Strategies For Collaborating With Difficult People

Being a project manager is more than managing timelines It’s managing strong personalities. Early in my PM career, I thought the hardest part would be the deadlines. But I quickly realized the real challenge was people. The impatient VP who wanted everything yesterday. The team lead who nodded in meetings - then blocked every change. The stakeholder who changed priorities every other day. No Gantt chart could prepare me for that. But over time, I learned this: If you want to lead projects well, you have to learn how to lead people - especially when they’re difficult. Here are proven strategies for handling the toughest stakeholder types: 1️⃣ The “I want it yesterday” stakeholder Set expectations early. Prioritize together. Share trade-offs and use data to ground urgency in reality. 2️⃣ The resistant-to-change stakeholder Involve them early. Show them what’s in it for them. Build trust through small wins and use peer influence. 3️⃣ The stakeholder who angers easily Stay calm. Use neutral language. Prevent surprises with proactive check-ins. And if needed—bring a third party to the table. 4️⃣ The quiet, hesitant stakeholder Follow up 1:1. Give them time and space. Acknowledge their value publicly to build confidence. 5️⃣ The abrasive stakeholder Set boundaries. Redirect to facts. Document everything. And if it crosses the line - escalate quietly with support. 6️⃣ The one who changes priorities constantly Use a formal change process. Show the cost of rework. Create a backlog for future ideas. And revisit priorities in structured meetings. People skills are project skills. Mastering these dynamics is what sets great PMs apart. 🟨 Which stakeholder type challenges you the most? Let’s share strategies below.

Navigating difficult conversations…we know the terrain well in supply chain and sustainability —complex stakeholder relationships, competing priorities, and tough tradeoffs that demand honest dialogue. The first quarter of 2025 has been challenging for some clients and colleagues. Behind every successful initiative lies countless challenging conversations.I wanted to share this list that captures what I've learned (often the hard way) about handling challenging discussions: 1. Lead with empathy - acknowledge feelings before diving into issues 2. Stay calm - pause and breathe when tensions rise. Cooler heads prevail. 3. Prepare but remain flexible - rigid scripts rarely survive contact with reality 4. Ask genuine questions - "help me understand your perspective" 5. Give authentic appreciation - recognize effort before suggesting changes 6. Own your emotions - acknowledge feelings without manipulation 7. Respect others' viewpoints - validation doesn't require agreement. You can disagree and still find a happy path. 8. Be specific - vague criticisms like "you always" rarely help 9. Collaborate on solutions - problem-dumping without brainstorming fixes nothing 10. Set clear boundaries - know what you can and cannot commit to 11. Listen actively - not just waiting for your turn to speak. Read this again… 12. Apologize sincerely when needed - take responsibility, not half-measures. Accountability helps build trust. 13. End with concrete next steps - clarity prevents misunderstandings. Playing back throughout tough conversations with key points and actions shows active listening and understanding. 14. Reflect afterward - what worked? what could improve? In my experience leading global teams, the conversations I've handled poorly weren't failures of strategy—they were failures of approach and understanding context. For example, a recent negotiation with a supplier facing severe capacity constraints could have deteriorated into finger-pointing. Instead, by focusing on understanding their challenges first (point #4) and collaborating on creative solutions (point #9), we found a path forward and workable compromise. Staying calm helped too ;) What's your experience? Which of these principles has been most valuable in your leadership journey? Or is there a 15th point you'd add to this list? ___________ 👍🏽 Like this? ♻️ Repost to help someone ✅ Follow me Sheri R. Hinish 🔔 Click my name → Hit the bell → See my posts. #SupplyChain #leadership #sustainability

Stop dreading tough talks. Master them with these 21 phrases instead: I once snapped when a colleague questioned my timeline. My defensive reaction created a week of tension. That day I realized emotional responses solve nothing. They only create new problems. We've all been there: Feeling defensive Reacting without thinking Watching a simple disagreement turn into a lasting conflict But I've learned the shift from reactive to constructive changes everything ✨ 21 ways smart people handle difficult conversations: 1) Lead with Curiosity ↳ "Tell me more about your perspective on this" ↳ Questions defuse tension faster than statements 2) Name the Energy ↳ "I notice there's tension here, let's address it" ↳ Acknowledgment creates safety 3) Find Common Ground ↳ "We both want what's best for the project" ↳ Alignment before action 4) Set Clear Expectations ↳ "Here's what I need, what do you need?" ↳ Clarity prevents future conflict 5) Pause the Escalation ↳ "Let's take a step back and break this down" ↳ Breathing room creates solutions 6) Mirror Their Language ↳ Use their exact key words when responding ↳ Matching builds instant connection 7) Acknowledge Impact ↳ "I see how this affects your priorities" ↳ Understanding beats defense 8) Own Your Part ↳ "Here's where I could have done better" ↳ Accountability creates trust 9) Focus Forward ↳ "How can we prevent this next time?" ↳ Solutions beat blame 10) Check Understanding ↳ "Here's what I'm hearing - am I getting it right?" ↳ Clarity prevents escalation 11) Create Space ↳ "Let's revisit this when we're both fresh" ↳ Time transforms tension 12) Stay on Topic ↳ "Let's focus on solving this specific issue" ↳ Boundaries keep talks productive 13) Express Confidence ↳ "I know we can figure this out together" ↳ Belief shifts energy 14) Share Context ↳ "Here's what led to my decision" ↳ Understanding reduces resistance 15) Invite Solutions ↳ "What ideas do you have for this?" ↳ Collaboration beats control 16) Set Timelines ↳ "When should we check in on this?" ↳ Structure creates safety 17) Validate Concerns ↳ "That's a legitimate worry - let's address it" ↳ Recognition reduces defense 18) Stay Factual ↳ "Here's what the data shows us" ↳ Evidence beats emotion 19) Close with Action ↳ "Let's clarify next steps together" ↳ Progress prevents repeat issues 20) Follow Through ↳ "As we discussed, here's what I've done" ↳ Action builds credibility 21) Document Growth ↳ "Here's how we'll work differently now" ↳ Learning beats repeating Difficult conversations aren't obstacles to success. They're the moments where true connection happens ✨ Which strategy will you try in your next challenging conversation? -- ♻️ Repost to help your network transform difficult conversations into opportunities 🔔 Follow Dr. Carolyn Frost for more practical tools to succeed with confidence

Project managers - make difficult stakeholders your greatest allies We've all encountered stakeholders we dread working with. You know the ones, they: → Challenge every decision → Question every timeline → Always escalate things At first, I saw them as obstacles. But over time, I've realized - Those difficult stakeholders have the potential to become your strongest allies. Here's how you make the shift: ☝ Start with empathy Flip the way you see them - from combative to passionate. Their pushback often comes because they're invested. Use that to understand and hear them, then leverage to collaborate. ✌ Be transparent and proactive Anticipate their questions. Provide updates/feedback before they ask. Transparency builds trust. 🤟 Highlight shared wins Make it a point to acknowledge their contributions. Show how their input led to better outcomes. Stakeholders that see THEIR impact will engage positively. Difficult stakeholders are inevitable on a project. Flip the narrative and make them your biggest supporters. They'll start backing you in meetings. Support you through tough decisions. And help you smooth out conflicts with other stakeholders. Your greatest allies often start as your toughest critics. Lean into it + build a trusted network = elevated PM + career 🤙

🚩 𝗔𝗿𝗲 𝗬𝗼𝘂 𝗧𝗶𝗿𝗲𝗱 𝗼𝗳 𝗠𝗮𝗻𝗶𝗽𝘂𝗹𝗮𝘁𝗶𝘃𝗲 𝗣𝗲𝗼𝗽𝗹𝗲 𝗮𝘁 𝗪𝗼𝗿𝗸? 🚩 Dealing with manipulative colleagues can make work life miserable. Here’s a 4-step guide through a case study to help you manage such situations effectively. 𝗠𝗲𝗲𝘁 𝗕𝗿𝗶𝗮𝗻 (𝗔 𝗰𝗹𝗶𝗲𝗻𝘁 𝗼𝗳 𝗺𝗶𝗻𝗲): • Brian was a senior analyst at a tech company.    • He loved his job, but his colleague made it difficult.    • This colleague stole Brian’s ideas, undermined him, and isolated him from the team.    • Brian lost confidence, spent more time worrying about office politics, and his promotion chances took a hit. 𝗪𝗵𝗮𝘁 𝗪𝗲𝗻𝘁 𝗪𝗿𝗼𝗻𝗴? • 𝗖𝗿𝗲𝗱𝗶𝘁 𝗧𝗵𝗲𝗳𝘁: His colleague took credit for his ideas.    • 𝗦𝘂𝗯𝘁𝗹𝗲 𝗣𝘂𝘁𝗱𝗼𝘄𝗻𝘀: He was criticized subtly, hurting his reputation.    • 𝗚𝘂𝗶𝗹𝘁 𝗧𝗮𝗰𝘁𝗶𝗰𝘀: The colleague made him doubt himself.    • 𝗜𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻: He felt alone as his colleague painted him as "difficult." 𝗕𝗿𝗶𝗮𝗻’𝘀 𝗧𝘂𝗿𝗻𝗶𝗻𝗴 𝗣𝗼𝗶𝗻𝘁: We began working together to enhance Brian's leadership skills. 𝗪𝗲 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝗶𝗲𝗱 𝟱 𝗸𝗲𝘆 𝗮𝗿𝗲𝗮𝘀 𝗵𝗲 𝗻𝗲𝗲𝗱𝗲𝗱 𝘁𝗼 𝗴𝗿𝗼𝘄 𝗶𝗻: • 𝗔𝘀𝘀𝗲𝗿𝘁𝗶𝘃𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Learning to speak up confidently.    • 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝘆 𝗦𝗲𝘁𝘁𝗶𝗻𝗴: Protecting his work and reputation.    • 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲: Staying calm under pressure.    • 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗧𝗲𝗮𝗺 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Engaging his team to reduce isolation.    • 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Learning to deal with issues effectively. 𝟰 𝗦𝘁𝗲𝗽𝘀 𝗕𝗿𝗶𝗮𝗻 𝗧𝗼𝗼𝗸 𝘁𝗼 𝗙𝗶𝘅 𝗜𝘁: • 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗠𝗮𝗻𝗶𝗽𝘂𝗹𝗮𝘁𝗶𝘃𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: Brian learned to spot manipulative tactics, like when his colleague praised him only to insult his ideas subtly.    • 𝗔𝘀𝘀𝗲𝗿𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: He started saying things like, "I’d like to clarify that this idea came from my previous analysis," to make sure his contributions were recognized.    • 𝗖𝗼𝗻𝗳𝗿𝗼𝗻𝘁 𝘁𝗵𝗲 𝗠𝗮𝗻𝗶𝗽𝘂𝗹𝗮𝘁𝗼𝗿: When his colleague tried to guilt him, Brian stayed calm and said, “I’ve completed my part. Let’s discuss this with the team leader if needed.”    • 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: Brian built trust with his peers, openly discussing his work and ideas. This created a support system against the manipulator’s influence. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁𝘀? 🎯 • Brian became more respected in meetings. • He regained control of his work. • The team trusted him as a leader. • Deadlines were met, and team motivation increased! 𝗣.𝗦. What Next? Struggling with similar challenges? 📩 Drop me a message, and let’s build a strategy tailored to your needs. Take control of your work life today! #peakimpactmentorship #leadership #success #interviewtips #communication