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

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When you're facilitating a team, it's important to ensure that all members are contributing to discussions. However, there are times when some individuals may not actively participate. This can be due to a variety of reasons, such as lack of confidence, feeling their ideas are not valued, or simply not being engaged in the topic. As a facilitator, it's your role to create an environment where everyone feels comfortable and motivated to share their thoughts.

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1 Assess Comfort

Often, non-participation stems from discomfort or insecurity within the group setting. It's crucial to assess the environment and the dynamics between team members. Make sure that there are no underlying issues such as bullying or cliques that could be silencing some individuals. Encourage an atmosphere of respect and positivity, where all ideas are welcomed and valued. Sometimes, just knowing that their input is appreciated can give quieter team members the confidence boost they need to speak up.

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Gerson Kerstner

Gerente de Opera??es | Gerente de Projetos | Gerente de Qualidade | Gerente de Customer Success | Engenheiro Elétrico | ??Conectando Qualidade, Inova??o e Satisfa??o na Gest?o de Opera??es e Projetos com Excelência.
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Se n?o há participa??o ativa nas discuss?es, precisamos certificar que todos os membros da equipe se sintam confortáveis e seguros para expressar suas opini?es e ideias sem medo de críticas ou julgamentos por posicionamentos diferentes ou contrários. Importante também promover o respeito mútuo e que toda opini?o será bem vinda.

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2 Encourage Equality

In a team setting, it's essential that everyone feels they have an equal opportunity to contribute. As a facilitator, you can foster this by setting clear guidelines for discussions that prevent any one person from dominating the conversation. This might involve implementing structured turn-taking or actively soliciting input from quieter members with targeted questions. By demonstrating that you value each person's contribution equally, you can help to create a more balanced and inclusive discussion.

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Gerson Kerstner

Gerente de Opera??es | Gerente de Projetos | Gerente de Qualidade | Gerente de Customer Success | Engenheiro Elétrico | ??Conectando Qualidade, Inova??o e Satisfa??o na Gest?o de Opera??es e Projetos com Excelência.
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Para incentivar ativamente a diversidade de perspectivas e opini?es dentro da equipe é fundamental que o líder reconhe?a que diferentes estilos de comunica??o e formas de contribui??o s?o válidos e podem enriquecer as discuss?es. Respeitar as diferen?as individuais e adaptar as abordagens de acordo com o grupo de discuss?o.

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3 Personal Check-Ins

If you notice someone is consistently not participating, it's worth having a one-on-one conversation with them. Personal check-ins can reveal if there are personal issues or challenges that are affecting their ability to engage with the team. These insights can help you tailor your facilitation strategy to better support the individual's needs, whether it's by providing additional resources, adjusting the format of meetings, or simply offering encouragement and reassurance.

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4 Modify Activities

Sometimes the format of a meeting or the type of activities you're using may not resonate with everyone. Consider modifying your approach by incorporating different types of activities that cater to various communication styles and preferences. This could include small group work, brainstorming sessions, or silent reflection followed by sharing. Mixing up the activities not only keeps meetings fresh but also gives everyone a chance to participate in a way that feels comfortable for them.

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Shannon Helgeson

Team Facilitator & Professional Learning Design Specialist
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Reconsider the participation structures you are offering. Modify and broaden the way people can share so that you are not only honoring the work of the fastest and loudest people in the room. This can include asking people to do a solo think before anyone shares, make sure everyone has at least (3) ideas before anyone shares, allow sharing in written or other visual forms, etc. We must also use our emotional intelligence to consider what dynamics might exist in the room that could be having a chilling effect on participation.

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Gerson Kerstner

Gerente de Opera??es | Gerente de Projetos | Gerente de Qualidade | Gerente de Customer Success | Engenheiro Elétrico | ??Conectando Qualidade, Inova??o e Satisfa??o na Gest?o de Opera??es e Projetos com Excelência.
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Procurar maneiras de tornar as discuss?es mais envolventes e interessantes é primordial. Por exemplo, podemos incluir a introdu??o de atividades com assuntos para quebrar o gelo, mudar o formato das reuni?es e incorporar tecnologias colaborativas para estimular a participa??o. Ao identificar qualquer barreira que esteja impedindo a participa??o ativa dos membros da equipe, devemos trabalhar para resolvê-los. Muitas vezes s?o quest?es de personalidade, falta de conhecimento sobre o assunto em discuss?o ou até mesmo problemas de relacionamento entre membros da equipe

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5 Reflect on Roles

In some cases, non-participation could be related to a lack of clarity regarding roles and expectations within the team. Ensure that each member understands their role and how their contributions impact the group's objectives. When team members see a clear connection between their efforts and the team's success, they may be more motivated to participate. It can also be helpful to rotate roles periodically to give everyone a chance to engage in different aspects of the team's work.

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Gerson Kerstner

Gerente de Opera??es | Gerente de Projetos | Gerente de Qualidade | Gerente de Customer Success | Engenheiro Elétrico | ??Conectando Qualidade, Inova??o e Satisfa??o na Gest?o de Opera??es e Projetos com Excelência.
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Fundamental avaliar se membro da equipe está em posi??o adequada. Pode estar insatisfeito ou inseguro e com isso prefere n?o opinar para causar desconforto com demais membros e gestores.

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6 Feedback Loop

Establishing a feedback loop is an effective way to improve participation. This involves regularly seeking feedback from the team on the meeting structure, the topics discussed, and the overall dynamics of the group. Use this feedback to make adjustments and show that you're responsive to the team's needs. A feedback loop not only helps in identifying issues but also empowers team members by making them an active part of shaping their work environment.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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

1

2

3

4

5

6

7

1 Assess Comfort

2 Encourage Equality

3 Personal Check-Ins

4 Modify Activities

5 Reflect on Roles

6 Feedback Loop

7 Here’s what else to consider

Team Facilitation

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

1

2

3

4

5

6

7

1 Assess Comfort

2 Encourage Equality

3 Personal Check-Ins

4 Modify Activities

5 Reflect on Roles

6 Feedback Loop

7 Here’s what else to consider

Team Facilitation

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感谢您的反馈

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