Companies never know what to do about difficult people. If they are simply incompetent they are normally subjected to performance management and eventually dismissed but what about the talented but difficult employee? You value the skill but pay a huge price for the effect they have on colleagues. Because, make no mistake, however skilled and experienced the individual team members may be, it is impossible to have a superior performing team which contains a
“difficult” individual.

Sending such people to outside bodies for training, counselling, therapy or medical assessment is not likely to work if you have not understood the cause of the problem.
It is almost like treating someone for indigestion when they actually have a broken rib. In such a case better, longer or more expensive treatment is not going to work if the original diagnosis is incorrect.
And with difficult people the diagnosis is almost always incorrect. There is also little to be gained by asking the difficult person themselves because they almost always believe that it is everyone else that is behaving unreasonably.

Yet with an accurate diagnosis carried out by a
professional practitioner the root of the problem can be rapidly ascertained and the specific ways to manage the individual for maximum effect can easily be arrived at.

After taking an initial brief we will meet with individuals concerned to explain our processes and to invite them to work with us. It is very rare for an individual not to want to work with us once the process has been explained as we will always work with the objective of arriving at an acceptable solution for all concerned.