Visit the Crucial Skills blog to read Al Switzler’s answer to this question: What do you do when someone is rude or publicly cuts down another person in the middle of a meeting?

According to our recent poll, three in four employees quickly attribute their coworkers’ bad behavior to lack of motivation while only one in ten consider ability deficits. As a result, they avoid holding problem colleagues accountable, engage in costly workarounds, and perpetuate the very problems they detest.

Learn more about Crucial Accountability Training, the update of VitalSmarts’ popular Crucial Confrontations Training course.

How do you hold your peers accountable when you don’t have the support of their supervisor, or in some instances the support of your own supervisor?

The Challenge The staff at St. Joseph’s Health Care London didn’t talk to each other. Yes, they exchanged words, but when problems were serious and emotions were involved, many side-stepped core issues. Not only was this behavior unproductive and disrespectful for employees, it was potentially dangerous for patients. The organizational development staff identified a training …

A couple of my employees tend to get all the other staff in an uproar. They constantly turn people against each other and pick on the newbies. How can I address my employees’ tendency to “stir the pot” and help them recognize the harm they’re doing to our work environment?

How do I deal with passive-aggressive behaviors like someone agreeing to do a task then “forgetting” to do it, dragging his or her feet, or deliberately doing it incorrectly so he or she won’t be asked to do it again?

My entire team has complained about another employee’s personal hygiene and said that the offensive odor and unsanitary conditions of the employee’s workspace are so bad that it contributes to a hostile work environment.

Since our organization runs 24/7, it’s sometimes difficult to communicate face-to-face with all employees. Our managers often use e-mail to communicate important messages, including giving performance feedback. Would you share your thoughts on what is and is not appropriate to communicate by e-mail?