Identifying High-Conflict People vs. Mutual Conflict at Work
In this episode of It's All Your Fault, hosts Bill Eddy and Megan Hunter discuss how to identify when workplace conflict is driven by a high-conflict person rather than being a mutual disagreement. They share research-based strategies from the High Conflict Institute.
Bill and Megan explain how to demonstrate to management that conflict is one-sided rather than two employees having a spat. They discuss options for addressing issues professionally while remaining calm and solution-focused. Bill emphasizes responding confidently. Megan shares how training can help management recognize high-conflict personalities.
You may be wondering:
- How can I show this is more than just a mutual conflict?
- What are signs of being gaslit when you report issues?
- What options do I have for addressing the issues professionally?
- How can I respond confidently and calmly?
- Will training help management recognize high-conflict people?
Key Takeaways:
- Provide facts about the high-conflict person's specific behaviors
- Watch for gaslighting signs like being told the conflict isn't real
- Explore options like transferring departments or getting coaching
- Role-play responses to remain calm and solution-focused
- Suggest conflict resolution training to encourage self-removal
Megan and Bill offer insightful strategies for identifying and responding to high-conflict people at work. Tune in to learn research-based approaches.
Links & Other Notes
Note: We are not diagnosing anyone in our discussions, merely discussing patterns of behavior.
- (00:00) - Welcome to It's All Your Fault
- (01:14) - Two-Person Conflict or One High-Conflict Person?
- (03:01) - Gaslighting
- (05:39) - Getting Mgmt to See What's Going On
- (08:07) - Avoid Getting Defensive
- (10:44) - When Others Catch On
- (14:49) - Options
- (18:06) - How to Address This Situation
- (21:51) - Reminders & Coming Next Week: High Conflict Contagion
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