27-A-Step-Of-Faith-Working-With-Difficult-People

The episode discusses how to work with difficult people when taking a step of faith. It suggests managing the situation by considering if the person is promoted beyond competence and if a refresher course or one-on-one time is needed. It advises correcting and commending the person, but not rewarding bad behavior. If the situation persists, a warning or written warning may be necessary, or bringing in an understudy. Asking the person if they need help can also be effective. The episode ends with a question about dealing with a difficult spouse and encourages listeners to send in their contributions. Hello and welcome to Join This Chariot for a 5-Minute Bible Study. This 27th episode on A Step of Faith is titled, Working with Difficult People. My name is Greg Alabi and I'm inviting you to come let us study the Bible together. After you have put your resources together, you have prayed, you have gathered enough momentum to take off, you are ready and you have a willing team of people ready to work together to take a step of faith to start something new or accomplish something significant and then a member of your team becomes difficult or impossible to work with. If you do not know how to manage it, it could distract you, not only distract you, it could even slow you down or kill the spirit. Today, we have a pastor from Ireland in Europe who will share some valuable lessons with us on how to manage this. Please let's listen together and learn. We look at a few questions earlier on and we will just start from the one where we consider if this difficult person has been promoted beyond competence, anyone who has been promoted beyond competence will present a problem. Reason, he doesn't even know what he's doing. Now we lack confidence when we don't know what we are doing. So you find that that person is just kind of, just keeping things afloat. He's not really contributing as he ought. So in that type of situation, you might want to consider, is a refresher course needed? Do you need to spend some personal, one-on-one time with this person? Those are options. We may also look at the fact that when you do correct the person, and this is very important, sometimes we correct people much more regularly than commend them. So when they do wrong and we correct, and not in an intimidating or embarrassing way, let's also commend their little efforts where they actually do right. But very important, do not reward bad behavior. Some bosses reward bad behavior only in the name of diplomacy. Don't reward bad behavior. It reinforces bad behavior. Now, if you find that this situation persists, and there is not any change or even much change, well, maybe you need to bring in a little bit of the boot. Sometimes a warning is required. Verbal, and sometimes you have to really move on to a written warning. This does get some people to sit up. Also, another thing that can help is sometimes you could bring in an understudy to study that person in their role. Sometimes something clicks in their head that, hmm, I need to take this more serious because there's someone waiting in the wings who can actually do this job. Then also, we can help that person by asking them in a very genial and genuine way, is there any difficulty that you're having that I can help you with? If we ask it properly, if it's well delivered, and it's genuine, they just might open up and we might be able to help. So when we put all these things together, there should be a bit of change, a much desired change in the office. Thank you very much. Wow, that is deep. Somebody asks us a question. What if this difficult person is your husband or your wife? Please send in your contributions to answer this question. Make it three minutes long or multiples of three minutes each. Send it by email to gregalabee at gmail.com or make it three minutes on WhatsApp voice notes. We encourage you to please visit our website, gregalabee.com. Look for the podcasts. Spend some time to listen. God bless you.