Never Do This At Work

It’s the one shift no one teaches but everyone needs...

Justin Mecham
March 29, 2025

Hey Full Potential Zoners!

Difficult people aren’t the problem— how you handle them is.

Tough conversations. Frustrating coworkers. Unreasonable demands.

These challenges won’t go away, but how you respond can make all the difference.

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Difficult people don’t control you— unless you let them.

Stay clear. Stay calm. Stay in control.

Today we are going to help leaders master this by using the:

‘How to Handle Difficult People'.

Let’s dive in!

Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email

How to Handle Difficult People at Work

1. A team member constantly dismisses your ideas in meetings

Scenario: You're regularly interrupted or your input is ignored during team discussions.

Broaden your view:
- Consider if they’re feeling pressure, insecure about their role, or unaware of how they sound.
Show empathy:
- Ask for their perspective on the project to understand where they’re coming from.
Set boundaries:
- Speak to them privately. Explain the impact of their comments and what kind of communication you need moving forward.

2. A coworker keeps pushing tasks onto you

Scenario: You’re being asked to take on extra work that’s not part of your role.

Understand the behavior:
- Notice if they’re overwhelmed or assuming you’ll always say yes.
Set boundaries:
- Clearly state which tasks fall outside your job. Repeat this when needed.
Seek support:
- If it continues, document the pattern and bring it to your manager calmly and professionally.

3. A client regularly sends angry or demanding emails

Scenario: You often receive harsh or urgent emails that disrupt your focus.

Act, don’t react:
- Stay calm. Respond with short, clear, and professional messages.
Broaden your view:
- Look for patterns—do these emails come near deadlines or after unclear meetings?
Stay positive:
- Keep your tone steady and avoid matching their mood. It helps protect your energy.

4. Your manager micromanages every task

Scenario: You’re being asked for constant updates and feel like you aren’t trusted.

Show empathy:
- Assume they care about quality. Ask what they’re most concerned about.
Set boundaries:
- Suggest regular check-ins instead of random status requests.
Act, don’t react:
- Stay open and consistent with your updates to build trust over time.

5. A direct report frequently misses deadlines

Scenario: You’re managing someone who often turns things in late.

Understand the behavior:
- Ask if they’re unclear on expectations or struggling with time.
Act, don’t react:
- Avoid blaming. Ask open questions to get to the root of the issue.
Set boundaries:
- Clearly outline what’s due, by when, and follow up with a written summary.

6. A teammate gossips and spreads negativity

Scenario: Someone on your team often complains or talks behind others' backs.

Stay positive:
- Don’t join in. Focus on facts and your work.
Broaden your view:
- They may be feeling excluded or frustrated about something else.
Show empathy:
- Change the subject or steer the conversation toward problem-solving.

You can’t always control how others act.

But you can choose how to show up.

You grow each time you don’t react the same way.

You lead each time you choose your words with care.

Staying calm takes more strength than reacting fast.

How you respond is what defines the outcome

Until next time and with lots of love,

Justin

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