Guest post by Mark Mitchell, Los Angeles, California. USA, www.Markspeaks.com
Obviously seeing the challenge as 'difficult behaviors' is more helpful than seeing it as 'difficult people.'' This idea can be introduced early in the seminar by simply asking employees which concept gives more hope or makes it easier to create a better workplace. Then finally focusing on cooperative behaviors in the seminar. And what are some of the difficult behaviors employees are complaining about? Rudeness, disrespect, conflict of style of communication, harassment, attendance problems, sloppiness, not responding, and many others. Probably because in California we are very litigious employees might notice these behaviors more and there is a greater emphasis on violence in the general culture which might add to the increase of difficult behaviors.
I know in my work with difficult behaviors I have seen the whole spectrum. Originally I did a lot of work with employees with substance abuse problems on the job and workplace violence. Having being held at gunpoint a few times I know how difficult this behavior can be!:) In my work I find I go to a variety of different industries and companies places like the US Marine Corps, MTV, Paramount studios, schools, police and fire departments, Federal Deposit Insurance Corporation, City of Los Angeles Government, and others. What is wonderful about SF is it inspires me to look for solutions in unusual places. I have even stumbled onto difficult behaviors (found solution) with monks and nuns. The nice thing is nuns don't have guns. ;)