b'| SELF-CARE GUIDEHow to Handle Difficult CoworkersReplace reactions with solutionsBy Valerie Neff NewittD ealing with difficult coworkers is a hard reality of the workplace.So how does one maintain a culture of respect in the face of a coworker Not dealing with them is even worse. According to a humanwho may seem rude, arrogant, disrespectful and/or aggressive? Preston Ni, resources perspective offered by About.com, it is essential toMSBA, a blogger for PsychologyToday.com,4 proffered key strategies to try face a personality conflict head-on. Trust me.Your situation wont geton the job. Some of his suggestions, excerpted here, include:better; left unaddressed, it usually gets worse, wrote About.comsFrom Reactive to Proactive-Minimize misinterpretation and HR expert Susan Heathfield. Unaddressed, necessaryconflictsim- misunderstanding. Concentrate your energy on problem-solving mers just below and often erupts counterproductively above theinstead. When you feel offended by someones words or deeds, surface at work Once you are fully aware of what is happening, decid- come up with multiple ways of viewing the situation before react-ing to live with the situation long-term is not an option. 1 ing. For example, you may be tempted to think that a coworker She warned that constantly complaining about a fellow coworker or sit- is ignoring your message, or you can consider the possibility that uation, rather than addressing it and finding a solution, can quickly earnshes been very busy. When we avoid personalizing other peoples you the title of whiner. Managers may wonder why you are unable to solvebehaviors, we can perceive their expressions more objectively.your own problems even if the managers tolerance or encouragement ofPick Your Battles- Save time, energy andgrief. Avoid unneces-the situation is part of the problem, she cautioned. Additionally, she saidsary problems and complications. Not all difficult individuals we you may end up being tagged the difficult person, a label that can veryface require direct confrontation about their behavior. It should negatively impact your career. be addressed when it has a potential to cause harm to yourself, While personality conflicts are to be expected in any field, literature haspatients or others. Otherwise, its helpful to remember that most demonstrated a heightened problem with worker-to-worker bullying indifficult people have positive qualities as well, especially if you nursing. The American Nurses Association (ANA) noted on its website,know how to elicit them.Incivility and bullying in nursing is prevalent in all settings. Incivility isThe Person vs. the Issue- Establish yourself as a strong prob-one or more rude, discourteous, or disrespectful actions that may or maylem-solver with excellent people skills. Win more rapport,coop-not have a negative intent behind them. Bullying, which ANA defines aserationand respect. In every situation, there are two elements repeated, unwanted harmful actions intended to humiliate, offend andpresent: The relationship you have with this person, and the issue cause distress in the recipient, is a very serious issue that threatens patientyou are discussing. An effective communicator knows how to safety, RN safety, and the nursing profession as a whole. 2 separate the person from the issue, and be soft on the person In its position statement, updated in 2015, the ANA calls forall reg- and firm on the issue. For example: I want to talk about whats istered nurses and employers in all settings, including practice, academia,on your mind, but I cant do it when youre yelling. Lets either sit and research [to] collaborate to create a culture of respect, free of incivility,down and talk more quietly, or take a timeout and come back this ISTOCKbullying, and workplace violence. 3 afternoon. When were soft on the person, people are more open www.elitecme.com |2021| SELF-CARE GUIDE 7'