A senior executive is taking over your training session. How do you regain control and assert your authority?

In my experience, and I often practice, at a suitable entry point I request the audience to take advantage of such a vast wisdom available in the room (in the form of that top executive) by asking their challenges to seek solutions. I do announce that this Q&A have 15 minutes of time, rest of the questions can be shared with me and I promise the audience to certainly hear back from the top executive. In a way I made that top executive draw the line and remain in the periphery of the agenda decided and created the learning something special from him

You must handle this situation tactfully! Start by acknowledging their input with respect, then gently steer the conversation back to your agenda. Clearly outline the objectives and structure of the session to reinforce your expertise. Use assertive but courteous language to guide the discussion and refocus on the training goals. If needed, suggest a separate meeting to address their specific concerns.

Remain calm. I know, difficult when someone is stomping all over your presentation and flow. Here are a few tips I've found success with: 1. Approach each training situation as a "managed conversation". Expect some unexpected or unforeseen comments to come out. 2. Have clearly defined milestones, that allow you a focus to turn the ship back onto the course that will get you to your desired end results. 3. You MUST have a defined "desired end results" target, otherwise how do YOU know where you are steering this conversation. As the facilitator, you have to know that at the end of this discussion, attendees show leave knowing "X,Y,Z" When you have this structure, it allows flexibility, while maintaining the required flow for the discussion.

When an senior executive takes over a training session without warning, it can be a valuable opportunity for participants to learn from an expert. You can create a collaborative and dynamic learning environment by acknowledging the executive's contribution and integrating it effectively into your training session. This approach also helps you maintain control and ensure that the session's objectives are met.

Remaining Calm: Key to Regaining Control Breathe Deeply: Centre yourself with slow, deep breaths. Confident Posture: Stand tall and avoid crossing your arms. Calm Voice: Speak clearly and evenly to convey control. Acknowledge Respectfully: Thank the executive and show appreciation. Reaffirm Goals: Remind the group of the session’s objectives. Integrate Points: Align the executive’s input with your agenda. Involve the Audience: Engage participants to shift focus. Set Boundaries: Suggest a follow-up discussion if needed. Prepare, practise mindfulness, and visualise success to stay composed.

Communicate Clearly: Politely and clearly communicate your role as the trainer and the structure of the session. Acknowledge the executive’s presence and contributions while gently steering the session back to your planned agenda. For example, you could say, "Thank you for your insights, [Executive's Name]. To ensure we cover all the important topics, let’s continue with the planned agenda."

Establish Expertise: Reassert your expertise and knowledge in the subject matter. Share relevant insights, experiences, and information that highlight your qualifications and the value you bring to the training session. This will help reinforce your authority and credibility with the participants.

Leverage Support: If possible, seek support from other senior leaders or colleagues who recognize your authority as the trainer. They can help reinforce your role and ensure the session stays on track. Having allies in the room can provide additional validation of your position.

Adjust Tactically: Be flexible and adjust your approach as needed. If the executive has valuable input, find ways to incorporate it into the session without losing control. You can create opportunities for open discussion or Q&A sessions where the executive’s contributions can be acknowledged without disrupting the flow of your training.

Redirect Focus: Skillfully redirect the focus back to the training objectives and the needs of the participants. Emphasize the importance of covering the planned content to meet the learning goals. For instance, you could say, "To ensure everyone gets the most out of today’s session, let’s proceed with our next topic."