Dealing with a disruptive team member in meetings. How can you regain control and maintain focus?

It is generally not advisable to confront someone about their behavior in a public setting, as this can be embarrassing and counterproductive. Instead, it is preferable to have a private conversation with the individual as soon as possible after the incident, while the matter is still fresh in everyone's mind.

Be positive, thank them for their contribution, they may not be aware of their behaviour, so dealt with it professionally ,have a chat afterwards ,saying I really appreciate your input and I want to extend other peoples input for the whole experience.

Acredito que o diálogo e transparência, s?o essenciais para qualquer rela??o. Quando se trata de uma interrup??o abrupta, em uma reuni?o de trabalho, o ideal é logo após o ocorrência, chamar o colaborador para uma conversa franca e entender o desconforto de forma privada. Estabelecer uma comunica??o franca e sobretudo empática, pode solucionar desgastes futuros entendendo o desconforto e tratando a causa.

Je valide cette approche coopérative qui montre l’implication de chacun Nous sommes tous impactés et c’est ensemble que nous allons trouver la bonne solution

Personally, I have successfully managed a disruptive team member through positive organizational development skills which involves fostering an environment that encourages constructive behavior and collaboration. For a start, I would conduct regular one-on-one check-ins with team members to discuss their concerns, provide feedback, and offer support. This proactive approach can prevent disruptions before they escalate, especially in meetings. I would use appreciative inquiry skill on each team member to focus on what is working well within the team. Highlight past successes and explore how these can be replicated to improve the current dynamics.

As a team leader facilitating the meeting, setting boundaries work for me. Keep the meeting on track by steering the conversation back to the agenda when disruptions occur. I would use phrases like, “Let’s get back to our main point,” to redirect focus.

Ami me resulta útil la tecnología, se establecen lineamientos y de hace en una aplicación sencilla como Whatsapp, y se logra una comunicación directa con todo el grupo entre más comunicación tengamos mejores resultados logramos

Como líder de equipe facilitando a reuni?o, estabelecer limites funciona para mim. Mantenha a reuni?o no caminho certo, direcionando a conversa de volta para a agenda quando ocorrerem interrup??es. Eu usaria frases como: "Vamos voltar ao nosso ponto principal" para redirecionar o foco.

In the context of business meetings, employing diverse meeting styles can be advantageous depending on the group dynamics and objectives. I have found that providing an opportunity for everyone to contribute at the outset can effectively engage all participants and encourage active listening, even if they have limited input during the in-depth discussion of the meeting's primary goal. While certain team members may possess subject matter expertise and contribute more extensively, it is essential to ensure that others have the chance to express their perspectives. This inclusive approach can redirect the conversation and empower individuals who may be less inclined to speak up, fostering a collaborative environment that values diverse input.

No contexto de reuni?es de negócios, empregar diversos estilos de reuni?o pode ser vantajoso, dependendo da dinamica e dos objetivos do grupo. Descobri que oferecer uma oportunidade para todos contribuírem desde o início pode envolver efetivamente todos os participantes e incentivar a escuta ativa, mesmo que eles tenham contribui??es limitadas durante a discuss?o aprofundada do objetivo principal da reuni?o. Embora alguns membros da equipe possam possuir experiência no assunto e contribuir mais amplamente, é essencial garantir que outros tenham a chance de expressar suas perspectivas.

Another facilitation technique is the 3x3 rule which is to set the expectation that everyone in the meeting allow three minutes to pass or three people to speak after them before speaking again. This technique can assist so that one person does not dominate the meeting and also encourages balanced participation. This method can be modified based on the size of group to a 2x2 or 4x4 rule.

I have utilised strengths-based approach to identify and leverage each team member's strengths. This will redirect their energy towards tasks where they can excel and contribute positively to the team. Using this method, positive reinforcement is vital to acknowledge and reward positive behaviors and contributions. This can encourage the disruptive member to exhibit more of these behaviors.

In a meeting setting, it is crucial to ensure that all participants have an opportunity to contribute. While some individuals may be more inclined to express their thoughts, it is essential to prevent any one person from dominating the conversation. By strategically interjecting and encouraging others to share their perspectives, we can foster an environment where everyone feels comfortable participating. This inclusive approach not only values the input of all team members but also enhances the quality of our discussions and decision-making processes. After all, meetings are intended to facilitate meaningful conversations that cannot be adequately addressed through email exchanges.

Utilizei uma abordagem baseada em pontos fortes para identificar e alavancar os pontos fortes de cada membro da equipe. Isso redirecionará sua energia para tarefas em que possam se destacar e contribuir positivamente para a equipe.

Os membros da equipe disruptivos podem ser hiperenergéticos. Em outras palavras, eles podem ter opini?es ou pensamentos diferentes. Isso n?o significa que eles afetar?o negativamente o desempenho da equipe. No entanto, essas opini?es devem ser consideradas e redirecionadas para o benefício de toda a equipe. Por exemplo, se você estiver liderando uma equipe de recrutamento para contratar um gerente de vendas usando uma estratégia de headhunting. No entanto, um membro da equipe sempre reclama que n?o consegue encontrar os recursos necessários e que a ca?a de talentos n?o está funcionando para eles. Como líder, você deve incentivá-los a encontrar uma solu??o alternativa, analisando-a com os possíveis prós e contras.

Disruptive team members could be hyperenergetic. In other words, they could have different opinions or thoughts. That does not mean they will negatively impact the team's performance. However, these opinions should be considered and redirected to the advantage of the whole team. For instance, if you are leading a recruitment team to hire a sales manager using a headhunting strategy. Nevertheless, one team member always complains that they cannot find the required resources and headhunting is not working for them. As a leader, you should encourage them to find an alternative solution, analysing it with the possible pros and cons. Thus, you are bringing new ideas to the whole team. Moreover, you might shift to the suggested technique!

Un ejemplo básico es que los humanos se enfocan en el problema y muchas ocasiones la solución es más práctica y fácil, solo es de mirarlo con ojos de solución

Disruptive people are very important in a team because without them you run the risk of always doing the same things in the same way. You need to give them space (free their agenda in some cases, organise specific meetings...) but you also need to ensure that they stay concrete and that they come with plans and not only with ideas otherwise they run the risk of taking a lot of time to you and to other discussion without being productive

Pessoas disruptivas s?o muito importantes em uma equipe porque sem elas você corre o risco de fazer sempre as mesmas coisas da mesma maneira. Você precisa dar espa?o a eles (liberar sua agenda em alguns casos, organizar reuni?es específicas...), mas também precisa garantir que eles permane?am concretos e que venham com planos e n?o apenas com ideias, caso contrário, correm o risco de dedicar muito tempo a você e a outras discuss?es sem serem produtivos