Dealing with a challenging team member in meetings. How do you maintain authority and collaboration?

Recomendo agir em três tempos: Antes, durante e depois da reunião. 𝗔𝗻𝘁𝗲𝘀 𝗱𝗮 𝗿𝗲𝘂𝗻𝗶𝗮̃𝗼:conversar em particular com o membro desafiador, indicar que sua participação é muito importante, mas que será necessário atender às regras que serão estabelecidas na reunião. 𝗗𝘂𝗿𝗮𝗻𝘁𝗲 𝗮 𝗿𝗲𝘂𝗻𝗶𝗮̃𝗼:logo no início da reunião o líder deve anunciar uma série de "regras de convivência": tempo de participação de cada um, respeito às opiniões diversas, horários de início e fim, quem será o coordenador da agenda, etc. 𝗔𝗽𝗼́𝘀 𝗮 𝗿𝗲𝘂𝗻𝗶𝗮̃𝗼: é importante dar um feedback construtivo para o colaborador desafiador tanto para incentivar suas boas condutas como para alinhar o que precisa ser melhorado.

Some ways to get started: -- Start by actively listening to their concerns without interrupting, showing that you value their input. -- Address their points respectfully and assertively, setting clear boundaries for acceptable behavior. -- Encourage constructive dialogue and involve the rest of the team in finding solutions.

In such situations being Emotionally Intelligent is key. Additionally you need to project that you are Assertive as opposed to being Aggressive. Since the other team members are also watching to see how you handle such a disruptive member it is important that you do not step out of line. You can politely make statements like "we will look at that separately in a different forum" or "I dont think that is quite relevant to what we are discussing, so let's try to stay focussed on the issue at hand which is ......" as well as statements like "(Mention the person name) I would really appreciate if you would not behave in a disruptive manner as we need to achieve ...... (state the objective(s)) by the end of this meeting etc.

Dealing with a challenging team member in meetings requires balancing authority and collaboration. Set clear expectations by establishing meeting rules and roles. Stay calm and composed, addressing disruptions assertively but respectfully. Encourage open communication by actively listening to their concerns and validating their viewpoints. Use positive reinforcement to acknowledge constructive contributions. Maintain authority by staying focused on the agenda and redirecting conversations when necessary. Foster collaboration by involving the team in problem-solving and decision-making. Ensure follow-up on action items to hold everyone accountable. This approach promotes a respectful, productive environment where all voices are heard.

Actively listening to a challenging team member is crucial for fostering teamwork. Start by giving them your full attention, making eye contact, and nodding to show you’re engaged. Avoid interrupting and let them express their thoughts fully. Reflect back what they’ve said to ensure understanding, using phrases like, “What I’m hearing is…” Ask open-ended questions to encourage them to elaborate and share more. Validate their feelings and viewpoints, even if you disagree, to show respect for their perspective. By actively listening, you demonstrate empathy, build trust, and create a collaborative environment where everyone feels heard and valued.

Hay personas que desean ser el centro de atención, que les gusta oírse, ser escuchadas. Cuando te encuentras con un miembro del equipo que termina monopolizando las reuniones a mi me gusta que él mismo se desactive. Para ello, en cuanto tengo la oportunidad, le hago una pregunta directa, para darle la puerta a que de su opinión sobre el tema. Lo escucho y pido a los demás que lo hagan. Cuando termina su exposición, que será larga y con lagunas, le hago otra pregunta directa pero en este caso para pedirle que me argumente algo que claramente es contradictorio en lo que ha expresado. Cuando le he hecho esto varias veces deja de monopolizar las reuniones. Prueba este sistema, desactiva aquellos miembros mediante repreguntas.

Sugiero dependiendo de la empresa y necesidad aplicar las siguientes alternativas : La Teoria Autodeterminación sugiere satisfacer sus necesidades de autonomía, competencia y conexión para aumentar la motivación. El Modelo de Cambio de Comportamiento te ayuda a ajustar las intervenciones según la etapa de cambio del individuo. Teoría del Refuerzo para reforzar positivamente las conductas deseadas. La Teoría de la Expectativa destaca la importancia de que el miembro entienda cómo sus acciones impactan en sus recompensas. Finalmente, la Teoría de la Equidad enfatiza la necesidad de tratar al miembro de manera justa.

Not letting such an individual digress from the main focus of the meeting is important. Thus making explicit statements to that effect can help to keep the focus of such meeting on track. Additionally, you could state something like "Since our real concern at this stage is .....(state the issues/concerns) lets try and stay focussed on that shall we". and add "We can consider things like .... (state what the distractor is mentioning) separately outside this meeting at a separate meeting if majority still feels that is important enough to be discussed subsequently"

This requires tact and empathy to promote teamwork. Start by setting a positive tone, focusing on constructive criticism rather than blame. Be specific about behaviours that need improvement and provide concrete examples. Use "I" statements to express your perspective, like "I noticed" or "I feel." Balance criticism with positive feedback to highlight their strengths. Encourage open dialogue by asking for their viewpoint and listening actively. Offer actionable suggestions for improvement and provide support or resources if needed. Follow up to track progress and reinforce positive changes, showing that you value their contributions and are invested in their growth.

Outside the meeting you can talk to the person one-on-one (upholding the principle of 'Prasise in Public but Criticise in Private) In that private chat you can clearly tell what you will tolerate and what you will not going forward

Highlight to all the importance of working as one. Show how one person's disruotive or less related comments can just end up wasting the entire teams time. Also highlight the importacne of always being constructive about the suggestions or ideas that are being made.

Thank you, Mr Mario, for emphasizing the importance of teamwork and constructive communication. It's a valuable reminder that every team member's input should contribute positively to our collective goals. Disruptive or irrelevant comments can indeed derail progress and waste valuable time. By staying focused and offering constructive feedback, we can ensure that our discussions are productive and that we move forward together as a cohesive unit. This approach not only strengthens our work but also fosters a more respectful and collaborative environment.

Set clear expectations and foster open communication. Encourage everyone to share their viewpoints and listen actively to all contributions, including those of the challenging member. Highlight and appreciate constructive input to build a positive atmosphere. Redirect discussions to keep them on track, emphasising the importance of collaboration. Involve the team in decision-making and problem-solving to ensure everyone feels included and valued. Follow up on action items to maintain accountability and show that everyone's input matters. This approach helps build a cohesive and respectful team environment.