Managing a group with tough members and disruptions can seem intimidating. However, this post reveals effective tactics to foster an atmosphere of mutual respect while encouraging the team to find their own resolutions. Let’s dive into these strategies!
Handling Interruptions
Group disruptions can be caused by members of the group, as well as external factors.
Here are some strategies for handling disruptions in groups:
- Maintaining a productive agenda requires vigilant steering. Gently guide the discussion back to relevant topics so that everyone can stay on track for an effective outcome.
- When exploring sources of disruption, identify the root cause rather than focusing on surface-level comments. By honing in on why a statement was made – like persistent interjections suggesting someone is not being heard – you can work toward resolving any underlying feelings and addressing the issue at hand.
- Remind everyone of the rules. Refer back to any ground rules set in the beginning.
- When no regulations exist to address the disruptive behaviour, take it as a chance to create one.
Dealing with Challenging People: Identifying and Managing Difficult Personalities
The following are some tips on how to deal with different types of hard-to-handle people in groups.
| Type of Difficult Person | Description | Typical Behaviour |
Ways to Deal with Them |
| Dominating |
These are members who monopolize the conversation and even overtly block other members from making a contribution. |
“I am the only one with experience in this matter. Let me tell you what to do.” | Solicit other members’ opinion. “We appreciate your experience and we’ll take what you said into account. But let’s see what others think too.” |
| Aggressive | Members who resort to personal attacks. | “You just don’t know what you’re doing!” |
Reiterate the ground rules. “We have agreed that there will be no personal attacks.” Get back on topic. “Remember all comments are useful as long as they relate to the topic. Re-state their position in objective terms |
| Quiet and Non-Participative | Group members can be quiet for a variety of reasons: they can be shy, intimidated, or uncomfortable joining in the topic. |
Establish eye contact and invite them to join in. “We’d like to hear from people we haven’t heard from before. Could you give us your take on this issue?” |
|
| Overly Talkative | Members talk too much. |
Remind them of the time limit. Tell them you can only discuss one point at a time. Ask them for key summary points. |
Assisting the Group in Finding Solutions to Their Issues Independently
Facilitators can empower teams to identify and address conflicts using two effective strategies: providing a space for dialogue, and empowering members with decision-making authority. Through this collaborative process, groups are enabled to find their own solutions while also fostering an atmosphere of trust and understanding.
A cooperative team provides the platform for members to identify and showcase their strengths, with facilitators acting as guides rather than dictating solutions. This allows creative thinking and problem-solving that can exceed what one individual could achieve on their own.
Encourage team members to share their insights freely; this will allow for an enriching dialogue that considers multiple perspectives. Looking at a situation from different angles can help paint a more comprehensive picture, so invite Mike and Bob to provide insight on what transpired when one interrupted the other.
If you’d like to get the most out of your team and learn how best to facilitate their progress, our blog provides valuable insights. You can even customise a training program for maximum impact!
Roselyn contributes business related articles and creates professional development related content for businesses across Australia. She designs and develops interactive presentations to assist trainers and facilitators provide engaging training workshops.
