We may effectively deal with a challenging team member by adopting the ancient Indian political strategy of Saam(Persuading),Daam(Purchasing), Dand(Punishing), and Bhed(Exploiting weaknesses), not literally but metaphorically. Using Saam,we may assign him a role in tune with his expertise and passion, clearly spelling out his duties and urging him to perform his best. Employing Daam, we may applaud and reward his successes. If he still does not fall in line, we may hint of his being given an insignificant post,applying Dand. Finally, through Bhed, we may sway him by offering to improve his vulnerable areas and sharpen his professional acumen through sponsored training in cutting edge relevant skills at reputed centres in India and abroad.

In my view maintaining authority while dealing with a challenging team member in public administration requires a balanced approach. One should start by addressing the issue privately to understand their perspective. Use active listening to show empathy and build trust. One should clearly communicate expectations and the impact of their behavior on the team. Offer support and resources to help them improve. By setting measurable goals and follow up regularly and staying calm and composed, demonstrating fairness and consistency. This approach not only resolves the issue but also reinforces your leadership and fosters a positive work environment.

One thing I found useful is to always remain cool. Understand the situation fully. Do not try to enforce your authority, you have it, know that. By trying to enforce your authority you inadvertently state you are not sure of yourself. Troublesome colleagues usually like that because they have underlying issues which have not been resolved. Getting to understand them, without judgement, will help resolve the problem. A true king never doubts his royal standing.

1. Communication - Effective communication is crucial to facilitating a challenging team member. It is indeed seminal for the member to start owning the work responsibilities and that will happen only when a set of clear, practical and purposeful expectations have been laid out and put across through effective communication. 2. Assessment of Skills and Competency - There is also a need to assess the member’s ability to comprehend the task assignment. Assessing skills sets and competencies will go parallel to effective communication. 3. Setting Measurable Goals and milestones - Breaking down the tasks at hand in smaller milestones with measurable goals and timelines will help facilitate the member with performance. 4. Periodic Review

I’d deal with the issue privately, listen to their concerns, and set clear expectations for behavior and performance. By staying calm, respectful, and focus on solutions, I’d strength my role as a leader. If necessary, I’d follow up with formal actions, ensuring the process aligns with organizational policies.

understand the issue in private - there may be underlying factors responsible for the behaviour. be empathetic. guide his / her team members / confidants to help the person. do not lose cool but with firm politeness address the issue in private.

Some ways to get started is to understand the situation, stay focused on the issue at hand a d avoid personal conflict. This is very key. When handling public administration, it is essential to maintain a high level of professionalism in dealing with issues. This enables such a clear objective to be identified and issues of mistrust are clearly dealt with.

To manage a challenging team member in public administration, first, understand the root cause of their behavior by listening actively and having a private conversation. Maintain professionalism and avoid gossip. Set clear expectations, clarify roles, and align on mutual goals. Provide specific, constructive feedback and acknowledge positive contributions. Foster open communication through regular check-ins. Use conflict resolution techniques, such as mediation, if needed. Offer support for skill development, and acknowledge improvements. If the issue persists, involve management or HR for further intervention. Lead by example and cultivate a positive team culture.

One thing I found helpful is finding a member of our team to mentor a staff person who is having difficulty performing their duties. This can provide motivation to improve performance and help the entire team achieve success.

To manage a challenging team member in public administration, first, understand the root cause of their behavior by listening actively and having a private conversation. Maintain professionalism and avoid gossip. Set clear expectations, clarify roles, and align on mutual goals. Provide specific, constructive feedback and acknowledge positive contributions. Foster open communication through regular check-ins. Use conflict resolution techniques, such as mediation, if needed. Offer support for skill development, and acknowledge improvements. If the issue persists, involve management or HR for further intervention. Lead by example and cultivate a positive team culture.