This is part two of the article published in the previous post written by Dan Reiland.
1) Discover what is underneath.
When a person becomes difficult, and the situation seems to persist, try setting the issue aside and take the conversation to a more personal level.
Get “underneath” the obvious to discover if there is something deeper. My favorite go-to question is “What is really bothering you here?” It’s important to ask that question in a kind and caring way.
When you connect with the real issue, it’s much easier to love and lead someone.
2) Manage your own emotions well.
It’s vital to remain emotionally self-aware and in control. When you lose control, you lose.
This does not mean to become bottled up and detached, but of all the things that could make the list in the fruit of the Spirit – love, joy, peace, kindness, forbearance, goodness, faithfulness gentleness, self-control is included! (Galatians 5:22)
When you become angry, you forfeit your leadership.
You can’t stop someone from pushing your buttons, but you don’t have to descend to their level.
Here’s a practical plan for when a difficult person is getting to you.
Count to 5.
Lower your volume.
Sit back in your chair.
Call time out if you need to.
Hot heads never win in the long run.
3) Set limits and boundaries.
So far, I’ve emphasized our approach with difficult people. How we manage our heart, thoughts, and emotions.
But some people are just plain difficult nearly all the time. We don’t want to be around them, and it can be hard to love them.
Boundaries and limits are healthy and necessary. Here are the boundaries I use.
My first boundary is respect. The person can disagree with me, and express dissatisfaction with my leadership, but it must be respectful.
My second boundary is alignment. We need to agree on the overall mission and head in the same direction. It cannot become all about their personal agenda.
My third boundary is progress. Difficult conversations are part of leadership, and it’s not uncommon to get stuck for awhile. But soon we need to make progress!
4) Communicate clear expectations.
Setting clear expectations is vital to working with a difficult person.
Think through what is needed for a healthy relationship, and progress in ministry and make that clear.
5) Lead them to higher ground.
This is your opportunity to encourage and inspire.
It’s not about selling and winning, don’t close a deal like you’re in sales.
Help them see themselves and the situation differently and for their good!
- Establish common ground.
- Communicate their value. Affirm the person.
- Point toward the bigger vision.
- Warn them of the consequences of continuing in the same path.
6) Pick your battles.
Sometimes people will knock on your door with the intention of “picking a fight.” And sometimes the situation escalates to the level of a battle.
Always ask yourself, does this battle need to be fought? Sometimes it’s important to set it aside to climb a bigger hill.
7) Focus on solutions.
Resolution of some kind is needed.
Productive solutions are best.
The worst thing is to leave a situation in a mess. Someone needs to clean it up. If you don’t, someone else must.
Two crucial questions that help bring insight and resolution:
- What would you like me to do differently?
- What do you want?
When you know what the person wants, you can be clear about whether or not you will be able to comply. In the end, sometimes you must say no and hold your ground. And sometimes you should remove the person from leadership.
There will always be difficult people you are responsible for leading. How you lead them can change you, them, and the church for good!
This article was originally published at: Danreliand.com