1. Recognize irrational behavior: Managers should be able to identify irrational behavior in their team members. This could be consistent underperformance, refusal to ask for help, or inability to meet deadlines.

2. Communicate effectively: Managers should communicate their observations to the team member in a non-confrontational manner. They should express their concerns and offer support.

3. Encourage asking for help: Managers should foster an environment where team members feel comfortable asking for help. They should remind their team that asking for help is not a sign of weakness, but a way to ensure productivity and success.

4. Regular check-ins: Managers should regularly check in with their team members to understand their challenges and offer help where needed.

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One of the most innovative ideas presented in the book is the concept of 'leaning into crazy'. This means instead of arguing or trying to reason with irrational people, one should empathize with their feelings and validate their emotions. This approach can help to de-escalate the situation and make the person feel heard and understood. Another surprising idea is the 'FUDN' technique, which stands for Frustration, Upset, Disappointment, and Need. This technique helps in expressing feelings in a non-confrontational way and encourages the other person to respond positively. The book also emphasizes the importance of asking for help when needed, as illustrated in the story of Dana and Joel.

Potential obstacles companies might face when applying conflict resolution concepts could include resistance to change, lack of understanding or training, and fear of confrontation. To overcome these, companies could invest in training and education to ensure all employees understand the importance and benefits of conflict resolution. They could also promote a culture of open communication where employees feel safe to express their concerns and disagreements. Additionally, having a clear conflict resolution process in place can help manage and resolve conflicts effectively.

While the book does not provide specific examples of companies, the practices outlined in the case of Dana and Joel are common in many successful organizations. These practices include open communication, acknowledging difficulties, and encouraging team members to ask for help when needed. Leaders in successful companies often check in with their team members regularly to understand their challenges and provide necessary support.

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Talking to Crazy: How to Deal with the Irrational and Impossible People in Your Life

Do you often deal with bullies, manipulators, know-it-alls and other types of “crazy” in your profes...

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