To manage a dominating team member, trying out role rotation or assigning team-led sections so everyone has a defined part to lead. Incorporating silent brainstorming to gather ideas before discussion, ensuring each voice are heard. This approach shifts the focus from dominance to shared responsibility and creates a more inclusive, collaborative environment.

Os gestores um dia enfrentam na vida a dificuldade de equalizar um time. Fica claro que há pessoas mais tímidas e reservadas e há outros mais formadoras de opini?o e até dominantes. Atuar sobre essas esferas requer mais do que jogo de cintura e uma habilidade que nem todo gestor tem : controlar uma apresenta??o garantindo que todos os tópicos foram abordados e dando voz aqueles que realmente n?o as tem, chamar, exaltar, pontuar, sem ao mesmo tempo criar exposi??o. Como se faz isso? com postura movimento de m?os, olhar e ao mesmo tempo ser receptivo com aqueles que n?o se sentem à vontade em falar. O processo tem que ser normal garantindo que os ouvintes se tornem falantes e se se sintam seguros numa zona ainda n?o conhecida

Set clear ground rules upfront, emphasizing the value of diverse insights. Actively manage participation during the presentation, politely redirecting from dominating members to quieter ones. Use visual cues to encourage participation from less vocal team members. After the presentation, have a one-on-one chat with the dominating member, appreciating their enthusiasm while discussing ways to ensure others feel comfortable sharing ideas. The goal is creating a balanced environment where everyone feels heard and valued, leading to better outcomes and engagement. Remember, it's about inclusion, not exclusion.

My strategy that captures both careful listening and thoughtful decision-making: 1. Create a Structured Space for Input 2. Active Listening 3. Encourage Diverse Perspectives 4. Balanced Decision-Making 5. Acknowledge Contributions