A teacher feels undermined by a colleague in team meetings. How do you navigate this challenging situation?

It is important to take charge of the situation impartially. Validate the feelings of the aggrieved party and ask for clarity. If it is in a general meeting, you might want to invite them to your office or another space to address the situation. Depending on the tensions and severity, you may have to end the general meeting at that point or conclude the discussion at hand while keeping both at bay then hold a separate conflict resolution meeting for the two.

It is vital to acknowledge these feelings without letting them dictate your response. Feeling undermined can rise from behaviours like interruptions or dismissive comments, which can naturally provoke self-doubt and frustration. You maintain control by being clam and composed, allow yourself to approach the issue with clarity. The mindset enables you to engage in a constructive dialogue, where you can expression your concerns professionally and seek resolution.

To my way of thinking, addressing the issue privately with the colleague to understand their perspective is crucial. Offering support and acknowledging the teacher’s contributions can also help restore their confidence. Facilitating a team meeting to openly discuss communication and respect can foster a more inclusive environment.

Implement a 360-degree feedback system where colleagues provide anonymous, constructive feedback about interactions in team meetings. This can clarify if the behavior is isolated or a broader issue. You can also conduct a meeting audit where past meetings are reviewed to identify specific instances and patterns where the teacher felt undermined.

Open dialogue is highly recommended to resolve conflicts. Often the misunderstanding and conflicts arise from the unspoken. Address the issue or concern directly in a calm atmosphere using the techniques of transaction analysis. A to A is the most preferred.

Establishing expectations for mutual respect and professional courtesy is a proactive step toward preventing such feelings in future. Communicate these expectations early on, and consistently reinforce them to create a respectful environment. Setting boundaries sends a strong message that while you welcome collaboration and constructive criticism, respect is non-negotiable. By asserting these standards, you foster a professional atmosphere where all team members feel valued and heard, ultimately leading to more productive and positive interaction.

From my experience. "Results" terminates "Insults". Here is what I mean: Some people have really bad ego problems. So when they undermine others, it's because there is something broken in them. One effective way to "humble" such persons is to be so good at what you do that they can't ignore you. This response may be unconventional, but it's effective. As a young professional, there is a tendency to be undermined: "Shut up, what do you know?" etc. Rather than let that deter me, I continued to press on, became better, acquired results, and became more valuable and in no time, my voice and person became influential, and I earned more respect. It's okay to whine, but if you acquire results, all the insults will disappear.

Establish regular check-ins to reflect on the dynamics in meetings and adapt strategies based on what’s working or needs improvement.

Recommend attending workshops or training sessions focused on conflict resolution and assertiveness to better equip the teacher with skills for handling challenging interactions. If your budget allows it, engage a professional coach specializing in workplace dynamics to provide personalized strategies and support for managing and improving team interactions.