Some people are weird!

People are weird and do weird stuff, don’t they. I mean, you would never do that kind of stuff so surely there must be something strange or wrong with them?

Instead of assuming the worst about the other person, ask yourself:

> What’s the rest of their story? What’s missing from the small part of the picture you can see?

> What would have to be true, about them or their backstory, for a reasonable person to behave like they do?

Think of someone who, from your view of the world, does things very differently to you, and ask yourself the above questions.

You might still think that what they do is weird, but maybe you will be a bit more open-minded and tolerant of their ‘weirdness’.

It’s particularly important to achieve this more open state of mind before going into a conversation about someone’s behaviour and we think it will be a difficult conversation.

Here are some other tips on how to prepare for a difficult conversation.

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My best wishes, Paul

By Paul Matthews – Speaker/Author/Expert on Informal Learning and Workforce Capability
Author of bestsellers “Capability at Work: How to Solve the Performance Puzzle
and “Informal Learning at Work: How to Boost Performance in Tough Times
Connect with Paul on LinkedIn or follow on Twitter

About the Author:

People Alchemy’s founder and managing director is Paul Matthews. Paul’s key skill is in making the ideas come alive with stories, and making sure his listeners receive practical tools and tips to take away and implement. He excels at reducing complex theory down to simple concepts and then articulating these in a way that everyone can understand, and more importantly, use to get better results for themselves and their organisations. Paul is a regular speaker at HR and L&D events and exhibitions covering topics such as harnessing the power of informal learning, capability at work, workplace performance, and how L&D can be effective in these tough times. He is also invited to speak on management and leadership, and how they impact on capability and performance at work.

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