Some managers try to deal with the emotions of the situation. You really can. Here’s what to do instead.

Read Full Transcript

I'm Jeff Altman, The Big Game Hunter. I'm the head coach for and I work one on one with people and organizations around the United States to help them be more effective. That could be from a hiring standpoint, from a job search perspective, better management, be more effective in the workplace. This is one of my No BS Management Advice videos designed to help you become better at managing people.

I want to start off with the premise of . . . if you've watched any of my stuff for a while, you know, I don't like "management." It's not a concept that I really enjoy. The "however" is, sometimes, you folks need to think in terms of motivating your team because they're in the doldrums and not doing what they're supposed to be doing and motivation is the fallback position for a bad hire.

The bad hire sometimes show up in these situations where you're dealing with people who are freaking out over something, and having an emotional response to a professional situation. They're throwing fingers around blaming one another, and the office turns into mania.

I know when I worked in search, that was a common behavior pattern of stressed people. Theyhey started to point fingers at others, rather than deal with their bad decisions or the fact that they couldn't get someone to do what they, themselves, didn't want to do.

So, I want you to think, instead of the emotional side of this, I want you to think in terms of behaviors, and not get yourself into the middle of a lot of these, because you really can't manage their emotions. They're going to freak out whether you get in the middle of it or not. But you have to kind of reel them back in.

The way to reel them in is to get them to agree to certain things. I pulled this from something that someone had written that I picked up from Forbes. I think it was Jack Stack, if I remember correctly.

And reading from a summary I saw, you say a couple of things to the folks that not doing this is not an option. So, we need to work together to come up with an agreement on how this is going to get done.

"So, I need an agreement from you on this so that this thing can get done effectively and efficiently. Let me help you with this so that it gets done. Okay?" Once you have the agreement, you then proceed to, "Are you willing to do this? Is this something you can make happen and you can get others enrolled in," so that they follow up and make this happen.

"Do you need my support?" They're in charge of things; you're not being "the parent" in this scenario. What you are is being an ally in this situation.

Now, if it's finger pointing between two people, you basically pull them back together and tell them they have to figure out a way to make this work. You'll support them and you want them to come to you with certain points, but they've got to figure it out.

When push comes to shove, seek agreement wherever you can. Don't seek the role of being "the dictator." Seek the role of being the facilitator, the coach, as you will, so that, in this way, you bring them back to Earth to get things done.


No BS Management Advice
No BS Management Advice

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for He is the host of “The No BS Coaching Advice Podcast,” and “No BS Job Search Advice.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) or (phone)

Subscribe to the “The No BS Coaching Advice Podcast.”

If you have questions for me, call me through the Magnifi app for iOS (video) or (phone)

Connect with Me on LinkedIn

For more No BS Coaching Advice, visit my website.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

About the author

Leave a Comment, Thought, Opinion. Speak like you're speaking with someone you love.

%d bloggers like this: