You're leading a group presentation and conflict arises. How can you keep everyone on track?

In my expereince, Effective communication plays a crucial role to resolve conflict in a presentation. Sometimes, I found that each of the team has similar ideas and thoughts, But fought against them with out any substantial reasons. This all happen due to in effective communication and missing the common benefit of the team. Effective communication can be acheived by creating an environment where the team can respect and listen each other.

As the leader of the presentation, remain calm and composed when addressing conflicts. Avoid taking sides and maintain a neutral stance to facilitate a fair resolution.

The first thing I try to do when a conflict arises in this kind of setting is stop. Pause for a moment and then I name it. Too often people don’t want to address conflict and just try to continue through it. That is a bad mistake. Once we have done that I will ask each side to share their perspective so we are clear on why the conflict is happening. If they are uncomfortable doing that in the group setting I may ask each person to meet one to one to discuss. Either way, once we are clear on the cause of what is going on we should be in a pretty good space to handle it.

Manthan. Go back to basics. Brain Storming with timelines so that all can share their perspective. Arrange the feedback in top 2 / 3 categories. Make a lead in each the groups asking them to come up with their feedback on various parameters by day end. Restart the presentation with the idea of sharing a perspective and strongly asserting your conviction to the the proposed solution. Communication and open mindfulness for self and team. Process and conflict management can only start from the top to bottom.

Lets hear out what the people involved have to say. Often, conflict happens whenever we don't see the perspective of others or think that why others are not understanding the way we do. Seek to clarify on the issues. Let hem speak and justify their viewpoint. After all, in a group presentation we do have a common goal to achieve.

Ground Rules - should contain the following Timelines - 2 min - please define. ( written by day end) Respect each other teams. Only Objective data to be used - Subjective as constants. Categorization - team formation in the group as per the perspective or thought process. Acceptance to the process Commitment to the timelines and guidelines.

Look at conflict as potential opportunities. Instead of saying "You don't understand me", say "That's an interesting perspective". The act of constructive feedback is one, another important element is to have a safe environment for others to share their thoughts. Appreciate the ones who share and constantly remind the group members that feedback is crucial in helping us think outside the box and spar ideas.

Specific, relevant, and actionable feedback should be promoted. In case management is open to feedback and open to change - directly feedback is suggested else - secret feedback should be promoted with or without names through a common email access to all the participants. Rules : Feedback should be accompanied by the solution as a mandate. Finally all feedback with probable solution received should be shared to one and all the participants in original and summarized format. Hierarchy, position, culture, reporting bosses, plays an important role in the feedback system on an EI / EQ level.

So this is one I don’t do. To me, compromise solutions are often not very satisfying in the end because they are more about expediency than getting to the heart of the matter. Similarly, I find efforts at getting consensus often gloss over important issues. I am much more interested in getting to the underlying interests of the parties and then engaging in problem solving to find the best way forward — not just the most obvious. It can be harder and a more laborious process, but also produces more lasting solutions.

Consensus within strong performers is difficult with different styles of leadership with genuine acceptance. Concentrate on the outcome / target of the project - directive leadership model works best in such conditions with of course explaining everyone the reasons for taking a particular path of implementation logically and from the perspective of particular goal.

Execution Dynamics - Monitor and Adjust As members of a group, we might agree to disagree !! Once consensus is reached to a particular course of action, as a leader one should plan smaller groups or people for specified actionable with no overlapping but time specific inter team progress monitoring and regular feedback for progress status and support. Tools / software / Charts / are always helpful and cleaner.

Prevention and preparation are underused strategies when presenting to a group you are unfamiliar with, haven't collaborated with before, or include potentially contentious individuals. 1. Establish a clear agenda and presentation goals. 2. Communicate expectations to attendees. Example: Let them know all viewpoints are equally important and ask for permission to interrupt if a particular viewpoint from an attendee starts cutting into presentation time. Offer to schedule time after the discussion or for a followup session if that happens. 3. Consider having colleagues trained in conflict resolution on standby, depending on the venue (such as a potentially contentious and emotional political discussion).

Remind everyone on the common goal. Therefore, having a clear objective in your presentation is so important to ensure cohesiveness. And sometimes, as as leader, you would have to make a choice that couldn't please everyone. After hearing them out, make an informed decision on what to do next and move on.