Here’s a brief excerpt from an article by Christina Boyes for LinkedIn Pulse. To read the complete article and check out others, please click here.

Image credit: Graphic Stock

* * *

You probably hate dandelions. Almost everyone with a lawn does.

Mustard is almost as bad – when it isn’t processed into a condiment.

But common weeds like mustard and dandelion are excellent food sources. They are used in industrial applications such as producing dyes for clothing. A package of dandelion root tea costs upwards of $6.00. Mustard seed commands a similar price.

The plant itself isn’t what matters. Your perspective does.

I’m not suggesting that you start selling your lawn weeds. Just re-evaluate them.

I have a friend who is a landscape architect. He once took on an assignment to make a garden that produced food, was beautiful to look at, and cost nothing.

The site was a contaminated lot in a slum located on the edge of a lake that held more pollution than fish, and was prone to seasonal flooding. The only thing that grew well in the lot was a local weed.

I would have run away screaming. He embraced the challenge.

When I asked my friend why he accepted such a difficult task, he told me it wasn’t that hard. In fact, the weeds on the lot were a good thing.

Weeds – in his book – don’t exist.

He’s mastered the art of using available resources to make any landscape more beautiful. The first thing he does when he assesses a project is look for its natural potential.

The same is true in organizations. If you are dealing with difficult individuals, focus on their skills and contributions. If you can’t easily identify a skill set that applies to your work, shift your perspective.

How can you incorporate what they do in an effort to strengthen your group?

When you embrace your weeds, your organization thrives.

A recent post on the Harvard Business Review blog discussed how to handle immoral employees. The author suggested engaging them, leading by example, and pairing them with ethical peers, among other tactics. (How they were hired in the first place is another question.)

Dealing with difficult individuals isn’t much different. Discern why they bother you:

Do they have trouble with everyone, or is the problem between the two of you?

Do they do their job well or do they slack off? Are they:

o aggressive or demanding?
o whiny and incapable of accepting responsibility?
o overly accommodating or desperate to “rescue” everyone?

The first step to dealing with these individuals is confronting their negative behaviors.

Tell it like it is – but tactfully.

Hear them out, make them feel validated and understood, and then gently suggest that they try a new way of interacting with you and other members of your organization.

Make sure they have enough work, but aren’t overwhelmed.

Demonstrate the behavior you want to see in the workplace, and pair them with employees that are better liked.

These tactics all help to teach the social mores of your organization whilst encouraging conformity to the corporate culture you’ve established.

* * *

Here’s a direct link to the complete article.

Christina Boyes is a professional copywriter and co-owner of Rusmexus Writers.