[difficult people] - 9. Balancing the Scales: Navigating Power Imbalances in Conflict
Dealing with Difficult People
Conflict: Dealing Where There Is a Power Imbalance
What happens when there's conflict with a difficult person, combined with a power imbalance? The resolution immediately becomes more complicated. Here's what to think about as you approach this kind of conflict.
1. Understand Your Position: define the conflict, thinking about where the power dynamics fit in. Yes, the power imbalance may be on the org chart, but it may also be around level of expertise, or it could be the level of access to resources. Further, you need to look at the policies of your workplace, combined with employee rights, and any legal protections that might be available to you.
2. Document Everything: this ends up being important in many different types of conflict; holding on to emails, messages, sending your meeting notes for confirmation - being able to demonstrate the pattern of behaviour over a period of time, and any attempts you have made to resolve the situation.
3. Seek Solutions Internally: communicate with the person involved directly (if that's possible) clearly and assertively. Don't resort to aggression, but rather focus on facts and how the situation has an impact with respect to your work. You may want to involve someone to help with the interaction - someone from HR, a trusted manager, or an external mediator - who can help make the interaction as productive as possible.
4. Make use of Support Systems: do you have a mentor? Do you have allies in the organisation? Check in with them for perspective and advice, perhaps to advocate for you or to intervene. Make sure your workplace policies are being upheld.
5. Professional Development: continue to build your skills - this can improve your confidence heading into the conversations, and help you stand up for yourself. Also continue to grow (and tend) your network: this will help improve your perspective on the disagreement, but also give you additional options should it be time to move to a different role or organisation.
6. Stay Professional: no matter what comes up, remain calm and professional throughout. your reputation is too important, and you do not want to give the other person more leverage against you.
7. Plan for All Outcomes: don't stay in a role beyond what you're willing to accept. Know what your BATNA (best alternative to a negotiated agreement) is, in case it becomes clear the situation will not improve.
8. Prioritize Your Well-being: know that this kind of power-imbalanced conflict can be particularly draining, and build into your life some things you are looking forward to. Make sure your time outside of work (at least) is supporting your mental and physical health.
9. Legal Consultation: if the conflict relates to some kind of legal framework (for example: harassment, discrimination, illegal activity) then a legal professional will be able to clarify your options and rights.
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These kind of conflicts will require a strategic approach. By all means, be assertive, but that needs to be mixed in with an understanding of the dynamics at play. The more knowledge, skills, and support you can access, the greater your ability to resolve the conflict.