One tool I learned from a fellow CMC is the OARR framework for meetings. Objective - what is the purpose of the meeting? Agenda - what topics will be covered in the meeting? Roles - what are the various roles of those at the meeting? (If no role, why are they at the meeting) Rules - what are the rules we all agree to adhere to during the meeting? If you follow the OARR framework effectively, you know longer will have that problem.

Dealing with a team member who hinders collaboration requires a proactive and composed approach to regain control of the meeting dynamics. It's essential to stay focused on the collective goal, redirect the conversation to productive avenues, and acknowledge contributions while setting clear boundaries. By fostering an inclusive environment where every voice is heard, but the discussion remains aligned with the objectives, you can steer the team back on track. Leading with empathy and clarity not only diffuses tension but encourages open communication, ultimately promoting a culture of constructive collaboration.

During a meeting, one team member was consistently interrupting and hindering collaboration. I knew I had to regain control without alienating them. I calmly addressed the issue by acknowledging their input but reminded the group of the importance of giving everyone a chance to speak. To redirect the dynamic, I started using a more structured approach, asking each team member for their thoughts in turn. I also engaged the disruptive member directly, giving them a specific role in the discussion to channel their energy constructively. This shift not only balanced the conversation but also helped the team refocus on productive collaboration. The meeting ended with a sense of shared contribution and progress.

I focus on steering the meeting back with clear communication and gentle control. First, I ensure everyone is heard by actively listening and guiding the conversation back to common goals. If someone dominates or derails, I’ll respectfully redirect with phrases like, "Let’s refocus on our shared objective." Setting clear expectations at the start of the meeting also helps, as everyone knows what we're aiming for. I’ve found that asking for input from quieter members balances the dynamic, making the space feel inclusive again. Transparency and a reminder of shared values often bring the group back on track.

"Lead the Way—Collaboration Starts with You!" When a team member disrupts collaboration, regain control by setting a clear tone of respect and shared goals. Redirect the conversation with specific, solution-focused questions that bring everyone back to the core purpose. Encourage open dialogue by acknowledging their input, then gently guide the group toward more productive engagement. Set expectations for participation and highlight the value of teamwork. By modeling calm and assertive leadership, you shift the dynamics and create an environment where collaboration thrives.