What We Mean When We Say “Difficult People” Are a Leadership Responsibility
- Kate Russell
- Aug 19
- 1 min read
Every workplace has its moments of tension. But when behaviour begins to impact the team, it’s not just a personality clash—it’s a leadership call-to-action.
At The Huddle, we help leaders reframe these moments not as problems to suppress, but as opportunities to lead with intention, integrity, and care.
Too often, leaders avoid addressing disruptive behaviour because it feels uncomfortable. But avoiding the issue isn’t an act of kindness. It’s a disservice to the team and to the person in question.
People cannot grow from what they don’t know.
When issues are left unaddressed, team morale declines. Trust erodes. Productivity suffers. And the behaviour continues.
Our Five-Phase Process for Positive Change
We begin by listening—to the leader and the team. No blame, just clarity. We map out expectations and capture diverse perspectives.
Leaders are often stuck between empathy and action. We help them strike that balance, preparing them to lead the conversation with fairness and firmness.
Through DISC profiling and individual coaching, we help the person in question understand their impact, build emotional intelligence, and commit to real change.
Team-wide sessions create shared norms and empathy, replacing judgment with curiosity.
Lasting change doesn’t happen in a one-off conversation. We guide check-ins, provide feedback tools, and help embed a sustainable culture.
The Result?
Less stress. Clearer expectations. More empowered leaders. And stronger, more aligned teams.
We believe that most people want to do well—and can do well when they’re led with clarity, compassion, and courage. If there’s a “difficult person” on your team, don’t tiptoe around it. Get in touch and we'll start the process together.
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