How do you address a former peer who challenges your decisions in team meetings?

1 Understand Emotions

Recognizing the emotional undercurrents that may be influencing your former peer's behavior is essential. It's possible they're struggling with the change in dynamics or feeling uncertain about their own role within the team. By empathizing with their situation, you can approach the conversation with sensitivity. Address their concerns privately, affirming their value to the team while clearly explaining the rationale behind your decisions. This can help alleviate any feelings of resentment or misunderstanding and reinforce your relationship built on mutual respect.

3 Set Boundaries

While openness is important, it's equally vital to establish boundaries. Make it clear that while you're approachable and willing to discuss decisions, there's a time and place for such discussions. Challenging decisions publicly can undermine your authority and disrupt team harmony. Encourage your former peer to bring their concerns to you in a one-on-one setting rather than airing them in front of the entire team, which can help maintain a professional atmosphere during meetings.

4 Foster Respect

To maintain a positive team environment, it's important to foster respect among all members, including your former peers. Acknowledge the contributions and expertise of the individual who challenges you, but also remind them that as a supervisor, your role requires making tough decisions for the benefit of the team and organization. By showing respect for their perspective while standing firm on your position, you set an example of professional conduct for the entire team.

5 Encourage Team Input

Encouraging team input is a great way to prevent challenges to your decisions. By involving your team in the decision-making process where appropriate, you can build a sense of ownership and reduce resistance to outcomes. It's important to clarify that while everyone's opinions are valued, the final decision may not always reflect the consensus. This approach can help mitigate feelings of exclusion or disregard that may prompt a former peer to challenge your authority.

6 Lead by Example

Finally, leading by example is perhaps the most powerful way to address challenges from former peers. Demonstrate integrity, fairness, and decisiveness in your decision-making process. When your team sees that you make decisions based on well-considered reasons and in the best interest of the group, they are more likely to trust your judgment. Consistently modeling these qualities can gradually diminish the frequency of public challenges and strengthen your leadership position.