what I do as well Doreen.

  20. catarinaalexon Says:

    Am used to giving speeches in front of prominent audiences. Fortunately I have never been confronted by a bully when doing so. If I was I would try, if possible, to ignore the bully. If not, I presume asking questions to disarm the bully would be the best way to defuse them.

  21. GuyW Says:

    If somebody starts trying bullying tactics in front of a prominent audience, you need to shut it down – saying something like, "let's take this offline and discuss afterwards" often works and will keep the audience on your side. If the person persists, then you need to get more direct (an iterative loop until that person quietens down).

  22. catarinaalexon Says:

    Yes Guy, have also found that that's the best way.

  23. Geek Girl Says:

    This is a great post! Because I work from home I do not encounter this type of situation very often. Many years ago I went through training like this with my co-workers. It's nice to get this reminder. :)
    My recent post Motivational Monday – 10/29

  24. catarinaalexon Says:

    Thanks Cheryl! Don't you come across agressive people in discussions on Linkedin? Could give you a list of people who always attack. The only thing to do is ignore them:-)

  25. Kelly Wade Says:

    Although it is very difficult to not only avoid counteracting, but to take the high road in a genuine way, being the bigger person in interactions like this is much more rewarding and empowering. I like that you suggest saying "I've learned something from this interaction" because that's often true and will probably cause the other person to stop and think about the way they are acting. Cool post!
    My recent post Foods That Trigger Headaches

  26. Jeannette Paladino Says:

    I've done a lot of meeting facilitation and if you find a disagreeable audience member, or worse, a bully, a very good way to diffuse the situation, is to ask, "What does the group think?" The group has been dying to shut the person up and will take care of the bully for you. However, if you become argumentative with the bully, the group will turn on you. Try asking the question the next time you're presenting to a group. It works like a charm.

  27. catarinaalexon Says:

    That's a idea for a group Jeannette.

  28. Patrick Huff Says:

    Adeline has a great point but to ignore the comment also works depending on the person. I wouldn't ignore a boss. good post

  29. patweber Says:

    Such sound advice. I've done enough corporate training to know that this isn't an easy skill to master.

    In my online course of the same issue, I start with encouraging people to drop the label DIFFICULT and instead use DIFFERENT. Because that is in effect what it is. And what I have found is that if I agree, acknowledge or apologize from the point of that difference, it's way much easier to move forward with calmer and cooler heads.

    Great post as always Catarina.
    My recent post Seven Reasons You Want to Get Organized This Holiday Season by guest blogger Karin Stewart

  30. findingourwaynow Says:

    Boy can I relate to this. I used to run a large sales organization. We would get difficult customers who would complain from time to time. Knowing how to respond was important. Many times it is just taking a moment to really listen to what is being said. When we do it helps us to really think about how to respond. Many times if you just hear them out and then ask what could be done to change the problem or situation is all we need to ask. Often they just wanted to be heard and then we could offer a simple solution that made everyone happy. Approaching a difficult customer without emotion is key to having resolving the problem.
    My recent post A Halloween Poem “The Witching Hour”: Story

  31. catarinaalexon Says:

    Yes it does, Patrick.

  32. catarinaalexon Says:

    That's sound advice Pat.

  33. catarinaalexon Says:

    Good advice Susan.

  34. catarinaalexon Says:

    Glad you agree Jena.

  35. keepupweb Says:

    Great post as always Catarina and I enjoyed the video. Dealing with difficult people can be a huge challenge. I always keep in mind that there can only be 1 of 3 results. Either the situation will end in a win-lose (where they win and I lose), a lose-win (they lose/I win) or a win-win. Often, it's possible to find a mutually agreeable solution.
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  36. catarinaalexon Says:

    True Sherryl.

  37. Leora Says:

    Hi, Catarina.

    Such an important topic: yes, very often the most difficult part of business is interpersonal. The video provides some excellent tips, like watching one's own reaction. I find it takes a lifetime of experience to work on relationships with difficult people. It's a process, and one is continually learning.
    My recent post Analytics Tools to Understand Website Visitors

  38. catarinaalexon Says:

    It would be easier if they all behave the same way, wouldn't it Leora? When you least expect it someone has a go at you in a way that you couldn't in your wildest dreams imagine:-)

  39. Slim Says:

    Recently, I had to actually, let someone go. This person should not have lasted the 6 weeks of the project. I had to let someone else go. That was not my decision. A person above me, "playing boss", said so. That person was responsible for the first person lasting over 5 weeks.

    Everything presented today was presented in the 80's. It is the musty, dusty list of stuff that is continually dragged out, polished up, and re presented as enlightened management.

    Applying the simple "Slim Fairview Test" Have things gotten more high, good, better? No. Have things gotten more low, bad, worse? Yes. Conclusion? Don't do that. The test works in reverse.

    Our problem (in the US) is the lack of respect for the empirical method–experimental–of solving problems. This applies to management.

    You perform the experiment. Record the results. Repeat the experiment. Duplicate the results. Form the conclusion.

    For too many years we have engaged in the method: formulate the theory, seek data to substantiate our conclusions.

    From the internet, very simple: a priori – based on hypothesis or theory rather than experiment. [The free dictionary dot com]

    With all due respect, Nina Godiwalla is pursuing a time tested method. Find what people like and sell it.

    Don't believe me?

    Diet books, get rich quick books, and self-help books don't work. If they did, we would all be skinny, rich and well adjusted. Rather, we are fat, poor, and polarised. Still, diet books, get rich quick books, and self help books continue to sell. The only difference is the venue: Talk show television or Harvard. Preaching to the choir still works.

    Regards, Slim
    My recent post Theocracy? America!

  40. catarinaalexon Says:

    Obviously Slim. Don't understand why you point out that human nature has not changed.

    However, a lot of people didn't learn tecniques for handling difficult people when you were young. Why? Because they simply were not born:-)

    By the way, I think you should have referred to what Aristotle said 367 B.C or Cicero 60 B.C since human nature was the same in ancient times as well. And so were difficult people.

  41. Kim Sass Says:

    A lot of good ideas here to hold in our toolbox to deal with difficult people. An additional approach I have used, especially in situations where the relationship is critical, is to take genuine time to understand what it is like to walk in their shoes. In my experience you can usually find something you can connect with, that you can respect or appreciate, that allows you to be more patient and accepting of the poor behavior while you apply many of the other approaches described by Nina and throughout the prior comments.

  42. catarinaalexon Says:

    Yes that works very well Kim. But tricky to do if a stranger has a go at you when you give a speech:-)

  43. catarinaalexon Says:

    Glad you agree Kelly. But it's more difficult when a stranger attacks you when you give a speech:-)

  44. Keyuri Joshi Says:

    It can be so hard to zip ones lip and not react to another's comment or behavior. But boy… the results are worth a million bucks just to revel in the peace of not engaging in an argument. In life, people do not give us peace of mind. We have to create it.
    My recent post Mom? Dad? Do You Have the Courage to Just Say No?

  45. catarinaalexon Says:

    Good points that I agree with Keyuri.

  46. Mohammed Jarjarah Says:

    Always there is common lines with colleagues or fellow workers, it is not always conflicts. However, whenever a hard argument starts , it is important to listen and not to react immediately, there are some correct points that can be used to reach solution. We should not react instantly. Our aim is first to resolve, then to diffuse difficult people. I do not need to be defensive , I need to come up with the optimum solution.

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