Su subordinado directo desafía su autoridad en una reunión de equipo. ¿Cómo recuperarás el control y el respeto?

One thing I have learned, in a professional setting, you want to remain a professional. You cannot control other people and you also cannot take words back once they are said, so always stop. Learn and practice your calm down techniques and be bold in facing the situation. I think many times it’s not about you, but about the other persons insecurities or inadequate feelings within themselves. Sometimes it’s best to just not try to regain control in that moment but once you take self analysis and understand why it upset you and what made you feel that way, then calmly approach your partner and have a prepared conversation. Always come with solutions so it does not happen in the future. Always remain in control, of you!

To handle this, it is crucial to respond with empathy and professionalism. Acknowledge their perspective by acknowledging their concerns or objections, using phrases like "I see where you're coming from" or "I understand your concerns." Validate their feelings by acknowledging the emotions behind their words, showing that you care about their experience and are not just focused on the disagreement. For example, if a team member seems upset about a sudden shift in priorities, say, "I can see that this sudden change has been frustrating. It’s tough when plans shift unexpectedly." Maintain a calm and neutral demeanour to prevent the situation from escalating and keep the discussion focused on resolving the issue.

Telling someone to “maintain composure” when their authority is challenged can feel like stating the obvious. The real challenge lies in staying composed in the heat of the moment. One effective technique is to assume the challenger is a reasonable person and try to put yourself in their shoes. Ask yourself what might cause you to act in the same way. By advocating for the challenger in this manner, it becomes easier to avoid taking things personally and focus on understanding the root cause of the issue. This approach not only helps in maintaining composure but also fosters a more constructive and empathetic dialogue.

Active listening is crucial when trying to distill the root cause of a challenge to your authority in a group setting. Make sure to take notes on what you believe the core issue is, as well as how the challenger feels. It’s important not to interrupt them, although some challengers may only become more agitated without intervention. Use your notes to restate their issue while acknowledging their feelings. This demonstrates that you are listening and that they are being heard, which can help diffuse the situation. By actively listening and showing empathy, you create a more constructive environment for resolving conflicts.

Another solution would be to respectfully listen to what they have to say. Actively listen. Be present. In the moment. I believe in promoting a safe space where you are empowered and have the ability to respectfully let the coworker know immediately that you respect their view or belief, however you kindly as to explain why you may or may not feel differently. Two professional people should be able to handle this situation in a professional manner. It’s also ok to let them know that you truly appreciate their input and will take that into consideration, however I would ask to receive the same respect, and state my answer in return regaining control in that moment.

I use active listening to recover control and respect when someone challenges my authority in a team meeting. I listen intently and without interruption to the person, giving them my undivided attention. By demonstrating respect for their perspective, this strategy helps to diffuse tension. By figuring out the underlying cause of their problem, I can deal with it more skillfully. Through cultivating a positive and productive conversation, I may strive towards a solution honouring our viewpoints and enhancing our group dynamic.

When a direct report challenges your authority, calmly clarify your intentions. Deal with the situation right there reminding everyone about why the meeting and or collaboration is important. For instance, I’d acknowledge the concern, then redirect the conversation to how we can collaboratively solve the issue at hand. If you need to discuss something with someone after the meeting, then find a moment aside to do so and remember that everyone should be treated with respect as well as respect should be expected. It does two things: it regains control, and the angle of trust and team dynamics are improved.

I would not endorse the kind of authority that must be so explicitly asserted. True authority arises from organic respect and must be genuine.

To foster a positive team culture, show a willingness to collaborate on a solution using inclusive language like "Let's" or "We." This approach demonstrates empathy and values everyone's input. Maintain respectful communication throughout the conversation, using polite language, avoiding interruptions, and measuring responses thoughtfully. For example, if a team member is pushing back strongly, express respect for their perspective and experience, ensuring they are on the same page moving forward. This approach not only fosters empathy but also fosters a positive team culture.