How can you address disruptive or distracting group members?

3 Use positive reinforcement

Another preventive measure you can take as a facilitator is to use positive reinforcement to encourage and acknowledge the constructive behaviors of the group members. You can praise, thank, or compliment the group members who are actively participating, listening, respecting, or supporting each other. You can also highlight the positive outcomes or achievements of the group as a result of their collaboration. By using positive reinforcement, you can create a positive atmosphere and motivate the group members to continue behaving in a productive and respectful manner.

4 Address the behavior directly

If a group member is being disruptive or distracting, and the preventive measures are not working, you may need to address the behavior directly. You can do this by using a calm, firm, and respectful tone, and avoiding personal attacks or accusations. You can also use open-ended questions, feedback, or suggestions to help the person understand the impact of their behavior, and invite them to change or improve their behavior. For example, you can say: "I noticed that you are talking over other people. How do you think that affects the group discussion?" or "I appreciate your enthusiasm, but can you please lower your voice so that everyone can hear each other?"

5 Involve the group

Sometimes, addressing the behavior directly may not be enough, or it may create more resistance or hostility from the disruptive or distracting person. In that case, you may need to involve the group in resolving the issue. You can do this by asking the group for their input, feedback, or suggestions on how to deal with the behavior. You can also remind the group of the expectations, norms, or agreements that they agreed on at the beginning of the session, and ask them to hold each other accountable. By involving the group, you can foster a sense of collective responsibility and ownership, and empower the group to address the behavior themselves.

6 Seek external support

As a last resort, if the behavior is too severe, persistent, or harmful, and none of the previous strategies work, you may need to seek external support. You can do this by contacting a supervisor, manager, or authority figure who can intervene, mediate, or remove the disruptive or distracting person from the group. You can also refer the person to a counselor, coach, or mentor who can help them with their personal or professional issues. By seeking external support, you can protect the safety, well-being, and performance of the group, and yourself as a facilitator.

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?