  |
SelfHelpInfoNow.com |
 |
| |||
| Leadership Information |
|
|
 |
Managing Monsters in Meetings - Part 5, Dominant Participants
While dominant participants contribute significantly to the success of a meeting, they can also overwhelm, intimidate, and exclude others. Thus, you want to control their energy without losing their support. Approach 1: Ask others to contribute Asking quiet participants to contribute indirectly moderates the more dominant participants. Say: "Before we continue, I want to hear from the rest of the group." "This is great. And I wonder what else we could do." (Look at the quiet participants when you say this.) Approach 2: Change the process A balanced dialogue equalizes participation and sequential participation (a round robin) prevents anyone from dominating the discussion. Approach 3: Include them in the process Ask dominant participants for their support during the meeting. Meet with the person privately and say: "I need your help with something. It's clear to me that you know a great deal about this issue and have many good ideas. I also want to hear what other people in the meeting have to say. So, I wonder if you could hold back a little, to let others contribute." You can also retain control by giving away minor tasks. For example, dominant participants make excellent helpers. They can distribute materials, run errands, serve as scribes, deliver messages, post chart papers, run demonstration units, operate projectors, change overhead transparencies, act as greeters, and in general perform any logistical task related to the meeting. Approach 4: Create barriers Simply move away from the more aggressive participants and make less eye contact. If you are unable to see them, you are unable to recognize them as the next speaker. Use this approach with moderation and support it with complimentary requests for assistance. Ignoring someone conveys disapproval, which could change a potential ally into an adversary. Approach 5: One point at a time Sometimes dominant participants will control a discussion by listing many points in a single statement. They cite every challenge, condition, and consideration known, which completely clogs everyone else's thinking. End this by asking participants to state only one point at a time, after which someone else speaks. It is very difficult to monopolize a discussion when this technique prevails. Quiet participants often hope to be ignored; dominant participants want to be noticed. A quiet person may feel overbearing after making two statements in an hour. A dominant participant may feel left out after contributing only 95% of the ideas. You will be most successful moderating dominant participants by building bridges between what they want and what you need. Approach 6: Interrupt with "excuse me" Use the words "excuse me" as a wedge to interrupt a long monologue. It's important that you say "Excuse me" with polite sincerity. For example, you could say: "Excuse me, this seems interesting and I wonder if you could tell me how it relates to our meeting." "Excuse me, I'm sure this is very important and since we have only five minutes left for this issue, I wonder if you could summarize your main point." Use these techniques to hold effective meetings by moderating contributions from the more outspoken participants. This is the fifth of a seven part article on Managing Monsters in Meetings. - - - - - - - - IAF Certified Professional Facilitator and author Steve Kaye works with leaders who want to hold effective meeting. His innovative workshops have informed and inspired people nationwide. His facilitation produces results that people will support. Sign up for his free newsletter at http://www.stevekaye.com. Call 714 -528-1300 or visit his web site for over 100 pages of valuable ideas.
MORE RESOURCES:
Google News |
|
|
|
RELATED ARTICLES
The Qualities of Skillful Leadership If you want to be a leader who attracts quality people, the key is to become a person of quality yourself. Leadership is the ability to attract someone to the gifts, skills, and opportunities you offer as an owner, as a manager, as a parent. Four Obstacles to Exceptional Leadership--Part 1 "Most of our obstacles would melt away if, instead of cowering before them, we should make up our minds to walk boldly through them." -- Orison Swett MardenEvery day leaders are faced with challenges to expand their thinking, overcome obstacles and embrace potential growth. Managing Monsters in Meetings - Part 7, Personal Attacks Personal attacks hurt people, mar communication, and end creativity. If they become part of a meeting's culture, they drive the participants into making safe and perhaps useless contributions. Value Driver Leadership CHAPTER 1 ************ VALUEThose qualities regarded by a person or group as important and desirable of standards and principlesWhat is value driven leadership? Have you ever considered having a value driven leadership team? Or even a team driven by values and not a team having to be driven by the leader? That thought alone made me consider looking into the way I ran my teams and how I could do things better; this is the driving force behind writing this book. When you think about it, in everything we do as individuals or a team we should always be 'values driven' not impulse or need driven! If we are driven by values then we will always have a "why" in everything we do, and then we will do what we do with everything that is in us, come hell or high water (test, trials, pressure, set back or circumstances). Develop a We Focus And Not a Me Focus ____________________________________________"There's only one thing more contagious than a good attitude - and that's a bad attitude?Most bad attitudes are the result of selfishness." -John Maxwell - The 17 Indisputable Laws of Teamwork"A man wrapped up in himself makes a very small bundle. What Every Manager Should Know About How to See the Talents of Effective Leaders An organization of any size, from the family to the department store, the neighborhood grocery store to the largest international corporations, is a reflection of its leadership.And leadership is only as good as its leaders. Leadership Activity: How Leadership Agenda, Strategy, and Behaviors Shape Your Success! "Forward, as occasion offers. Never look round to see whether any shall note it. Building Teams and Teamwork A tight knit team is a group of competent individuals who care deeply about each other and are fiercely committed to their mission. They are highly motivated to combining their energy and expertise to achieve the common objective. Being an Extraordinary Leader Through Tough and Challenging Times Tough and challenging times will surely come. That is a given. Leadership For Deep Results: Without Them Are You Wasting Your Leadership And Your Life? (Part One) I've challenged all leaders I have worked with during the past two decades to achieve "more results faster continually."They can get on track to start achieving such results not by working harder and longer but by slowing down and using Leadership Talks on a daily basis. Why the Squirrel Kept Winning! I had the good fortune (or misfortune depending on your climate perspective) of living in Minnesota for ten years. The Summers were beautiful, Fall was spectacular with the changing colors of the leaves on trees and winter was,?well, damn cold. Take the Road Less Traveled "Two roads diverged in a wood, and I, I took the one less traveled by, And that has made all the difference." - Robert FrostI watched Leni Riefenstahl's Triumph of the Will, a very controversial film on Hitler's 1934 Nuremberg Rally put on by equally controversial Toronto film connoisseur, Reg Hartt, at the Cineforum (a make-shift theatre in his home). Who Is Randy Gage and Why Is He One of My Mentors and Heroes? Who is Randy Gage? I first read about him in a newsletter by his friend, and another of my mentors and heroes, Stuart Goldsmith.At first he came across as a bit too much 'in-your-face' for my liking but, as he was challenging some of my long held beliefs, I came to realise that I was in a state of denial. Mentor? Who Needs A Mentor? Who needs a mentor. . Leadership and The Dirty Work The airline, Jet Blue, has been featured in many magazines as a new company that has hard great results and success so far. A lot too has been mentioned about the challenges they face ahead and about the culture they created at the start and are working hard to foster now. Characteristics of a Good Leader It's interesting to hear the responses from executives when I ask them, "What are the characteristics of a good Leader?"If I ask that question in a large room of executives, or even upper level managers the answers will be all over the map, and many are conflicting.A couple of the usual answers are: A leader is someone that empowers those working for him to make their own decisions. A Leader's Ultimate Goal - Connect to Engage! Connect and Engage! Your People Are Your Power.It's been said many times that true leadership is measured by ones ability to motivate and influence others. UNCLOS III Process model The United Nations Conference on Law of the Sea was ground breaking in the way negotiations were conducted. Several strategies were employed that allowed for efficient negotiation and a reasonable outcome as viewed by all participating parties. 8 Questions to Ask if You Want to be a Better Leader Those that have successfully made the transition from manager to leader have found the importance of continuously asking questions. Constantly receiving feedback from front line workers enables aleader to understand what is going right and where improvement is needed. The Four Laws Of Leadership (Part One) Leadership is motivational or it's stumbling in the dark. After all, isn't it more effective to have people want to go from point A to point B instead of to be ordered to go from A to B?The ability to instill "want to" in others, to motivate them, marks the difference between average leaders and great leaders.
|
|
Home | Blog | Improvement | Motivation | Health & Fitness | Relationships | Family | Parenting | Women Issues | Legal Matters Leadership Home | Site Map |
| Copywrite © 2006 www.SelfHelpInfoNow.com All rights reserved. |
