Dominant Personalities in the Workplace and How to Handle Them

Individual differences enrich a team’s dynamic and ultimately help the company. Some members of the team prefer to be quiet and reserved during conversations and gatherings. Some members of the group enjoy taking the lead in all decision-making and group discussions. It’s beneficial yet challenging to have a leader on the team.

Great in the sense that they are not shaken by adversity. They thrive on the excitement of a challenge. And most significantly, their enthusiasm inspires other team members to get their work done while still having an enthusiastic attitude.

But there’s another aspect to their characteristics, too. Problems arise when they interact with coworkers because they are aggressive, outspoken, and direct. How would you approach this as a manager or a coworker? To assist you deal with them, here are some suggestions that won’t make them or you feel bad.

In addition to the information you’ll be receiving in the following paragraphs, other resources on dealing with a variety of workplace personalities are available for your perusal. How to work effectively with people who have strong leadership styles is the focus of this article.

Five strategies for dealing with dominating personalities in the workplace

Stand by your proposal when rejected by a dominant character

You can keep your cool and be tough if a more assertive coworker tries to steal the spotlight from your suggestion during a team meeting. If you repeat your thoughts firmly in a neutral tone, the dominant coworker may tone down his or her hostility and give you a chance to speak.

When one individual on a team tends to dominate conversations, it’s important to listen to other people’s perspectives.

It’s important for managers to listen to their teams’ suggestions sometimes. If a member of your team has a very dominant personality and is frightening others during a team discussion, you may want to seek assistance from your teammates outside of the meeting. Inquire as to whether or not they feel safe contributing their thoughts in such settings. And if they still feel uneasy, listen to their concerns and use your leadership skills to make adjustments before the next meeting so that everyone may participate equally.

Engage dominant individuals in a one-on-one conversation about their actions.

It’s common for someone with a dominant personality to be oblivious to the negative impact their actions have on their teammates. If you’re a manager, you should call that employee and discuss your concerns with them in confidence. Instead of discussing the issues in a group setting, it may be more productive to have a private one-on-one conversation. It could be embarrassing for that team member if you bring up those worries within the group. Conversely, having that chat one-on-one can have a profound effect because of the individualized nature of it.

Examine their actions as a coworker.

Investigate the causes of their actions if you can. Is it just a matter of human nature to want to run things? Finding common ground with a dominant person requires an understanding of what motivates them.

Grant them independence.

People with dominant personalities thrive when they are in charge. They do best when given the freedom to make decisions on their own. As a manager, it is your responsibility to determine which tasks they can complete without supervision. By assigning such tasks, you can also prevent arguments that might arise in a team setting.

Concluding Ideas

People with dominant personalities thrive under pressure and take risks. A team would benefit from having them. However, their personalities may have an adverse effect on the rest of the team. Whether you’re their manager or coworker, you’ll benefit from figuring out how to work well with them. This article hopefully offers a few suggestions that can assist you in doing so efficiently.

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