Please complete the table below and explain how you will positively deal with each of the following types of people that may form part of your meeting: (3 x 5 = 15 marks)

Question

If you have difficult people in your meetings, how can you interact them more effectively? What are the best strategies for working with people who are argumentative, disruptive, negative or just not contributing?
The first step is to recognise how important it is to deal with the problem. Difficult people will upset the balance of the meeting, kill the momentum, de-motivate people and keep you from accomplishing critical tasks.
There’s a big difference between people who participate in a lively discussion, challenge conventional thinking, and contribute to the idea pool – and those who go negative, make it personal and create bad feelings.
Positive conflict happens when a group of bright, motivated people get together to brainstorm – that’s healthy for an organization. As the leader of the group, you want to encourage that – ask people for their opinions and get the best stuff on the table.
What if you don’t have that positive energy flowing through your meetings? What if everyone leaves your meetings feeling frustrated and deflated? How can you change the dynamic?
Type of Person Definition of how they handle themselves in a meeting Your solution
People who argue Although debate and controversy are usually healthy for organizations, some people push it; they argue miniscule points, don’t see others’ views, or don’t understand the value of compromise. They may be angry, feel misunderstood, or enjoy challenging a leader. They often don’t know how much they irritate others, and how they are perceived.
Set Ground Rules:** At the beginning of the meeting, establish rules for respectful discourse, including listening actively and valuing different perspectives.
2. **Acknowledge Their View:** Recognize their perspective but gently redirect the conversation. For example, say, “I see your point; it’s important. However, let’s also consider…People who dominate People who dominate have similar traits; they may also be poor listeners, or talkative people, or they may have an agenda. They go on and on, to show-off or demonstrate superior knowledge or ability. They are unaware of the purpose – to generate many ideas, allow participation, build consensus. They are also unaware of the effect they have on others and sometimes may be rewarded for this behavior.
People who have side meetings People who are talking during the meeting may have an emergency, but often they are bored. This may be because you have spent too much time on the topic, or because they are self-important, rude and unaware of the effect of their behavior on others. You can’t have an effective meeting when there are other meetings going on.

Answer 1

Here’s a completed table addressing the three types of difficult people in meetings, along with strategies for effectively handling each type:

| Type of Person | Definition of how they handle themselves in a meeting | Your solution | |-----------------------------------|-----------------------------------------------------------|-------------------| | People who argue | They engage in heated debates over trivial points, dismiss other perspectives, and resist compromise. They may express anger or frustration, feeling misunderstood. | 1. Set Ground Rules: Establish guidelines for respectful discourse at the start of the meeting. <br> 2. Acknowledge Their View: Validate their point but redirect the focus by incorporating a broader perspective. <br> 3. Facilitate Structured Discourse: Encourage structured discussions where they present their views with a time limit to ensure all voices are heard. <br> 4. Encourage Compromise: Highlight the importance of finding common ground and ask open-ended questions to foster dialogue. <br> 5. Follow Up One-on-One: If their behavior persists, consider discussing it privately to help them understand their impact. | | People who dominate | They tend to monopolize conversations, often speaking at length about their own ideas while limiting contributions from others. They might be unaware of their impact on group dynamics. | 1. Encourage Participation: Use techniques like saying, "Thank you for your input; now let's hear from others." <br> 2. Time Management: Implement a time limit for each speaker to ensure equal opportunity to contribute. <br> 3. Direct Questions: Encourage quieter members to share their thoughts by asking them direct questions. <br> 4. Summarize and Redirect: After their lengthy contributions, summarize their points and transition to other participants by adding, “Now that we’ve heard that perspective, what do others think?” <br> 5. Provide Feedback: Offer private feedback to these individuals about the need for shared dialogue and collaboration. | | People who have side meetings | They engage in side conversations, which can indicate boredom or disrespect for the meeting. This behavior disrupts the focus and flow of the meeting. | 1. Set Expectations: At the beginning, clarify that side conversations are not allowed and emphasize the importance of being present. <br> 2. Address Distractions Promptly: Politely remind participants to respect the meeting's decorum when side conversations occur. <br> 3. Check for Clarity: If side conversations persist, pause the meeting to check if they need clarification about the topic being discussed. <br> 4. Encourage Engagement: Ask engagement questions to the whole group to reignite participation and focus attention back to the topic at hand. <br> 5. Follow-Up Privately: For persistent offenders, follow up one-on-one to discuss their behavior and how it affects the group. |

Summary

Effectively managing difficult individuals in meetings requires a blend of clear communication, structured participation, and ongoing feedback. Setting ground rules is essential at the outset to establish expectations for respectful discourse. It’s also important to acknowledge different viewpoints, redirect conversations constructively, and create an inclusive environment where everyone has an opportunity to contribute.

By utilizing these strategies, you can cultivate a more productive and positive meeting environment that encourages healthy discussion and collaboration rather than conflict and disruption.