How to deal with dominant co-workers
Dominant people have a strong desire to take charge and get things accomplished their way. Although some people use their domineering attributes maliciously, many dominant personalities don't even realize how overbearing they are. However, even if they mean well and are simply trying to contribute to the success of the company, their behaviour can hurt office efficiency and morale. For this reason, you should nip issues with a dominate co-worker in the bud before they become too deeply ingrained.
1. Stop the co-worker from interrupting you and dominating a conversation or meeting by politely asking him to let you finish your point. This places you in a mature, respectful position while making your colleague aware that what he is doing is disruptive.
2. Stand your ground when the co-worker tries to take control of work or the planning process. A simple statement such as, "Thank you, but I don't need any help," or "Thanks for your input, but we're going to do it this way," gets your point across in no uncertain terms and leaves little room for your co-worker to argue with you.
3. Invoke the authority of higher-ups when a dominating colleague oversteps his authority and tries to call the shots. Explain that you are performing your job per your manager's specific instructions and will have to talk to her before you can make the changes he requests. This reminds the co-worker he holds no supervisory power over you and cannot make decisions without management approval.
4. Have a private conversation with the offending co-worker. State that his overbearing behaviour is hampering your ability to work effectively, and ask him to stop. Use specific examples to illustrate the kind of conduct you are referring to. Smile and remain calm and polite, and avoid being overly accusatory, as this can make your colleague defensive and less likely to homer your request.
5. Talk to your supervisor if all else fails. Tell her about the issues you are having with the co-worker and explain how they are affecting your work. Use specific examples of both the behaviour and its effect. Provide suggestions for solutions, such as having the manager speak with the co-worker or decreasing the amount of collaborative work you do with him.
http://work.chron.com
1. Stop the co-worker from interrupting you and dominating a conversation or meeting by politely asking him to let you finish your point. This places you in a mature, respectful position while making your colleague aware that what he is doing is disruptive.
2. Stand your ground when the co-worker tries to take control of work or the planning process. A simple statement such as, "Thank you, but I don't need any help," or "Thanks for your input, but we're going to do it this way," gets your point across in no uncertain terms and leaves little room for your co-worker to argue with you.
3. Invoke the authority of higher-ups when a dominating colleague oversteps his authority and tries to call the shots. Explain that you are performing your job per your manager's specific instructions and will have to talk to her before you can make the changes he requests. This reminds the co-worker he holds no supervisory power over you and cannot make decisions without management approval.
4. Have a private conversation with the offending co-worker. State that his overbearing behaviour is hampering your ability to work effectively, and ask him to stop. Use specific examples to illustrate the kind of conduct you are referring to. Smile and remain calm and polite, and avoid being overly accusatory, as this can make your colleague defensive and less likely to homer your request.
5. Talk to your supervisor if all else fails. Tell her about the issues you are having with the co-worker and explain how they are affecting your work. Use specific examples of both the behaviour and its effect. Provide suggestions for solutions, such as having the manager speak with the co-worker or decreasing the amount of collaborative work you do with him.
http://work.chron.com
Comments
Namibian Sun
No comments have been left on this article