Your facilitation efforts are being undermined by a manager. How do you regain control of the meeting?
Finding your meeting hijacked by a manager? Take back the reins smoothly with these strategies:
How have you handled similar situations?
Your facilitation efforts are being undermined by a manager. How do you regain control of the meeting?
Finding your meeting hijacked by a manager? Take back the reins smoothly with these strategies:
How have you handled similar situations?
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Politely acknowledge the manager's input, then guide the discussion back to the agenda. If the behavior continues, consider a private conversation with the manager afterward.
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Lorsque l’on rencontre un manager qui semble entraver la facilitation, cela peut refléter des peurs ou des besoins inconscients de contr?le et de statut. Pour reprendre le contr?le sans le braquer, j’adopte une approche empathique et structurée : Valorisation : Je reconnais son expertise pour apaiser les tensions ("Merci pour ton point de vue, c’est précieux pour notre discussion"). Redirection : Je reformule ses interventions en lien avec les objectifs de la réunion : "Pour avancer, j’aimerais que chacun partage ses idées dans l’ordre établi." Dialogue en aparté : Si le comportement persiste, je propose un échange privé pour clarifier ses préoccupations, renfor?ant ainsi une alliance constructive.
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To ensuring the effective meeting, there are some elements i.e time management, set agendas, ensure participation, record the meeting, respect opinion, avoid to discuss the topic is not in agenda, option can be for taking short break, avoiding the unhealthy argument which may create conflict among team members in the meeting, and fixing time for discussion and decision for an agenda. If those are followed strictly will yield great outcomes.
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Oh my, this happened 2 days ago. A handful of managers were having a side conversation when I was facilitating. I chose to pause and smile at the group, maintaining respect while giving them space to recognize the disruption on their own. Shortly after, they became aware and redirected their focus. I expressed gratitude for their attention and their willingness to allow me to continue facilitating. Such behaviour did not recur for the remaining of the session.
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When it is obvious that your facilitation efforts are being undermined by a manager, you should make the manager see that you are both in a team therefore, if he or she makes you perform less than excellent, both of you as well as other members of the team fail. If he or she refuses to see it that way, introduce the 'collaborate don't compete' framework. This will do the magic and he or she will give you all the support that you need.
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