In part one of this series I introduced how to develop a competitive edge while leading difficult people. I began with “The Know All” (TKA) personality type.
For part two I’ll focus on another challenging personality, this one is seldom satisfied with the status quo and constantly wants to make changes!
The Revolutionary…. aka “TNT”
Making it Right
I often compare this type of person to Mike Holmes, the builder who seemingly blows up your house to fix all the wrongdoings done by previous contractors to ‘Make it Right’.
This kind of person on your team can really test you, pushing at every turn with complaints about process, hand-offs, policy or people. They expect you to fix it.
For the conscientious manager this TNT type is very draining to have on your team. You may pride yourself on good quality work like they do, however you’re more apt to be cautious and comfortable with subtle improvements vs high confrontation or making full-scale change.
These people can be rather domineering in conversations. They have strong opinions, and even though you may see value in their suggestions, they can be tough to redirect back to work.
Rather than doing battle with them, there are ways you can help to leverage their enthusiasm for the greater good!
Meet Sati – the Demolition expert
Lets take Sati for example (names changed). Sati works for a sales organization as a technical rep and has been there for almost 10 years. She is well liked by both peers and customers, so much so they turn to her to solve all sorts of problems. Sati has a habit of adopting other people’s issues, making them her own to solve, even when they are not in her domain.
Her Sales Manager Brian really struggled to get Sati focussed on her own deliverables. Almost daily she would come to him with yet another idea to change...well…pretty much everything. Many conversations began with “Why don’t we....”, “I don’t see why I have to…”, “Why can’t x department do…”. She just constantly challenged.
Brian was recently been promoted and knew Sati had some great ideas from working with her as a peer. As the days and weeks followed however, he found her increasingly frustrating to work with. Poking at him day in day out with yet another scheme she wanted him to undertake and fix, yet did not follow through on her own work.
Sati is a great example of this Revolutionary – TNT difficult person.
The TNT profile
The benefit of having a TNT person on your team – they are opportunistic, filled with ideas, usually very positive, they influence others, thrive on change, deal well with ambiguity and love problems to solve.
The key to leading a TNT person is hearing out their ideas and giving them accountability to see changes through. Set expectations for detailed change plans outlining the risks/rewards and benefits to implementing such a change. They do best when they are heard, given meaningful accountabilities with autonomy to implement and are trusted to get it done.
Caution for leading a TNT – they need a diligent leader to be available for them, not too hands on, yet someone who sets expectations, timelines then follows through. They need to be heard.
After Brian and I laid out a plan he implemented a few strategies:
In the following weeks Brian noticed a change in Sati. She stopped the incessant pushing and began to take ownership of some of the issues, working diligently to resolve.
Weekly they would meet to discuss progress and Brian began to mentor her on how to look deeper into the details. Sometimes she would actually abandon an issue but not until she had more thoroughly explored it and considered the impact(s).
Now Brian is well on his way to becoming a stronger leader and Sati is becoming a greater contributor, not only to the team, but also the organization.
For every difficult type of person there is another way to look at what they bring to your team. It can take some effort on your part but encouraging people the right way, who previously were a pain, can actually turn into a competitive edge toward a highly productive team.
Join/sign up for our blog updates (link in right margin), or visit often for other useful tips on leading people!
If you are tired of struggling to deal with a difficult person on your team (or your boss) and you’d like help to figure out how to communicate with them, send me an email. I have a kit bag full of different tactics that work!
Image: CC0 Unsplash @madeincartel
Elaine Adamson is a leadership consultant with Dots Leadership Solutions Inc. A natural dot connector. Passionate about coaching team effectiveness and leadership development she shares over 25+ years of real-life tips and tricks that really work!
Elaine believes you can discover and leverage strengths to forge a strong team dynamic despite business challenges or organizational change.