"Office Survivor": From Outwitting, Outplaying Challengers to Aligning for Success

Transform your workplace from a competitive environment to one of collaboration. Here's how to go from outwitting and outlasting challenging coworkers to building strong partnerships and alliances that drive collective success.

1. The "Doesn't Pull Their Weight" Contestant

They may not report to you, but their lack of effort impacts the team. Time for a tribal council strategy.

Solution: Create Public Accountability: Establish shared goals and track them openly. Think of it like a group challenge—when performance is visible, no one wants to be the weak link. It's shocking how much incentive a simple red-colored cell on a spreadsheet can creative. Use a shared dashboard to track progress. Meet weekly for updates, making each person accountable for their contributions. When everyone’s efforts are visible, they’re more likely to step up to avoid being voted off.

2. The Abrasive Personality

This person dominates meetings, much like a contestant who controls the conversation around the campfire. Even the most difficult personalities can be managed with the right strategy.

Solution: Direct, Empathetic Conversations: These are some of the hardest conversations I've had in my career, and I remember each and every one of them. Sometimes abrasive behavior stems from insecurity. Start by communicating a level of trust in them as a co-worker, by acknowledging their strengths—like complimenting their shelter-building skills - before discussing how they monopolize the fire. Then, describe the behavior and its impact without making it personal.

For example: "In meetings, when you critique the operations team, members like Devin stop contributing. I want to make sure we're hearing everyone's voice. Could we explore a different forum for you to share constructive feedback?"

This approach feels like a new alliance—respectful but direct. Once they understand their impact, they may adjust.

3. The Micromanaging Alliance Leader

This contestant hovers over your every move. It feels like they’re blocking your strategy, but you can shift the dynamic with a collaborative approach.

Solution: Leverage Situational Leadership: Situational Leadership helps adjust your approach based on the task, not the person. It acknowledges that people are at different levels of development in different areas of their work.  When dealing with a micromanager, it’s useful to have an open conversation about your strengths and the areas where you feel you need more support.

For example:"I have a lot of experience building out operational plans and ensuring people hit their tasks. I think I can handle these on my own.  Do you agree? However, I could definitely use some help with building out the strategic plan. Could we schedule weekly meetings to review that?"

This approach shifts the focus from micromanagement to collaboration, getting alignment on your capabilities while also seeking input where it’s needed.

Surviving the office island isn’t easy, but with the right strategies, you can outlast even the most difficult coworkers. You might even walk away with the grand prize: a more harmonious and productive work environment.