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I remember3 years ago I've worked in the Al Mokhtabar lab. and one of my colleagues was always-late person.
The problem is that his colleagues were very annoyed because everyday they still being late waiting for him in oder not to let the work being influenced badly. one of the main persons of those is me.
Another problem is that our boss was negative person towads that issue and I told him more and moe, please take action, but he wasn't at where we need.
The big problem for that person that he doesn't convince himself that he's wrong.
The most difficult person I've ever dealt with.
Some times when a team is working continuasly under pressure and completely overloaded such conflicts and negative atmospher can accure. people are made with differentcharacters, personalities, interrests and they have different daily life needs.
I met two supervisors who were extreamly difficult to work work with. the first was attached to his previous experience where there was no real management and the other was not qualified to lead a team under his supervision because the majority of that team had more experience and consequently higher lvel of providing services.
it was a huge misstake of the top management to assign such job to such person, at the end they lost the clients trust and lost their best employees.
some times we have to live with it because it is just a personality, a character .
I had an experience once where we were changing a piece of our hardware and my manager had a personal issue with one of the suppliers. I presented an objective technical/financial evaluation for the received tenders and the director overided my managers choice and decided on the vendor which he was trying to reject.
Verey esy stape by stape .
One of my GM two year before.
Huge project of Sugar factory.
Simply there were no carpenters to do shuttering and not a single piece of timber on site before I reached there and project was going on since months.
So I immediateli called HR and told them to arrange15 carpenters and called purchase to arrange200 -200 pieces of required timbers(soft wood).
The Gm called me in his office and start advisng me about using2-3 available scrap plates for shuttering.
I explained him about shuttering work in africa and everything.
He just asked pravin this thing is going to cost him this much millon UGX.
After a short explanation I have to tell him sir this project is going to spend Billion of UGX.
and we are going to buy atleast some more million of timbers so dont worry this is just to start minimum quantity I have ordered.
So difficult to make him understand.
A few years back I worked with a person who was very difficult. He insisted on doing my job, and everyone else's. Unfortunately he would try to do my job, but he was a poor writer and did it badly. It was frustrating, he was young and this was his first "real" job, out of school. I think he thought he had to impress everyone with how he could do everything, instead of just doing what he was hired to do.
I spoke with him on several occasions but he was hard-headed and thought he knew everything. He would agree to things, but as soon as he left the office he was right back at it. He didn't learn from his mistakes, and kept right on doing them.
After a while my boss said, "Let's stop covering for him by correcting his work, let him sink or swim on his own." So, we gave him all the files and said, "Off you go." Our office focused on our main duties and he was able to flounder along by himself, overworked, and doing a bad job at everything.
Sometimes people need to learn their own lessons, the hard way, because they won't let you help them from hurting themselves.
anyone affecting your project is Steakholder so as PM it will better for your to arrange Stakehlder managment plan which collect all your stakeholder expectation, requirments, level and how you can make balance between them by helping from your team
Manage or working with difficult people requires understanding their personality profiles. This is a very efficient way to manage or work with people. There are different models that can help you with this.
I have to manage two difficult managers in my project. One can't make a decisions and he is in a pivotal role and the other is arrogant enough not to listen to anyone and do things his won way.
With the former I have to be directive, somehow and work out detailed plans to get the job done with regular review and with the latter I have to give objectives with a timeframe and regular confrontations and comparing his achievements with others the achievements. It worked perfectly
I would like to suggest philosophy as well as practical tools available in the books of Edward D. Bono
I have a current situation where the Sales Manager is a very demotivating person. He will constantly be negative about everything when we go through bad patches. I have constantly tried to explain to him that the more negativity he gives off the more he influences the staff surrounding him. Once things pick up he is suddenly a changed person and goes to being a motivated person.
I sincerely feel if you stay motivated and positive through all the up's and downs of business then the staff will follow and will also stay motivated. Motivated staff will come up with solutions to problems far more frequently than those that are negative and de-motivated by peers around them.
