• I need to work with individuals that
have dominant personalities to help
them understand the impact they have
on the group. There is a reason eyes
roll when they speak and tempers flare
when they take over meetings. I have
to have the guts to be candid and confront individuals about their behavior
and the impact it has on everyone. In
working with the other organization, I
learned that a dominant personality
can quickly create the perception of
indispensibility, and that will create a
major problem with morale and depth
in the organization.
• Finally, I have to have the courage to
make a change in our group if one person is dragging us down. It’s never easy,
but for the good of the group, after
working with the person with no
improvement, change needs to happen.
There is probably another role in the
organization that would give the person
a better chance to be successful.
Office politics can be difficult and
stressful to deal with. Left alone and
hoping that relationships will work
themselves out are optimistic at best. My
experience in doing exactly that with my
laissez faire handling of the recent situation led my group to pay the price. I am
now committed to improving the working dynamics of my department through
utilization of the points I’ve outlined. I’ll
follow up in a subsequent column and
let you know how we’re doing!
Gary Boyd is CEO of Mammoth Hospital in Mammoth
Lakes, CA, which is part of the Southern Mono
Healthcare District. Boyd holds a master’s degree in
public health from San Diego University. He has
served AHRA in many capacities, including editor-in-chief of Radiology Management. Boyd may be
contacted at firstname.lastname@example.org.