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The key takeaways from "Talking to Crazy" that managers can implement to handle conflict in the workplace include understanding the different types of irrational behaviors and learning how to effectively deal with them. For instance, the book talks about "Splitters" who play one person against the other due to their inability to handle rejection. Managers can handle such individuals by calmly addressing the issue, involving all parties, and helping the "splitter" become more resilient in the face of rejection. It's also important to maintain empathy and patience when dealing with such individuals.
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"Splitters" are those who play one person against the other because they can't take rejection. When you hear a complaint, pause and ask the person why the other person refused them. If they are a "splitter," they may get agitated and accuse you. Calmly call the first person and put the call on speaker. At this point, the "splitter" will most likely give up. Be empathetic and share their concerns about feeling rejected and help the "splitter" become more resilient in the face of rejection.
Asked on the following book summary:
Do you often deal with bullies, manipulators, know-it-alls and other types of “crazy” in your professional life? If you reason with irrational people,...
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