Overcome Frustration and Set Examples for Patience and Perseverance

Leaders are always contending with the human side of the workplace. While your managers may not appear to be producing anything directly, in fact it takes more energy and effort to organize and manage staff than it does to work on tangible tasking. Because of this, frustration and negative emotions are sure to emerge from time to time, and you will need to know how to effectively manage these situations and move past them quickly. True leadership qualities are expressed in your ability to maintain a common vision, communicate effectively, and keep everyone involved.

Emotions Are Transient

The first step to take when faced with a problem is to reassess your leadership perspective. Think calmly through the situation and consider your reaction. Remember, all emotions a temporary, and that what you are feeling will pass. Focus instead on the situation at hand; do you understand what the conflict is about and what motivated your team members to do or say what they did? In many cases, we become upset only because we ascribed a motivation that was inaccurate. For instance, maybe we thought someone was doing something behind our back when in fact we overlooked an email where they had informed you of their actions beforehand. In the heat of the moment, never assume anything. If you are overwhelmed by an emotion, step and away and tell the others that you will get back to them at a more convenient time. This will give you the opportunity to collect yourself and think the situation over before speaking.

Don’t Marginalize Anyone

As tempting as it is to ignore anyone disruptive, your team will suffer if anyone is left out. Instead, keep your perspective on the higher goals and needs of the team; continue to include a difficult person but look for tactful ways to change their behavior. Some people simply want more responsibility or influence; some workers feel inadequate and are trying to cover this up by acting out; some just may not agree on the goals as they understand them and you need to have a one-on-one discussion to persuade them.

Other team members will notice how you handle difficult people and it will affect how they behave, as well. If you don’t manage problems well, other employees may also develop bad behaviors or attitudes, or they may start following the troublemaker instead of you. Most team members will become less engaged in the project when they see a lack of unity, and therefore a lack of purpose.

Get Everyone’s Opinion

You should always work to keep your listening skills sharp. Be available and ready to listen any time any member of your team wants to discuss the project or has a concern about anything. As a leader, you need to know how everyone thinks and feels as your project moves forward so you can manage problems before they develop or before they can grow large enough to become a true roadblock. If you know your people, you will know their capabilities and weaknesses and will be able to help them and place them in the best position possible to be a productive team member.