Looking for thoughts on dealing with subordinates who don't respect diversity or the chain of command.
Let's call the employee "Dude" and his manager "Lisa." Dude used to be a project owner with this particular client, but now Lisa is, and Dude is a team member. Dude has been trying to circumnavigate Lisa and talk directly with the clients, even though that's now Lisa's job. Dude's rationale is that he has relationships with the client, but Lisa also has good rapport with them, and, again, SHE is the project owner now. Dude continually undermines her at meetings and refuses to accept her point of view.
Lisa met with Dude privately to talk about how they might communicate better. Dude told Lisa that he acknowledges he undermines her, but he has anxiety about the project's success. He also told Lisa that she explains things too thoroughly. Lisa told him that she isn't at all worried about the project and, in her Latin culture, people like to explain things thoroughly. Dude said, "Well, in my culture we like to read between the lines."
Lisa also told Dude it was important to her that he recognizes her credibility and gives her a seat at the table. (Don't worry, I already told Lisa she shouldn't be asking for a seat at her own table, and she agreed!) In the end, they both said appreciated maintaining open lines of communication with each other, but Lisa felt not much headway was made.
Lisa ended the meeting feeling livid that Dude admitted he deliberately and consciously undermining her during meetings. She doesn't feel the conversation moved the relationship forward at all or changed how they would interact at meetings. At the same time, she feels it's important to play nice with Dude because his team is important for internal partnerships, even though Dude has a reputation for being difficult.
What advice would you give this person? Have you been in the same situation? What did you do? How do you help a difficult person like this to see the value of your ideas (or think your ideas are their own)?