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The particular 7 Hardest People to Lead

Someone once asked me, “ Who has been the most difficult person you’ ve had to lead? ” It’ s a great reflection question. You learn a great deal about yourself answering it. As a chief for over 35 years, I’ ve experienced just about everything you can imagine within leading people. And there are certain people who are the hardest to lead.

I once had an worker call in sick for a number of days because her snake was peeling. Apparently, the snake got depressed when he shed. The lady needed to be home to comfort the snake.

That was a new one – and a story for another time – but she proved to be hard to lead and reminded me not to become surprised at what individuals may say or even do.

I thought about that issue through the years and produced a list. These are through my perspective.

7 of the hardest people to direct:

The know it just about all

It’ s hard to lead someone who won’ t listen, simply because they don’ t believe they have a requirement for what you have to say. They think they know more than you and everybody else. In reality that may or even may not be true, but it makes them very hard to business lead.

I have discovered at times I have to problem these people if I’ m going to have the ability to lead them. The idea works. At times it simply doesn’ t.

A gifted chief

Don’ t misunderstand this one. I don’ t mean they try to be difficult. Someone with lots of prior management experience just provide higher expectations for individuals who try to lead them.

There are had some very productive retired pastors within my churches and on the staff. I love that will I’ ve served with seasoned individuals with more experience within ministry than myself. But they keep myself on my toes! (And this is a good matter. )

Hyper-critical people

When someone is always negative it becomes difficult to lead them. They can zap the inspiration from the team. They will never have anything positive to add to the group, the glass is always half-empty or the sky is always about to drop. It can be draining.

Again, these are people I will ultimately challenge – plus hopefully encourage. Issue type person is channeled correctly they could actually be valuable on the team. They notice holes others don’ t see. But they must be willing to end up being team players whenever things move forward even against their objections, concerns or concerns.

Wounded people

Injured people are more resistant to being led well until they recover. They may struggle with rely on issues, be set aside with their input or even injure others with their words and activities. Hurt people harm people.

We have added numerous staff members to our church knowing already these were injured. I actually love this as a Kingdom ministry to give all of them a place to recover. But knowing exactly where they are currently is key to effectively leading them to a healthier future. I have offered them counseling, providing them with clear boundaries (which they often need) and simply say things to them such as, “ The sooner you learn to trust again the sooner you may be at your best. ”

Insecure people

Those who lack self-confidence are harder to business lead. They are hesitant to take a risk. The best management involves delegation to people who will assume obligation for a task. Which makes it hard when people do not have confidence in their abilities.

You will find learned insecure people will move if they are given specific duties to complete. They need constant feedback and reassurance, which can be exceptionally time demanding for commanders. But over time it will help them gain self-confidence to not only follow but lead.

Excessively change-resistant people

Management always involve alter. Without change you don’t need to for leadership. So , those who cling so tightly to the previous are harder to lead to something new.

There is nothing incorrect with tradition or with enjoying the particular memories of the previous. But when someone’ h love of their history prevents them from embracing their long term it becomes difficult top them.

I like to try and bring them along by allowing them to celebrate the past. At times, we can rediscover instead of reinvent by building on the success of the past, instead of simply ignoring it.


Without any doubt the hardest person for me to lead has always been me personally. Truth is I can become guilty of holding other people to unrealistic expectations I can’ capital t live up to either.

One way I battle this is to ask myself questions such as, “ Basically were that person, with their skills and passions, would I feel it is a reasonable expectation? ”

Everyone can be difficult in order to lead at times and during some months. It is what makes leadership fun, right?

To be clear, come about is not immediately to remove these people from a group. Actually, I think the particular role of management is to learn how to better lead them. The reality is that all of these scenarios plus types of people can serve a role. Whether or not they end up being a good fit to get a team might be a question, but usually if handled wisely they can sharpen the skills of management and add value to the team.

On every single team I have led I have had a few people that proved to be harder to lead. Easily can figure out exactly what style of leadership they need and how I can make use of the best of them they have more often than not proven to be a good fit into time. If not, I would like to make that decision sooner rather than later.

What type person have you discovered hardest for you to business lead?

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