LinkedIn Learning Online Course Evaluation Working with Difficult People
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- Working with Difficult People is a popular online course offered on Linkedin Learning.
- It helps you manage negative behaviors and use effective strategies to improve your relationships.
- I signed up and learned how to manage conflict with my colleagues and spot my own negative thoughts.
Let’s be honest: we’ve all worked with people who seemed hard to get along with, whether they were micromanaging, rude, or sloppy.
An online course aims to unlock the secrets of dealing with difficult people so they don’t have such a big impact on you. With over 800,000 sign-ups to date, Working with Difficult People from LinkedIn Learning gives you strategies to help you improve even the toughest relationships, both in the workplace and in our social lives.
The course is led by Chris Croft, a world-renowned career trainer who has taught over 18 million people online through his Massive Open Online Courses (MOOCs) on Linkedin Learning and Udemy. Throughout the course, he explores the different types of difficult people, such as those who are aggressive, passive-aggressive, selfish or childish, in order to offer strategies to transform the way you work with them.
To access this course, you need a Linkedin Learning subscription (which you can try out with a 30-day free trial). After that, it will cost you $29.99 per month (monthly) or $19.99 per month (yearly).
You can take the course here or read a review of the course below.
What to expect from the course
Working with Difficult People covers the following topics:
- How to identify and understand difficult people
- Tactics and techniques
- Difficult people at work
Each section includes video lectures and a chapter quiz to test your understanding of the content. It takes about three weeks to officially complete the course, but since it’s self-paced, you can technically complete it in a week or even a few sessions. Upon completion, you will receive a Linkedin Learning certificate which you can display on your LinkedIn profile.
What I liked about the course
1. You learn as much about yourself as you do about others.
Croft makes it clear from the start that “difficult people” are subjective – and that we can also be difficult to others in some ways. This is why Croft encourages us to ask ourselves if we could be the ones that contribute to the tensions because more often than not, those who are difficult are not aware of it.
It really resonated with me because I don’t always think deeply about how my actions in the workplace affect others. After some self-reflection, I asked my colleagues to give me feedback on my performance. My colleagues mentioned that it was already pleasant to work with me, but that I could improve my communication skills and my punctuality. I really appreciated their honesty – it felt good to realize how I could better collaborate and serve others.
2. The course is very action-oriented, with realistic examples.
Throughout the course, Croft uses real-life situations to explain the different choices you can make. For example, he highlights two options when we encounter people who are difficult to work with. The first is to let them continue their negative behavior, but change the way you perceive it. The other is trying to change them, which is usually more difficult because you have to make them aware of how they affect you.
While learning these options over the three week period, I applied them to a few people around me who were difficult to work with. For example, in a group project, a colleague asked for an explanation for each step, which at first I found annoying. But I accepted that it was easier to help him more in his part of the project and let my annoyance pass. The other co-worker just didn’t do their fair share of the project, so I politely confronted them. By choosing to do so, I developed better relationships with my peers and was able to work together more effectively.
3. You learn to make positive changes in your workplace.
If you work in a poorly run company, you may feel like you can’t change things. Croft emphasizes that we should abandon this philosophy and strive to impact a more positive work culture whenever possible from the team in which we work.
According to Croft, one way to do this is to break down a big goal into smaller goals to track our progress over time. An example he gave is how small pebbles still make ripples in a large ocean. As members of a team, we are the little pebbles that have the potential to improve our workplace for everyone around us.
Even though I work for a small company, it has pushed me to practice greater transparency and regularly ask for feedback, promote it to my team, which could eventually reach our entire group of employees.
The bottom line
I was surprised at how much I learned over the past few weeks about how I can inspire change as an individual to improve my work environment.
By the end of the course, you will be able to identify the negative behaviors of difficult people and practice strategies to positively transform the broader work culture, such as asking for feedback and developing healthy confrontation skills. Personally, it has helped me build stronger relationships with my colleagues and change my negative mindset to a growth mindset.