Dear Crucial Skills, I have a coworker that I just can’t stand. He is good at his job, but I struggle to get along with him because he is so opinionated and narrow-minded. He has an opinion about everything and can’t fathom any other viewpoint. I’d rather go to the dentist than be in a …

A few months ago, while I was out of town, a colleague aired his grievances against me in a meeting with our new CEO. Two others joined in. This colleague previously reported to me, then was promoted to be my peer. He has been a contentious bully ever since, badmouthing me behind my back. When I returned from my trip, I was called into a meeting with the new CEO and the three who have issues with me. I was blindsided by their allegations. I pushed back very little but have since been stewing to the point of depression. Where should I go from here?

Do you think children could use the skills taught in Crucial Conversations? If so, do you have any suggestions for how I might adapt the lessons for them?

I work with a senior colleague who almost always seeks my approval on decisions that are his responsibility. I have advised and supported him a few times in the past, but now he seems to have become dependent on me to confirm or validate his actions. I get the sense that he doubts himself, worries that something might go wrong, and would like to direct the blame to me in case it did. I have my responsibilities, so I get annoyed that he depends on me to make his decisions for him. I’m also afraid that if I don’t respond to his requests, he’ll let his projects stagnate and then blame their failure on me. I feel he does not want to take ownership for his responsibilities, and it’s a nuisance. What can I do?

My supervisor says that she uses the skills taught in Crucial Conversations. However, she always starts a “Crucial Conversation” by being abrasive and making false accusations. She will say she is seeking the truth through dialogue, but then she sticks to her false accusations and disregards attempts to shed light on the matter. I now have a horrible impression of Crucial Conversations, but something tells me she must not be using the process correctly. What am I missing?

A member of the team I lead is convinced he’s an excellent worker, top performer, and unfairly overlooked for a promotion. The problem is none of that is true, but he refuses to accept this. He sometimes does great work but is inconsistent. He’s also often nowhere to be found, for hours at a time. How do I hold him accountable when his self-perception is so wildly different from reality? I ask all the right questions, but we still go in circles when we talk with me pointing out weaknesses and him claiming perfection.

I appreciated your recent article, “How to Tell an Employee They Talk Too Much.” Would you approach this situation in the same way if it were your boss who talks too much? Or what would you do differently?

I have been a legal secretary to a lawyer for more than 18 months. She used to stay on top of things, but recently she has become unmotivated and unresponsive. For example, I prepare letters for her review and deliver them early in the morning, but she doesn’t review them until 30 minutes before I’m due to leave the office, and then she wants me to get the letters sent out. I work full-time and have four children, and I have told her on several occasions that I cannot get letters finished that late in the day as I need to leave. I’ve tried letting her know early in the day what time I will be leaving and the deadline for getting letters to me, yet she continues to send requests at the last minute and then becomes snippy when I tell her I won’t get them done until the next day. I don’t know how to deal with her lack of motivation. What can I do?

Can walking away from a personal or professional relationship ever be the best solution?

Do you have any advice for dealing with a narcissist?

My twenty-four-year-old daughter has a new boyfriend who is a narcissist and she is showing signs of being emotionally abused. He is slowly isolating her—from friends, colleagues, family members. How can I use your skills to show him respect even though he is crushing my daughter? I want to ensure he doesn’t exclude me from her life for when she does need me.

Or can you suggest how I might talk to my daughter so she can see the light? When I tell her I am concerned about her situation, she gets defensive and lies to me, so she’s obviously not feeling safe around me. I have very strong feelings about the situation, so it is crucial I handle this well—I don’t want to lose my daughter. I want to build a better relationship with her and let her know we will always love her and be there for her when she needs us.