Regulatory Open Forum

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

Hello Nancy,

Dealing with consistently adversarial behavior from a colleague can be difficult. I believe it requires empathy and professionalism. I try to focus on performing my job responsibilities to the best of my ability, regardless of any negativity. I strive to respond to the colleague with kindness and understanding to foster positive interactions. Building strong relationships with other colleagues and superiors is essential. I create a support network and engage in open communication to address specific challenges. Sharing concrete examples of how the adversarial behavior impacts work helps others understand the situation and provide guidance if necessary. I find my supervisor is a great resource for problem-solving.

1. Taking care of my mental health is important, so if needed, I can briefly avoid the adversarial colleague to approach the situation with a positive mindset. By prioritizing a positive mindset, I can find ways to address the conflict through open communication and seeking common ground, rather than completely avoiding the colleague.

2. Instead of solidifying my position before a meeting, I prioritize promoting collaboration and consensus among team members, including the adversarial colleague. This collaboration may take place before the meeting, ensuring that everyone has a seat at the table and their perspectives are considered.

3. I firmly believe in sharing credit (or giving away the credit, as I often do) when working on a project, regardless of personal conflicts. This approach fosters a positive and cooperative environment where the focus is on the collective success rather than individual rivalries.

4. Discrediting or undermining a colleague is counterproductive, so I remain focused on building positive relationships and maintaining professionalism. This enables me to navigate challenging situations with a constructive approach, promoting a healthier work environment.

5. Seeking to get someone fired is not advisable. Instead, conflicts should be approached with empathy and a commitment to finding mutually beneficial solutions. However, if the adversarial behavior persists and becomes detrimental, involving a supervisor or HR department may be appropriate. It's important to note that if the individual in question is a direct report rather than a colleague, the approach might differ.

While I strive to maintain a positive mindset in difficult scenarios, I acknowledge that there are times when I may approach them with less than an ideal mindset. However, I believe it is crucial to take responsibility for my actions and apologize if necessary. Just because someone else is negative or exhibiting negative behaviors does not mean I need to respond in the same manner. If I do find myself responding negatively, I make a conscious effort to regulate my emotions, adopt a more positive attitude, and address any wrongs I may have done. By taking ownership of my actions and seeking to make amends, I aim to foster a healthier and more constructive work environment.

------------------------------
Christa Nova
Regulatory Manager
Saint Louis MO
United States

Original Message:
Sent: 03-Jul-2023 13:23
From: Nancy Singer
Subject: Dealing with an adversarial colleague

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

Hello Nancy,

Dealing with consistently adversarial behavior from a colleague can be difficult. I believe it requires empathy and professionalism. I try to focus on performing my job responsibilities to the best of my ability, regardless of any negativity. I strive to respond to the colleague with kindness and understanding to foster positive interactions. Building strong relationships with other colleagues and superiors is essential. I create a support network and engage in open communication to address specific challenges. Sharing concrete examples of how the adversarial behavior impacts work helps others understand the situation and provide guidance if necessary. I find my supervisor is a great resource for problem-solving.

1. Taking care of my mental health is important, so if needed, I can briefly avoid the adversarial colleague to approach the situation with a positive mindset. By prioritizing a positive mindset, I can find ways to address the conflict through open communication and seeking common ground, rather than completely avoiding the colleague.

2. Instead of solidifying my position before a meeting, I prioritize promoting collaboration and consensus among team members, including the adversarial colleague. This collaboration may take place before the meeting, ensuring that everyone has a seat at the table and their perspectives are considered.

3. I firmly believe in sharing credit (or giving away the credit, as I often do) when working on a project, regardless of personal conflicts. This approach fosters a positive and cooperative environment where the focus is on the collective success rather than individual rivalries.

4. Discrediting or undermining a colleague is counterproductive, so I remain focused on building positive relationships and maintaining professionalism. This enables me to navigate challenging situations with a constructive approach, promoting a healthier work environment.

5. Seeking to get someone fired is not advisable. Instead, conflicts should be approached with empathy and a commitment to finding mutually beneficial solutions. However, if the adversarial behavior persists and becomes detrimental, involving a supervisor or HR department may be appropriate. It's important to note that if the individual in question is a direct report rather than a colleague, the approach might differ.

While I strive to maintain a positive mindset in difficult scenarios, I acknowledge that there are times when I may approach them with less than an ideal mindset. However, I believe it is crucial to take responsibility for my actions and apologize if necessary. Just because someone else is negative or exhibiting negative behaviors does not mean I need to respond in the same manner. If I do find myself responding negatively, I make a conscious effort to regulate my emotions, adopt a more positive attitude, and address any wrongs I may have done. By taking ownership of my actions and seeking to make amends, I aim to foster a healthier and more constructive work environment.

------------------------------
Christa Nova
Regulatory Manager
Saint Louis MO
United States

Original Message:
Sent: 03-Jul-2023 13:23
From: Nancy Singer
Subject: Dealing with an adversarial colleague

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

Hi Nancy,

Some context for your question would be helpful.
•    Is the adversarial colleague in the same department?
•    Are they in a more senior position?
•    What seems to 'trigger' adversarial behavior?
•    Is the target of the adversarial behavior the same person or does it appear to be random?

As for the points you raised, here's my take:

1. 1. Avoid him/her.  Agree. Avoidance outside required work interaction while maintaining a professional cordial demeanor might be a good option. However, I'd caution against overtly avoiding the adversarial individual in public (e.g., meetings) where collaboration is required or expected. Also, writing down the instances where this person initiates their attacks and keeping a log of their behavior can be helpful later on should the matter end up in HR.

2.  When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting.  Disagree. Trying to solidify one's position may be misconstrued as creating an 'us versus them' culture. I've personally witnessed many times how 'alliances' can come apart and backfire. 

3.   Work on a project with him/her and share the credit. (a) Disagree on working with the antagonist out of choice. Why would anyone 'volunteer' to work with someone who is adversarial? The office is not a place to practice psychotherapy on others. It is rather a temporary stage to earn a living while developing and growing one's career and corporate skills. While I'm all for having a collegial and respectful work environment, someone who is antagonistic has personality issues they need to resolve outside work. (b) Agree on giving credit if the person deserves it and you're required to work with them. In the past, when I've been required to work with adversarial individuals, I've kept my communication professional and cordial, but always created an email record of any meeting or verbal interaction afterwards and copy my manager and other team members. I've used the argument that email helps us be 'on the same page,' adding 'feel free to correct or clarify anything I may have forgotten. Thank you, team.' That way, it is clear that I'm just about open communication and keeping everyone looped in while getting the ball rolling. You can't go wrong by staying focused on the team and giving due-credit to team members.

4.  Try to discredit him/her so they will lack the creditability to undercut your position.  Disagree. By doing so, you'd be stooping down to their level while giving ample opportunity to discredit yourself. Spreading hallway rumors about someone else is just detrimental to the organization. 

5.    Try to get them fired.  Disagree. If the only reason behind trying to get them fired is their adversarial approach, you're out of luck because toxic behavior (unless pervasive and egregious), seldom results in employment termination. If there is solid proof, as in hard evidence, that an individual has done something illegal or grossly unethical, then that evidence can be submitted, preferably anonymously, to HR or an officer of the company. If the egregious behavior was witnessed by a group of people who are willing to give testimony to HR or Management, that might be an option as well.

6.  Other - from my past and present experience, both as an individual contributor as well as a member of executive management, individuals with an adversarial personality tend to be insecure and are often envious of others' accomplishments. So, they feel a need to challenge, belittle, or undermine anyone they perceive as more competent. If the adversarial behavior (unless severe) is unprovoked and a one-off, I recommend letting it go, as trying to address a single isolated incident might end up making the targeted individual be seen as the one causing drama.  On the other hand, if the attacks are pervasive, the targeted employee should raise the matter to their immediate manager who will likely escalate it to the aggressor's chain of command.

Hope that helps.

Carol

------------------------------
Carol Castillo M.S.
Head of Quality and Regulatory
San Francisco Bay Area, CA
United States
------------------------------

Carol,

Thanks so much for your thoughtful and detailed response. It is clear from your answers that you have a lot of experience leading and working collaboratively with others.

To provide context for the situation, the colleague is at the same level and is in a different department. The person wants attention, so he asks a lot of questions and disagrees with any suggestion that is made.

An anonymous person asked that I avoid writing controversial questions. If my question offended this person, I apologize.

1. Avoid him/her.

You said: "Avoidance outside required work interaction while maintaining a professional cordial demeanor might be a good option. However, I'd caution against overtly avoiding the adversarial individual in public (e.g., meetings) where collaboration is required or expected. Also, writing down the instances where this person initiates their attacks and keeping a log of their behavior can be helpful later on should the matter end up in HR."

My response: I really liked your answer and especially appreciated your suggestion about keeping a log.

Option 2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting.

You said: "Trying to solidify one's position may be misconstrued as creating an 'us versus them' culture. I've personally witnessed many times how 'alliances' can come apart and backfire." 

My response: I agree that sometimes solidifying a position can backfire. However, for important topics, talking to people in advance allows me to try to persuade them in a relaxed environment without others judging or watching the interaction.

Option 3. Work on a project with him/her and share the credit. 

You said: "(a) Disagree on working with the antagonist out of choice. Why would anyone' volunteer' to work with someone who is adversarial? The office is not a place to practice psychotherapy on others. It is rather a temporary stage to earn a living while developing and growing one's career and corporate skills. While I'm all for having a collegial and respectful work environment, someone who is antagonistic has personality issues they need to resolve outside work." 

My response: I see your point. However, this would be my attempt to try to create a cordial working relationship. Sometimes this has worked, and sometimes it has not.

You went on to say: "Agree on giving credit if the person deserves it and you're required to work with them. In the past, when I've been required to work with adversarial individuals, I've kept my communication professional and cordial, but always created an email record of any meeting or verbal interaction afterwards and copy my manager and other team members. I've used the argument that email helps us be 'on the same page,' adding 'feel free to correct or clarify anything I may have forgotten. Thank you, team.' That way, it is clear that I'm just about open communication and keeping everyone looped in while getting the ball rolling. You can't go wrong by staying focused on the team and giving due-credit to team members."

My response: I agree and appreciate the guidance you have provided.

Option 4. Try to discredit him/her so they will lack the creditability to undercut your position. 

You said: "Disagree. By doing so, you'd be stooping down to their level while giving ample opportunity to discredit yourself. Spreading hallway rumors about someone else is just detrimental to the organization." <o:p></o:p>

My response: I agree.

Option 5. Try to get them fired.

You said: "If the only reason behind trying to get them fired is their adversarial approach, you're out of luck because toxic behavior (unless pervasive and egregious), seldom results in employment termination. If there is solid proof, as in hard evidence, that an individual has done something illegal or grossly unethical, then that evidence can be submitted, preferably anonymously, to HR or an officer of the company. If the egregious behavior was witnessed by a group of people who are willing to give testimony to HR or Management, that might be an option as well."

My response: I agree.

Option 6. Other. 

You said: "[F]rom my past and present experience, both as an individual contributor as well as a member of executive management, individuals with an adversarial personality tend to be insecure and are often envious of others' accomplishments. So, they feel a need to challenge, belittle, or undermine anyone they perceive as more competent. If the adversarial behavior (unless severe) is unprovoked and a one-off, I recommend letting it go, as trying to address a single isolated incident might end up making the targeted individual be seen as the one causing drama. On the other hand, if the attacks are pervasive, the targeted employee should raise the matter to their immediate manager who will likely escalate it to the aggressor's chain of command."

My response: I agree. Thanks for your insights. 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States

Original Message:
Sent: 04-Jul-2023 12:01
From: Carol Castillo
Subject: Dealing with an adversarial colleague

Hi Nancy,

Some context for your question would be helpful.
•    Is the adversarial colleague in the same department?
•    Are they in a more senior position?
•    What seems to 'trigger' adversarial behavior?
•    Is the target of the adversarial behavior the same person or does it appear to be random?

As for the points you raised, here's my take:

1. 1. Avoid him/her.  Agree. Avoidance outside required work interaction while maintaining a professional cordial demeanor might be a good option. However, I'd caution against overtly avoiding the adversarial individual in public (e.g., meetings) where collaboration is required or expected. Also, writing down the instances where this person initiates their attacks and keeping a log of their behavior can be helpful later on should the matter end up in HR.

2.  When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting.  Disagree. Trying to solidify one's position may be misconstrued as creating an 'us versus them' culture. I've personally witnessed many times how 'alliances' can come apart and backfire. 

3.   Work on a project with him/her and share the credit. (a) Disagree on working with the antagonist out of choice. Why would anyone 'volunteer' to work with someone who is adversarial? The office is not a place to practice psychotherapy on others. It is rather a temporary stage to earn a living while developing and growing one's career and corporate skills. While I'm all for having a collegial and respectful work environment, someone who is antagonistic has personality issues they need to resolve outside work. (b) Agree on giving credit if the person deserves it and you're required to work with them. In the past, when I've been required to work with adversarial individuals, I've kept my communication professional and cordial, but always created an email record of any meeting or verbal interaction afterwards and copy my manager and other team members. I've used the argument that email helps us be 'on the same page,' adding 'feel free to correct or clarify anything I may have forgotten. Thank you, team.' That way, it is clear that I'm just about open communication and keeping everyone looped in while getting the ball rolling. You can't go wrong by staying focused on the team and giving due-credit to team members.

4.  Try to discredit him/her so they will lack the creditability to undercut your position.  Disagree. By doing so, you'd be stooping down to their level while giving ample opportunity to discredit yourself. Spreading hallway rumors about someone else is just detrimental to the organization. 

5.    Try to get them fired.  Disagree. If the only reason behind trying to get them fired is their adversarial approach, you're out of luck because toxic behavior (unless pervasive and egregious), seldom results in employment termination. If there is solid proof, as in hard evidence, that an individual has done something illegal or grossly unethical, then that evidence can be submitted, preferably anonymously, to HR or an officer of the company. If the egregious behavior was witnessed by a group of people who are willing to give testimony to HR or Management, that might be an option as well.

6.  Other - from my past and present experience, both as an individual contributor as well as a member of executive management, individuals with an adversarial personality tend to be insecure and are often envious of others' accomplishments. So, they feel a need to challenge, belittle, or undermine anyone they perceive as more competent. If the adversarial behavior (unless severe) is unprovoked and a one-off, I recommend letting it go, as trying to address a single isolated incident might end up making the targeted individual be seen as the one causing drama.  On the other hand, if the attacks are pervasive, the targeted employee should raise the matter to their immediate manager who will likely escalate it to the aggressor's chain of command.

Hope that helps.

Carol

------------------------------
Carol Castillo M.S.
Head of Quality and Regulatory
San Francisco Bay Area, CA
United States
------------------------------

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

Hi Nancy,

I must say I agree with Christa 100%, although the only adversarial conduct I have personally experienced is by my direct report. Unfortunately, even as a naturally positive minded and outspoken, it did not help but situation got worse and worse. He saw me as a threat and kept on dismissing every thing I would bring up (regulatory requirement, report to be completed etc). I think he took the life out of me.
When it was clear that it all affected the product, its outcome and marketing approval, I went straight to the top management.

Some people just cannot be fixed. There are many ulterior motives for some and I am not going to adjust to their dark politics. 

And some may have reached their plateau (Peter's principle). 

My final thoughts: we can try but I would much rather prefer this behavior is cut at the very beginning (if there is a next time), rather than prolonging and making such colleagues believe their behavior is acceptable.

Although, I am not a psychologist, and with the companies becoming so multicultural, it would be best to ensure everyone in such environment is taught how to adjust to one single norm.

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

Hi Nancy

Just to add to these helpful suggestions to your question by our colleagues:

Many organizations have a support system to handle these situations. You can reach out to them anonymously for support and guidance. 

If not, reach out to your manager. Have an open conversation about how "you" feel and if this "adversarial" interaction is undermining your ability to do your job. You are not "complaining" or "finger pointing"; you are just expressing your feelings in the context of your role. You may feel that talking to your manager may seem like a sign of "weakness"; but it is generally not  the case, especially when you are already performing at a high level. Every manager wants their team to succeed. They are also (generally speaking) responsible for maintaining a professional environment and deal with such inter-personal issues. 

Finally, know that a bully is generally empowered by perceived "weakness". It doesn't mean you have to always fight back. But you must be able to face them calmly, and give them a chance to share how you can work together. Make it all about the job, not about you or them as a person. Have a 1:1 chat; invite them to a coffee. Chances are, they are also dealing with a difficult issue which is manifesting itself in an adversarial posture. Observe carefully if they behave this way with everyone or just with you. Figure out if there has been a change in their behavior, or it is their natural style. 

I hope this helps. Best wishes to you.

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

Naveen,

I have found that HR is more committed to representing the company rather than the individuals. 

What are your thoughts about this?

Hi Nancy

Just to add to these helpful suggestions to your question by our colleagues:

Many organizations have a support system to handle these situations. You can reach out to them anonymously for support and guidance. 

If not, reach out to your manager. Have an open conversation about how "you" feel and if this "adversarial" interaction is undermining your ability to do your job. You are not "complaining" or "finger pointing"; you are just expressing your feelings in the context of your role. You may feel that talking to your manager may seem like a sign of "weakness"; but it is generally not  the case, especially when you are already performing at a high level. Every manager wants their team to succeed. They are also (generally speaking) responsible for maintaining a professional environment and deal with such inter-personal issues. 

Finally, know that a bully is generally empowered by perceived "weakness". It doesn't mean you have to always fight back. But you must be able to face them calmly, and give them a chance to share how you can work together. Make it all about the job, not about you or them as a person. Have a 1:1 chat; invite them to a coffee. Chances are, they are also dealing with a difficult issue which is manifesting itself in an adversarial posture. Observe carefully if they behave this way with everyone or just with you. Figure out if there has been a change in their behavior, or it is their natural style. 

I hope this helps. Best wishes to you.

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

I think that this forum is meant for regulatory professionals in healthcare industry not geared for HR related issues/scenarios!  In general, it takes two people to create adversarial conduct and thus one cannot say one is right and one is wrong and thus needs investigation prior to action!

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

I think that this forum is meant for regulatory professionals in healthcare industry not geared for HR related issues/scenarios!  In general, it takes two people to create adversarial conduct and thus one cannot say one is right and one is wrong and thus needs investigation prior to action!

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

I think that this forum is meant for regulatory professionals in healthcare industry not geared for HR related issues/scenarios!  In general, it takes two people to create adversarial conduct and thus one cannot say one is right and one is wrong and thus needs investigation prior to action!

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

Anon, yes the forum is meant for regulatory professionals, but this is only one string on a board covering a wide variety of topics, and I have to say it is one of the longest strings I have seen on this  forum. Clearly there is interest and thus, it is totally appropriate.

I think that this forum is meant for regulatory professionals in healthcare industry not geared for HR related issues/scenarios!  In general, it takes two people to create adversarial conduct and thus one cannot say one is right and one is wrong and thus needs investigation prior to action!

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

Julia,

Perhaps you all should request RAPS to start a HR forum just for RA professionals so people like me could focus on RA related critical issues on this forum which enable to bring the innovative medicines faster to the patient! 

Anon, yes the forum is meant for regulatory professionals, but this is only one string on a board covering a wide variety of topics, and I have to say it is one of the longest strings I have seen on this  forum. Clearly there is interest and thus, it is totally appropriate.

I think that this forum is meant for regulatory professionals in healthcare industry not geared for HR related issues/scenarios!  In general, it takes two people to create adversarial conduct and thus one cannot say one is right and one is wrong and thus needs investigation prior to action!

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

I try to always take the high road in these situations. Some tips that have proven helpful for me in the past: 

• Always act professionally. 
• Use please and thank you copiously, particularly in group settings. 
• Ensure any directives or follow-ups are done in writing.
• If they're trying to negatively engage with you, don't take the bait.

And if the above doesn't work, you can always refer them to an executive recruiter! Good luck!!

------------------------------
Nathan Wildgrube
Director, Quality and Regulatory
Irvine CA
United States
------------------------------

Original Message:
Sent: 03-Jul-2023 13:23
From: Nancy Singer
Subject: Dealing with an adversarial colleague

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

I try to always take the high road in these situations. Some tips that have proven helpful for me in the past: 

• Always act professionally. 
• Use please and thank you copiously, particularly in group settings. 
• Ensure any directives or follow-ups are done in writing.
• If they're trying to negatively engage with you, don't take the bait.

And if the above doesn't work, you can always refer them to an executive recruiter! Good luck!!

------------------------------
Nathan Wildgrube
Director, Quality and Regulatory
Irvine CA
United States

Original Message:
Sent: 03-Jul-2023 13:23
From: Nancy Singer
Subject: Dealing with an adversarial colleague

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

I try to always take the high road in these situations. Some tips that have proven helpful for me in the past: 

• Always act professionally. 
• Use please and thank you copiously, particularly in group settings. 
• Ensure any directives or follow-ups are done in writing.
• If they're trying to negatively engage with you, don't take the bait.

And if the above doesn't work, you can always refer them to an executive recruiter! Good luck!!

------------------------------
Nathan Wildgrube
Director, Quality and Regulatory
Irvine CA
United States

Original Message:
Sent: 03-Jul-2023 13:23
From: Nancy Singer
Subject: Dealing with an adversarial colleague

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

------------------------------
Nancy Singer JD, FRAPS, RAC
President, Compliance-Alliance
Newport Coast CA
United States
------------------------------

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

In my opinion, the number one rule that needs to be addressed before all others when dealing with someone you've branded as an "adversarial colleague" is to first ask yourself if you're the adversarial colleague, or if you're doing something that is triggering others. Oftentimes your "adversarial colleague" may feel the same way about you that you feel about them.

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.) 

What is the best way to deal with consistently adversarial conduct by one of your organization's colleagues? 

1. Avoid him/her. 
2. When you are going to be in a meeting, ensure that you have solidified your position with others before the meeting. 
3. Work on a project with him/her and share the credit. 
4. Try to discredit him/her so they will lack the creditability to undercut your position.  
5. Try to get them fired. 
6. Other (Please explain.)