How do you all approach less-than-positive attitudes when working cross-functionally to get things across the finish line? It’s been a recent struggle taking things on the chin and not letting my pride get in the way of work being completed on time. Do others let sly comments and actions pass by without addressing them for the sake of commitments?

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First of all dissect those comments for who is making them (do you respect the person), why someone is making them (is it to hide their own shortcomings) and what exact emotions you feel when you hear them (while obviously unpleasant, is there any truth to those claims when stripped of emotion and malicious wording).

Then it will either be easy to disregard those as unfounded in truth or they will become actionable - as you will know exactly what you can do to improve, in case (I am not saying this is the case) you yourself could have handled things better.

likesmart

Thank you, that's kind of you to say. I feel we've all been there and if none of those comments ever made you feel at least a little worried - that would be a much worse thing than sometimes letting other people's opinions get to you.

As Kara Swisher says for tech bros - they are "often wrong, never in doubt" which is not a good place to be.

Sometimes criticism hits me hard because deep down I myself know I might have actually handled something better - it's hard to hear but I try to be and do better (not always possible) and apologize which immediately fortifies the bond with that person. Other times it's because I try to treat others with respect so malicious fabrications baffle me, mostly because I can't always choose people I work with lol.

Either way I learn something - either about myself or about them. PS not being in the moment helps to be wise and rational instead of emotional lmao.

Oh, tell me if you find out. 😂

likefunny

Read about the psychology of change mgmt and attempt to apply what you learn. Figure out why ppl are digging their heels in and / or are slow to change and attempt to build trust first. Mindset matters. Incentives matter. But listening to understand is a really good place to start.

smarthelpful

My list:
Beyond the Hammer
Change
The classic, Who Moved My Cheese?
Leading Successful Change (there’s an 8-step version now; I think only 6 when I read it).
Related and VERY good: Never Split the Difference —this one is really about negotiation but negotiation within the realm of business change, I always felt was highly actionable

Not good to work like that. I recommend having a 1:1 with these folks (each) to ask for feedback. If they admit it’s just a bad attitude, tell them it makes your day harder. Don’t let it fester.

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