To deal effectively with problems, we need both strategy and tactics. Last time we explored why the strategy of convincing compulsive talkers to change their behavior is unlikely to succeed. If the goal is to end the disruptions caused by the compulsive talker, and if we're unlikely to be able to convince the compulsive talker to stop, we need alternatives. Considering power relations can be illuminating.
In what follows, I'll call the compulsive talker Sydney, which (lately) is a gender-neutral name.
- Relationship power
- Sometimes a close friend adopts a pattern of talking compulsively. If your relationship with Sydney is of reasonably long standing, and if it's based on genuine friendship and mutual respect, you have a rare opportunity. You probably can't help Sydney resolve the issue, but perhaps you can help him or her decide to seek an experienced counselor.
- Approaching privately, carefully, and respectfully, having asked for and received permission to offer advice, you can suggest that help would be, um, helpful. An approach from a position of caring might work.
- Organizational power
- Asking your supervisor to intervene is a promising option. If it works, the problem is resolved. But if Sydney is your supervisor, there is not much hope. You can try to bend conversations toward something more productive, but since Sydney's objective lies elsewhere, success is unlikely. Because Sydney's job performance is probably inadequate, eventual termination or reassignment is likely in Sydney's future, assuming that Sydney's supervisor is not also compromised somehow. Still, the only sure path to relief is to make a change yourself.
- The case in If your relationship with the compulsive
talker is of reasonably long standing,
and if it's based on genuine friendship and
mutual respect, you have a rare opportunitywhich Sydney isn't your supervisor, but is instead someone else with organizational power, is another difficult one. Again, for analogous reasons, your supervisor is unlikely to assist effectively, if at all, and making a change yourself is the most promising approach.
- Abuse of power
- Finally, there is the repugnant possibility that what seems like compulsive talking is actually sexual harassment. Such behavior is frequently, in essence, abuse of power. If the behavior is harassment masquerading as compulsive talking, it's likely that Sydney spends so much time talking to you not because of a need to talk, but rather as an inept but well-concealed attempt to initiate a sexual relationship.
- If this is a possibility, seek advice from a Human Resources representative. But beware. Merely seeking such advice, let alone lodging a complaint, can invite retaliation. Prepare concrete evidence: journal entries logging dates and times of incidents; direct, incriminating quotes; and willing witnesses who can corroborate your assertions. The more powerful Sydney is, the more dangerous it is file a complaint. It would be wise to seek legal advice before taking such steps.
Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!
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More articles on Conflict Management:
- On Organizational Coups d'Etat
- If your boss is truly incompetent, or maybe even evil, organizing a coup d'etat might have crossed
your mind. In most cases, it's wise to let it cross on through, all the way. Think of alternative ways out.
- Communication Templates: I
- Some communication patterns are so widely used that nearly everyone in a given cultural group knows
them. These templates demand certain prescribed responses, and societal norms enforce them. In themselves,
they're harmless, but there are risks.
- Workplace Bullying and Workplace Conflict: II
- Of the tools we use to address toxic conflict, many are ineffective for ending bullying. Here's a review
of some of the tools that don't work well and why.
- Dealing with Rapid-Fire Attacks
- When a questioner repeatedly attacks someone within seconds of their starting to reply, complaining
to management about a pattern of abuse can work — if management understands abuse, and if management
wants deal with it. What if management is no help?
- Impasses in Group Decision-Making: I
- Groups sometimes find that although they cannot agree on the issue at hand in its entirety, they can
agree on some parts of it. Yet, they remain stuck, unable to reach a narrow agreement before moving
on to the more thorny areas. Why does this happen?
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