Techniques to confront disruptive behaviours in your practice

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Recognise any of these? :

“I have to walk on eggshells around her, even the slightest constructive feedback sends her into a rage.”

“He’s really volatile, and I don’t want to upset him, so I steer clear and let him do his thing.”

“I’m afraid to confront her, she’s always so defensive”

“He’s too valuable to the practice, so we all kind of look the other way when he has a temper tantrum”

“She’s a drama queen but the clients really like her, so I put up with her outbursts.”

"She's always mean to trainee nurses and graduates, it's just her way. I avoid tackling her about it as she can be really feisty"

“My team don’t do what I ask them to do, so I do it myself to avoid the huffing and puffing and the negative attitudes.”

I see, too many team leaders and managers spend too much time walking on eggshells. They either avoid the Attitude Bullies or, they deal with them in a manner that reinforces their poor behaviour.

You’re much better off sweeping the eggshells out of the way and engaging to build a better relationship or establish the basis for ending the relationship (dismissal). Your only mistake would to continue walk on eggshells because you’ll crush something along the way, and it will be the culture of your veterinary practice.

I’ve seen team leaders allow toxic employees to manipulate the vet practice dynamics by creating an “aura of feaw to tackle this, NAME IT, SAY IT, SCRIPT IT!”. Many leaders excuse the behaviour of these people by rationalising the situation. “He’s the best at (insert skill), and we can’t afford to lose him.”

This guide is to help you tackle those tricky, sticky situations with confidence and purpose!

You've got this!

Debs

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