Advanced Strategies for Dealing with Challenging Staff Members

Advanced Strategies for Dealing with Challenging Staff Members
Duration: 60 Minutes
Module 1Module 1
Recorded on: 2022-09-22
Unit 1Presentation Materials: Advanced Strategies for Dealing with Challenging Staff Members
Unit 2Transcript: Advanced Strategies for Dealing with Challenging Staff Members
Unit 3Workbook: Advanced Strategies for Dealing with Challenging Staff Members
Unit 4Recording: Advanced Strategies for Dealing with Challenging Staff Members

This is the third installment of Dr. Ed Sherman’s webinar series. The first part tackled the Leader’s Dilemma and how leaders can balance the interests of employees and the organization. The second session then delved into strategies to handle challenging staff members and if possible, turn them into allies. This latest addition looks into advanced strategies to deal with challenges in the workplace – from employees to full leadership teams.

Back to deliver this third installment is one of Justice Clearinghouse’s esteemed instructors, Dr. Ed Sherman. He has four decades of experience in public safety having served as a law enforcement officer, firefighter, and paramedic. He is currently an organizational consultant, executive coach, and leadership development specialist providing training, assessment, team building, and process improvement for organizations and individuals.

Specifics of this course covered:

  • The leader’s dilemma of having to choose between advancing the employees’ welfare and needs or the organization’s mission and goals.
  • Concepts that greatly enhance the outcomes for both the employees and the organization.
    • Creating a workplace culture where employees can safely communicate ideas and concerns.
    • Leaders conveying concern and offering assistance proactively to the employees.
    • Proactively having resources available to address common employee concerns.
    • Conducting periodic check-ins with employees especially when they do not initiate interactions and are not usually voicing out their concerns.
    • Clarifying work expectations at every career stage which shall serve as the basis of their accountability.
  • The reality that there will be uncooperative and resistant staff members and the steps to take when a problem concerning an employee comes up.
    • Gathering as much information to better understand the situation that needs to be addressed.
    • Seeking first to understand to recognize the employee’s perspective, reduce anxiety and defensiveness, and come up with possible solutions.
    • Obtaining voluntary compliance and collaborating towards the most agreeable solutions.
    • Employing a multidisciplinary group of professionals with different perspectives and expertise to review the matter at hand.
    • Delivering a performance improvement plan with the employee’s input to address the challenge.
  • What to do when all recourses are exhausted on a challenging staff member.
    • Do nothing or reassign to a different role – though not recommended and rarely fixes the root of the problem.
    • Provide more resources through employee assistance and training that will hopefully result in behavior change for the better.
    • Implement progressive discipline or separate from employment if the issue recurs and fails to be resolved.
  • Steps to take and factors to consider when the challenging situation is brought about by a leader or the leadership team which highlights the importance of seeking first to understand and engaging positively.
  • The value in understanding that initiating behavioral change is difficult and that the only person who can truly create change is the person whose behavior must be altered.
  • How humans avert conflict but when faced with it, acting upon it to find answers and solutions remains as the best recourse.
  • An example of how Ed managed a challenging colleague.

Questions raised by the webinar participants are about:

  • Modeling open interactions in the workplace.
  • Working with the difference across generations.
  • Dealing with a passive-aggressive employee who tends to blame others for low productivity and a habitual liar and bully subordinate.

 

Resources and Handouts

 

Other Webinars with This Speaker

Or click here to view and register for other upcoming Leadership webinars and recordings on the JCH Platform.

Audience Comments

  • “Fantastic presentation! I remember Robert Massey’s “You are what you were when” video the presenter mentioned and learned that he considers it still viable today. Thank you for an absolutely worthwhile and informative webinar. My yearly subscription is so worth the money!” — Kim
  • “Creating an environment where it feels comfortable for your workers to express their concerns, as well as being proactive and checking in – great advice!” — Elizabeth
  • “Dr. Sherman is a great presenter! He is easy to understand and his topics are interesting.” — Devra
  • “I learned how to address some issues that I’m having at work. I feel more confident after this training.” — Cassandra
  • “One thing I learned, in particular, was that I am doing more right than wrong in my supervisory approach. It also pointed out areas that I can dedicate more time to like going out and visiting my employees, trying to catch them doing right rather than wrong.”  — James
  • “Great webinar as always, lots of useful information and presenter was very knowledgeable.” — Sari
  • “I appreciated the overview of options for dealing with difficult employees and exploring the potential results of each.” — Vanessa
  • “Dr. Sherman is an outstanding presenter.” — Art
  • “I believe the most valuable information provided was practical applications on how to tackle various types of difficult team members, from aggressive/abrasive to passive-aggressive and avoidant.” — Ashley
  • “I learned so much from this webinar. I needed that information in order to have an idea of how to go about dealing with difficult co-workers. This was great!!” — Jessenia

 

Additional Resources
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