What do you do if team members are not actively participating in team discussions?

If team members are not actively participating in discussions, encourage engagement by creating a more inclusive atmosphere. Start by identifying any barriers to participation, such as meeting timing or personal comfort levels. Employ strategies like asking open-ended questions, rotating discussion leadership, and acknowledging all contributions to make everyone feel valued. Consider smaller breakout sessions for more intimate dialogue. Also, ensure that the meeting format accommodates different communication styles. Implementing regular feedback mechanisms can help understand and address specific concerns, fostering a more collaborative and participative team environment.

In my experience it starts will building physiological safety within in the team. But also understand the team. The introverts which are often the engineers like to think through a response versus the extrovert . Find time for all the voices .

Every leader should try to understand the cost of silence on the part of team members. Building and Leading an enduring team entails fostering a culture of openness in terms of feedback and one-on-one engagement. A leader who finds herself in a situation where team members are likely to stay reserved and be opinion-less should do a quick appraisal of the situation. One sure way is to ask for direct feedback from subordinates to find out why contributions are not forthcoming. Using myself as an example, I was quite surprised when I asked for a feedback sometime in 2008 and two ladies told me I needed to change my posture in meetings. They went further to explain that the subtle signals from me did not encourage group discussions. I changed.

Try to understand the comfort level of your team members. One approach that has worked for me is sharing details of items I would like to discuss in group settings ahead of the meetings with team members who need time to reflect before offering a perspective/ opinion. I’ve found that helpful in getting them to openly ask clarifying questions or share their thoughts or opinions. I sometimes ask some vocal team members to pause for a few minutes to give opportunity to those not so comfortable with expressing views that may be considered contrary to speak first. I try to change my approach in response to the audience I have

In my experience, one and one’s provider a great opportunity to gauge comfort level along with will and desire to do more. When good work is identified offer them an opportunity to share that best practice during a team huddle.

Clarifying roles within the team is crucial for effective collaboration and task management. One approach to achieve this is by utilizing frameworks like DACI (Driver, Approver, Contributor, Informed) or RACI (Responsible, Accountable, Consulted, Informed) matrices. These frameworks help delineate roles and responsibilities clearly by assigning specific roles to each team member for different tasks or projects. By clearly defining who is responsible for what, who needs to be consulted or informed, and who has the final decision-making authority, you can promote accountability, minimize confusion, and create a more efficient and productive work environment.

Los lideres deben tener la capacidad de clarificar y asumir su rol, así como cada integrante de su equipo. Es fundamental la rendición de cuentas y cumplimiento de los objetivos por área y que todos en la organización conozcan el objetivo de la empresa para estar alineados a ella.

Effective leaders know that all team members bring value, regardless of their comfort levels speaking in group settings. Here are a couple of simple ways to foster inclusivity: 1) Prime the pump - Often, team members who are less comfortable sharing their thoughts publicly will benefit from being given prior notice that their input will be valued in an upcoming conversation. Share the topic beforehand, and express that you believe that their contribution will make a difference for the team. 2) Promote Balance - It is also important to help those who tend to dominate discussions to find a healthier balance. Affirm that they are valued, and let them know that they can display leadership by allowing space for a wider range of contributions.

People like to be heard. Because their contributions matter. That is the importance of fostering inclusivity - to welcome and collaborate the topics to be discussed. You can create an inclusive atmosphere to full participation simply by acknowledging everyone’s contributions.

Fostering inclusivity in group discussions is essential for harnessing the collective wisdom and diversity of perspectives. Everyone should feel valued and heard, regardless of background or experience. Start by setting clear guidelines for respectful communication and actively encourage participation from all members. Be mindful of dominant voices and ensure space for quieter individuals to share their thoughts. Embrace diverse viewpoints and actively seek out input from underrepresented voices. By creating an inclusive environment where everyone feels empowered to contribute, group discussions can become more enriching and impactful for all involved.

Una forma de fomentar la inclusión es aprender a escuchar a todos y cada uno de nuestros colaboradores y entender sus necesidades, inquietudes y expectativas.

Find ways to include everyone in a group setting or meeting. You can never see yourself the way others can. Call on everyone in open discussions and settings that force some positive interaction. Thank them for their input, ask questions to get to root issues. I always call on the quietest person in a meeting. No matter the response, always say thank you and show gratitude for input. If someone has suddenly gone quiet, most likely they are feeling alienated. Do everything in your power to bring them back to the team and make them feel appreciated.

To encourage ownership in a group setting I feel it is important to warm people into the discussion. I would often try to ask them a question that they didn’t have to think real hard to answer. Like “ So what operation do you do at your office/plant/factory?”Sometimes you have to get people talking to get their mouth to work. After they answer this question you carry it to the next step. “ So do you ever have to deal with this subject matter ?” Then “What would they do in your department if you had to address this?” “ Do you agree with this solution?” Once they have started to answer move to someone else but keep coming back to keep them engaged. The ones that don’t talk are like a quiet river their thoughts run deep.

It is important for all team members, regardless of tenure or title, to understand how their daily work is tied to overall team and organizational goals. This is driven by intentional leadership efforts to instill shared vision and purpose into their teams. The more clearly that individual team members can articulate how their efforts contribute meaningfully to high-level strategic goals, the more ownership and engagement that teams will experience.

Its imperative to feel engaged and receive value for the opinion. If employees get that they will be more connected towards any decision making process.

-Utilize tools and techniques that facilitate collaboration, such as shared digital workspaces where team members can contribute ideas, feedback, and progress updates in real-time. This promotes a sense of collective responsibility and inclusivity. -Ensure that the team's goals are not only clear but also collectively agreed upon. -Encourage team members to pursue skills and knowledge that can contribute to the project's success. -Maintain open lines of communication about project challenges, changes, and successes. -Create a culture where feedback is regularly exchanged in a constructive manner.

As a collaborative leader, I find that feedback helps clarify the reasons why lack of participation is taking place and opens up greater opportunities for understanding and engagement. Never make assumptions when lack of engagement is as a reality. It is always best to ask why, clarify and encourage others to become a part of the conversation.

La retroalimentación es un elemento imprescindible y debe ser 360 ya que los seres humanos no somos un producto terminado y siempre podemos aprender y mejorar en todos los aspectos de nuestras vidas. Por ellos ser retroalimentados nos ayuda a corregir y mejorar lo aprendido.

-Many video conferencing platforms allow for breakout rooms, which can be used to divide larger meetings into smaller groups. This setting can facilitate more intimate discussions, enabling quieter team members to participate more actively. -Recognize that not all team members may be able to contribute ideas on the spot. -Incorporate tools that clearly assign tasks and follow-up items during meetings. -Ensure that all team members are comfortable using the chosen collaboration platforms.

Las plataformas y foros que hoy en día nos proporciona la tecnología son vitales para la participación de los miembros del equipo, sin embargo, es importante no dejar de lado la parte humana en donde la interacción humana también es importante.

Create space for everyone to contribute, There will be some people who answer straight away and some who pause before answering - sometimes we need to acknowledge the person who has answered and then ask if anyone else has something to say and be comfortable in the silence whilst waiting.

As a leader in a team meeting make it a point to talk or share last. Employ active listening and direct, open-ended questions to facilitate narrative responses. Remember, effective teams thrive on diverse input and open communication. Encourage involvement by highlighting the importance of each member’s contribution to the team’s success. Sometimes employing an exercise like think-write-share, will help get all the ideas down at once. Then you can go around and explore each idea individually. No one will be left out. It can be tailored to be anonymous as well. Do not be surprised when you find monster and innovative ideas amongst your team once they have permission to collaborate.

If the discussion stalls, or is having trouble taking off, ask a specific team member for their insight, in a manner that truly shows you value them. For example, "Kathryn - I've actually been looking forward to your insight on this topic. After your success on [insert project here], I've wanted to know what your key take-aways were. It seems very related to this topic. What are your thoughts?" Priming the pump like this shows that you value their individual experiences. There are many other benefits created by this approach, I've found, but an environment where employees truly feel valued is fertile soil for excellence and innovation.

It boils down to this. Some folks are shy. Some just don't have anything to say. Some folks are too afraid to voice an opinion. Some don't care. Asking questions and soliciting feedback can make people uncomfortable whether you are the requestor or the responded. Acknowledge that up front. Each time. Let them know you expect responses. Each time. Tell them to expect to be called on. Each time. Let them know.they have the authority to speak. However those don't have to be verbal. Written ones are just as acceptable.