Take a deep breath – this is a moment to showcase leadership, not react impulsively. Acknowledge the team member’s concern with a neutral phrase: “I appreciate your perspective; let’s discuss.” This simple phrase buys you time to gather thoughts and refocus the conversation. Next, reframe the challenge as an opportunity for clarification or improvement, ensuring everyone understands the goal. Here’s the key: don’t take it personally; take it professionally. Shift the focus from “me vs. them” to “what’s best for the team.” Ask open-ended questions to encourage constructive discussion and involve others to foster collective ownership. If necessary, reiterate your decision or policy, clearly explaining the reasoning.

To regain control when a team member challenges your authority, start by staying calm and composed. Acknowledge their perspective to show you value their input, even if you disagree. Set clear boundaries about roles and expectations, emphasizing collaboration and shared goals. Address the behavior privately, discussing its impact on team dynamics and your authority. Model the respectful behavior you expect, leading by example. If necessary, seek support from other team members or higher-ups to reinforce your position. Finally, follow up on team dynamics to encourage positive changes. This approach maintains professionalism and fosters a collaborative environment.

Respond Calmly and Assertively: Maintain composure and address the challenge directly but tactfully. Clearly communicate your perspective while respecting the other person’s viewpoint to avoid escalating tension. Use Private Conversations: After the meeting, have a one-on-one discussion with the team member to understand their concerns. This approach can resolve issues without undermining your authority in front of others. Reinforce Team Goals and Roles: Remind the team of shared objectives and individual responsibilities. Emphasizing collaboration helps refocus the group on collective success, reinforcing your leadership position and the importance of teamwork.

When I was younger, rarely I allowed my ego rule and I responded just as the AI stated a person should respond. But then the team gets the generic outcome to the problem at hand and not the best response. I learned that if someone questions my authority, I should take a split second to tactically view their reason vs. the big picture goal. I would reframe the issue in a way that I perceive to be their understanding. If I agreed with them, then I would appoint them as a limited point of contact on that particular issue but state that they need to update me. Otherwise I would appreciate their view but explain what the core issue is and clarify that the team will focus on another issue first. Either way the team sees that I am the authority.