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The thing is, how do we define difficult people, is it the people who are dragged to do their tasks, is it the people who don't get along with teams, or is it the people who do not agree with us?
For the first one, you need to have a motivation to perform, you need to know what increases productivity for a person, and maybe asking for more frequent progress reporting.
Second case, is the person who always struggles with the team, he may feel seperated or disconnect from his teammates, hence, you could encourage teamwork by getting the team to offsite activities, probably get breakfast for the team every often, or go on the break for lunch together, something that could break boundaries within the team, and get them to know others characters, and appreciate the differences.
Third case may be a problem with the project manager, as he does not accept criticism, and does not take team opinions. You need to sit down with that person, ask him why does he disagree, maybe it is valid from a technical point of view, maybe he has an item missing that you need to communicate to him.
People don’t set out to be difficult but it can happen on projects. Here are a few tips from a Project Management Professional (PMP) about how to deal with difficult people.
heres a wonder full presentation , pictures talk a1000s words , so watch it ,. hope you it :)
http://www.projectmanager.com/how-to-deal-with-difficult-people.php
copy & paste link :)
Dealing with difficult people is a hard task for everyone in a Project. Sometimes, to handle this, we have just to meet at some common terms and conditions. One approach is to set up policies and guidelines so that everyone will not be exempted. Human resources should be responsible for conducting training on soft skills, personal development, leadership, management and a lot more to enhance each and every employees knowledge and skills with regards to camaraderie and leadership. Company or organization must expends on the trainings for at the end of the day, the end benfit is to increase productivity and efficiency of the employees. Empowering of people according to his specialization and discipline and letting them know also other discipline too. For example, an accountant's training or seminar for non-accountants. or an engineers training for non-engineers etc.
I honestly think that situations like this should be avoided from the start by putting in place a better vetting process to select the best members for the team. It is important to find better ways of selecting a group and exploring how well they work together at the outset before getting into the nitty gritty of it. By concentrating on people who have a passion for the project they are more likely to work as a team and communicate better, which is usually the main cause of conflicts.
