Dealing with Difficult People Training

Looking for fun, interactive training on how to deal with difficult people, difficult personality styles or difficult situations?

Well, you’re in luck! I’m Laura Benjamin and I present training programs on interpersonal communication, behavioral styles and difficult people. We can “tweak” the program description below to fit the challenges your group might be facing, their learning objectives, conference theme and group dynamics. Please call me at 719-266-8088 to discuss the needs of your group and the date(s) you have in mind.

Taming “Godzilla” and Other Difficult People

Do you have a “Godzilla” in your group? You know ‘em when you see ‘em; they’re the people who have grown more invincible over time because no one knew how to handle their disagreeable behaviors! Unfortunately, whether this person is a difficult colleague, customer, co-worker or employee, what you say and do makes the difference between a productive relationship or could cost you BIG in stress, ill-will, and unresolved issues.

This lively, interactive program pokes good-natured fun at the 6 typical styles of difficult people and offers simple, practical solutions for coping strategies. Participants will learn what words to use as well as new approaches to diffuse conflict and improve self-management strategies. In the end, this skill-building program gives participants a better understanding of themselves and others to manage outrageous conduct. This class is a perennial favorite among highly diverse audiences!

Learning Objectives – By the end of this program, participants will have learned how to:

  • Recognize the top 6 problem people profiles
  • Use “words that work” to diffuse difficult situations
  • Recognize the difference between personal and position power
  • Leverage the 6 laws of influence
  • Strike a balance between rights and responsibilities
  • Apply the Broken Windows Theory to clean up the environment
  • Strategize solutions with the CARLA Concept™
  • Avoid what danger lurks in the “Bermuda Triangle”
  • Follow the “4-F Model” to clarify expectations
  • Set a “Horror Floor” to draw effective boundaries