5 Ways to Communicate With a Passive-Aggressive Person

I trust The Huffington Post posts.  We can learn alot just from this one article.  We all deal with or are guilty of being this type of person.  In dealing with this type of person, in my opinion, if you can get away from them, then that may be the answer.  In families, relationships, and jobs, getting away may not be so easy.  In situations where you choose to participate, such as a social club, circle of friends, church or community organization, you can more easily walk away and find a better social club, circle of friends, church or community organization.  We all want to participate, but if that participation costs us too much peace, then it's not worth it.  God doesn't expect us to exchange giving for frustration.  God honors giving and wants it to be cheerful.  Give cheerfully -- and that doesn't mean to look for opportunities to give , participate or serve  where everything is easy, because work costs something.  But, give where the work is worth the effort, builds you up and the leader doesn't tear you down to nothing.  You lose yourself, which is not worth any type of giving or serving opportunity.  

​http://www.huffingtonpost.com/dianna-booher/5-ways-to-communicate-wit_b_7493230.html

5 Ways to Communicate With a Passive-Aggressive Person
 06/02/2015 03:09 pm ET | Updated Jun 02, 2016

Dianna Booher CEO, BooherResearch.com Author, 46 books on leadership communication & executive presence: Creating Personal Presence & What MORE Can I Say?
Janet wore a smile from the nose down; her eyes bore daggers. If I offered a Friday afternoon off for having finished a big project early, she “wished” it had been last week when she and her husband were headed out of town for the football game.
When I ordered in pizza for everyone’s lunch to celebrate a staff anniversary, she had “hoped” for barbecue.
When I congratulated a three-person team on finishing a custom course our client had raved about, Janet dropped a note on my desk “just FYI” that her coworker Amy didn’t have anything to do with it — that she herself had completed the major part of the project without help.
When I announced that our company would continue to pay healthcare premiums for all employees, she smiled and “guessed” she’d be “penalized” because she already had coverage through her husband’s firm and would just “lose” that benefit that others in the company received.
So I offered her the premium equivalent in cash. A few weeks later, when her husband lost his job and along with it his health coverage, Janet was back in my office asking for health coverage “like everyone else.”
Such is the scene in dealing with passive-aggressives. Recognize this behavior around your office?
These individuals appear to act appropriately in any given situation — but they actually behave negatively and resist passively. They often play the “victim.” Their passive-aggressive actions can range from mild to extreme:
Mild resistance: Making excuses for not doing, “forgetting,” blaming, “misunderstanding,” “teasing” remarks to hurt or let you know how they feel.
Extreme resistance: Sabotaging your success, blocking plans or results.
In other words, they fear openly and directly communicating with you. So they communicate their resistance covertly. And dealing with them is sheer misery — much like dealing with a terrorist. You never know when they’re about to strike — until the damage has been done.

• Understand that you can’t change them. Their complex, deep-rooted problem is best left in the hands of a psychologist or psychiatrist. Focus instead on your own take-charge attitude. Try not to get frustrated and frazzled by their shenanigans. Any tit-for-tat accusations on your part will just be met with denials and cries of “I’m the victim here.”
• Invite their input. Some passive-aggressive people behave as they do because they feel they have no voice. When possible, ask their opinion on solving problems. You do not need to agree or disagree with their opinions or complaints. Tell them you’ll consider what they’ve said. Often, just inviting their input will satisfy them.
• Keep your sense of humor if possible and if the negativity is not extreme. Your passive-aggressive coworker reports to you that your project plan seems flawed and it looks as though the product will be delivered to the customer 14 days late. You smile and say, “Kevin, put on sunglasses and see if that flowchart looks any better. Or maybe we can highlight the spreadsheet in yellow and see if we get a brighter picture.” And then move ahead with your plans.
• Document official communication. If you have to interact with this person on an ongoing basis to get important things done, you can’t afford to let the situation “ride.” It will only intensify. If you need to give instructions or otherwise work with this person on a project, document actions in writing or have other people present for your discussions. Keep a written record and phone recordings of actions, who’s responsible for what, and deadlines.
• State consequences for their behavior. “Undercover” hostility and sabotage is the trademark of passive-aggressive people. When you confront these people with their behavior, they almost always will deny, make excuses, and blame other people. Despite what they may say, state what YOU are going to do to move forward. Tell them the consequences they will be facing if they persist in this behavior. Strongly stated, these consequences can compel them to stop obstructing and start cooperating.

If none of the above techniques work and you control the situation, you may have to end the relationship. If you must continue to interact with this person, keep your distance as much as possible and maintain your composure while dealing with this challenging personality.
After all, leadership includes such challenges — covert hostility as well as open conflict.
 
 
 Now, GO! (Matthew 28:19-20)
 

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