Your team member challenges your authority in front of clients. How will you assert your leadership?

Exercise your emotional intelligence skills. It's crucial to separate the person's behavior from the individual themselves. Emotional intelligence allows you to navigate this tricky situation without letting your emotions take control. Remaining calm shows strength and leadership, like a captain steering a ship through a storm. As Dale Carnegie wisely said, "When dealing with people, remember you are not dealing with creatures of logic, but with creatures of emotion." For more insights, Daniel Goleman's book "Emotional Intelligence" highlights the importance of managing emotions in leadership, emphasizing that self-regulation is key to maintaining authority.

How to stay calm and composed in a conflict situation: 1. Take a deep breath. 2. Don't react, stay in the moment. 3. Understand it's not a personal attack. Don't be defensive. 4. Acknowledge the emotions and reactions of the team member. 5. Be human. 6. Be open and accept the feedback. 7. Actively listen to their concerns and offer to have a private conversation (later) to better understand why they are not happy. 8. Maintain a professional demeanor and redirect the conversation to focus on the clients' needs.

I've dealt with it first hand on numerous occasions in the construction space. For starters, address the situation calmly and promptly, acknowledging the challenge discreetly if possible to avoid escalating tensions in front of clients. Emotional intelligence is vital here. Redirect the discussion back to the task at hand or agenda items, emphasizing the team's goals and the project's objectives. Most importantly, privately discuss the incident with the team member to understand their perspective, provide constructive feedback, and reaffirm expectations for behavior and communication in client-facing situations - It's crucial to uphold authority firmly, ensuring clarity in roles and responsibilities.

it's crucial to stay composed to maintain professionalism and client confidence. Take a deep breath to calm your nerves and maintain a steady, confident demeanor. Address the team member’s comment or behavior diplomatically, saying something like, “Thank you for your input, [Team Member]. Let’s discuss this further after our meeting.” Redirect the conversation back to the agenda and reinforce your points assertively but respectfully. Your composed response will demonstrate leadership and control, reassuring the clients of your capability and authority. Staying composed in such situations preserves your professional image and sets the tone for handling internal conflicts gracefully.

Erstmal Ruhe bewahren :-). Suche dann nach dem Meeting ein vertrauliches Gespr?ch mit dem Teammitglied, um seine/ihre Perspektive zu verstehen und gleichzeitig deine eigenen Erwartungen zu erl?utern. Betone au?erdem, wie wichtig es ist, den Kund:innen gegenüber gemeinschaftlich aufzutreten.

Actively listening is pivotal in asserting your leadership effectively. First, acknowledge the team member's comment without dismissing it outright. You might say, “I understand your point, [Team Member]. Let’s explore this further.” Pay attention to their concerns or objections and consider how they might affect the current discussion with your clients. By actively listening, you demonstrate openness and respect, which can defuse tension and show clients that you value diverse perspectives. Once you’ve heard them out, guide the conversation back on track by addressing the valid points and offering to resolve any disagreements later in a private setting.

It’s important to clarify the situation publicly to maintain a clear, unified message and uphold your leadership. After acknowledging their input and actively listening, succinctly restate the original plan or decision, reinforcing your position. For instance, you could say, “Thank you for your perspective, [Team Member]. As we planned, our strategy for addressing this issue involves [explain the decision]. We believe this is the best approach based on our analysis.” This reinforces your authority and ensures the clients understand the direction and reasoning behind it. If necessary, commit to addressing any discrepancies or additional concerns in a private conversation later.

A transparent workplace can help employees feel more connected and encourage creativity and accountability. Practicing transparency through open and consistent communication allows your team members to feel a sense of respect that is important for overall job satisfaction and productivity. This can also help your team members have more confidence when it comes to contributing ideas and solutions to the workplace, which can ultimately benefit everyone involved.

Address the issue directly by clarifying publicly, focusing on the problem rather than the person. Being hard on the issue but soft on the people ensures you tackle the challenge head-on without damaging relationships. If an agreement can't be reached immediately, clearly state your points of agreement and disagreement, and propose to continue the discussion offline. This method shows decisiveness and fairness, akin to a judge ensuring both sides are heard before passing judgment. As William Ury suggests in "Getting to Yes," separating people from the problem helps in negotiating effectively while preserving relationships.

Start the conversation by expressing your appreciation for their input but explain why it was inappropriate to challenge your authority publicly in front of clients. For example, you might say, “I value your insights, but addressing disagreements in front of clients can undermine our team's credibility. Let’s agree to discuss such matters privately in the future.” Use this time to understand their perspective and any underlying issues that may have led to the incident. Reinforce the importance of presenting a united front and maintaining professionalism, especially in client-facing situations. This allows you to address the behavior constructively, ensure it doesn’t recur, and strengthen your team's internal communication and respect.

Although it may seem counter-intuitive, effective managers focus on serving rather than managing their teams. As a manager, you should at all times have the best interests of your team members in mind and should strive to assist and support them in achieving both individual and team goals. In addition, a good manager leads through actions, as opposed to merely giving orders and delegating tasks. If you want your team to act professionally and deliver excellent work, you should act accordingly and set an example.

After the public confrontation, follow up privately with the team member to discuss the incident in detail. This private conversation allows for a deeper exploration of the underlying issues without the pressure of an audience. It’s like a heart-to-heart talk between friends, fostering understanding and rebuilding trust. According to Kim Scott in "Radical Candor," giving feedback in private ensures that you can be direct without causing public embarrassment, promoting a culture of open communication and mutual respect. Also set the ground rules for future! Preventation is better than cure.

Following up privately with a team member after a public challenge is crucial. It allows for a deeper understanding of their concerns and reinforces professional conduct. Start by appreciating their input but explain why public challenges are inappropriate. This private discussion helps rebuild trust, strengthens internal communication, and sets clear expectations for future interactions. Remember, addressing issues constructively in private fosters a respectful and cohesive team environment.

After addressing the team member’s public challenge and following up privately, reinforcing team unity is crucial. Hold a team meeting to stress the importance of mutual respect and professionalism, especially in client-facing situations. Highlight the value of diverse perspectives but underscore the need for a unified front. Encourage open dialogue and establish clear channels for voicing concerns internally. Celebrate team achievements and emphasize that success results from teamwork and respect. This approach fosters a cohesive environment, ensuring internal conflicts are resolved amicably, bolstering overall performance and client confidence.

Although the business world is a serious place that often involves profit margins, risk assessments and performance evaluations, studies have shown that a bit of humor and light-heartedness in the office can have a remarkably positive effect on productivity. If possible, organize fun work outings or liven up the office environment with some plants and bright colors. Even if you just bring a bunch of flowers to work or tell a joke every now and then, this can brighten your team’s day and foster a culture of happiness within the workspace.

Having clearly established team behaviours (must/must not) that are representative of the teams values is very important. This situation may have been prevented if the team was well aligned to the purpose, mission, values and behaviours they have all signed up to.

1. Never argue in front of the client. 2. Same as first, and don’t challenge your team member just to retake leadership. 3. Talk with them privately whenever possible 4. Don’t lower yourself just to resolve a small issue. Address issues that scales business, not patch holes.

never attack a team member publicly. Demonstrating that you can handle conflict gracefully and constructively sets a standard for your team to follow. Walking the talk shows that you are not only a leader in title but in action, much like a torchbearer lighting the way for others. As John C. Maxwell writes in "The 21 Irrefutable Laws of Leadership," "A leader is one who knows the way, goes the way, and shows the way." By maintaining professionalism and composure, you exemplify the behavior you expect from your team, fostering a culture of respect and collaboration.

As a manager, you should support and nurture your team. Your staff should know you have their personal development and best interests at heart and that you're supportive of their goals and dreams. This means that you should always be on the lookout for ways to develop and enrich your team, such as providing them with opportunities to attend workshops and conferences and stay up-to-date through training and certification. Apart from encouraging your workers to continuously expand their knowledge, you can also nurture and motivate them through positive feedback for good work or improvement in performance. However, you should also provide constructive criticism at times, as this can assist team members in their professional development.