A staff member feels undermined in a team meeting. How can you address their concerns effectively?

Actively listening and withholding any and all judgment. Be present in the conversation and be careful with your non-verbal body language as you reflect on the conversation and situation. And refrain from interrupting the person as they are talking. Be in their presence and listen attentively and reflect very carefully.

From my experience, I’ve learned that when a team member feels undermined, the most effective approach is to truly listen. I make it a point to set aside everything else and give them my full attention, ensuring they feel heard and valued. I don’t interrupt; instead, I acknowledge their feelings and show genuine empathy. I’ve found that creating this safe space for them to express their concerns not only helps in understanding the issue more clearly but also builds trust, making it easier to work together toward a resolution.

Always give someone the opportunity to fully express themselves and listen empathetically to reassure them that you are interested and wish to help. Allow them to feel that they are an important member of the team and that you are there to assist with any problems or concerns they may have.

First I need to understand what is really going on ! Is this really work related, is this coming from a personal level , is there something we are missing … so I need to hear them out , not only that one coworker but all of them … I need to receive and give feedback in order to make necessary adjustments for this team to improve!

How Stories Create Connection Today in our staff meeting, Khalid opened up about a failure. It sparked others to share messes they've cleaned up. Laughter and problem-solving ideas flowed freely. Vulnerability breeds vulnerability. When we show our humanness, teams bond. As one said-"It's nice to not be the only one messing up!". Our small acts of bravery spread bravery in others. Keep the stories coming - you never know the breakthrough it could spark!

Após identificar os principais motivos de desconforto, é importante identificar se é uma questão coletiva ou individual, agindo com transparência e sem exposição, levando o tema pra discussão.

2. Assess the Situation to Identify Underlying Issues: • Root Cause Analysis: Conduct a thorough analysis to identify the underlying reasons behind the team member's feelings of being undermined. • Team Dynamics: Consider the broader team dynamics and any potential conflicts that may be contributing to the situation.

Whenever someone feels wronged, try to identify which of their values was disrespected or which need wasn’t met. As Nonviolent Communication suggests, this is the main issue that causes people to feel disrespected, and they often don't even realize that’s why. Listen, try to identify the unmet need, and make it clear to them. Seek to understand, from their perspective, how that need could be fulfilled.

Based on my experience, after actively listening, it's crucial to take a step back and assess the situation thoroughly. I look at the context of the meeting, paying attention to the interactions between team members and any external factors that might have contributed, like heavy workloads or varying communication styles. This helps me determine if the issue was an isolated incident or part of a recurring pattern within the team. Understanding these dynamics allows me to address the root cause and foster a more respectful and cohesive team environment.

When I had direct reports, I asked them to look through the training catalogue to see if they were interested in any trainings/coaching. I also suggested trainings that I thought would help even though they were not mandatory.

Gather the team for an open and honest discussion about the incident. Create a safe space where everyone feels comfortable sharing their perspectives and concerns. This will help to identify underlying issues and develop solutions together. Additional: • Validation: Validate the team member's feelings and assure them that their concerns are important. • Resources: Offer resources or support, such as counseling or mentorship, if needed.

First of all I support to the team and feel them how concerned for them. Then address team and get suggestions from them regarding task, then plan implementation.

After hearing them out and figuring out what's going on, I like to offer some real support. We can chat about ways they can speak up more confidently in meetings or maybe work on communication skills together. I also try to connect them with training or even a mentor who can help them navigate these situations better. The goal is to give them the tools and confidence to handle things like this in the future, so they feel more empowered and supported in the team.

Understanding a staff member's perspective is the first step toward providing meaningful support and fostering a positive work environment. Once you've assessed the situation, it’s important to offer practical solutions that empower the individual to navigate challenges more effectively. Strategies for self-advocacy in meetings, for instance, can include setting clear goals for what they want to communicate and practicing assertiveness techniques. Developing skills for effective communication, such as active listening and non-verbal cues, can also be crucial.

Address the team to discuss some of the issues you were made aware of as well as some of the solutions which have been suggested. Outline the tone of meetings and highlight that professionalism is always required. Furthermore, it is essential to give each member of the team the opportunity to have a voice or to express an opinion. It is also good to engage in rigorous discussions and that solutions and success often come from diversity and inclusivity. “We can agree to disagree”. It is essential that each team member feels comfortable to actively engage without being undermined or judged. Rigorous debate whilst exercising mutual respect and professionalism should be encouraged. Everyone should feel heard and part of the team.

This is valid, addressing the team on the basic principles of diversity, equity and inclusion is paramount. This must also follow a culture of listening to all opinions or ideas, and instances where some ideas might not be carried, we should develop appropriate communication skills to say NO. For example rather than, rather than outrightly discard an idea, we could ask the individual to shed more light on give out as a task to discuss more on it subsequently.

To address the team and set a positive tone, it's key to talk about the importance of respect and good communication without pointing fingers. I’d gather everyone and emphasize that every voice matters and that our meetings should be a space where all contributions are appreciated. It’s about setting the right expectations and reminding the team that we’re all here to support each other. By reinforcing these values, we create a more inclusive atmosphere where everyone feels heard and valued.

Certainly! Here’s a revised version: --- To prevent future issues, address the entire team without singling out the staff member who felt undermined. Emphasize the importance of respect, clear communication, and supportive behavior in team interactions. By setting these expectations, you create a more inclusive environment where every member feels their contributions are valued.

When it’s time to implement changes, it's about turning ideas into action to create a better work environment. Maybe that means tweaking how we run meetings to make sure everyone has a chance to speak up, or offering training sessions on effective teamwork. It might even mean rethinking how the team is put together to ensure everyone is working well together. By making these adjustments, you're showing that you’re serious about creating a workplace where respect and support are the norm, not the exception.

Certainly! Here’s a revised version: --- Implementing changes based on the situation is essential for long-term improvement. This could involve revising meeting protocols to ensure equal participation, offering training on team dynamics, or adjusting team compositions if needed. By taking concrete steps to enhance the environment, you show your commitment to fostering a respectful and supportive workplace.

Todas as mudanças geram medo e insegurança, mas é necessário detalhar todo processo até alcançar o objetivo proposto; ter calma, paciência com os membros mais resistentes porque eles são fortes aliados quando entendem o processo. Todas mudanças são bem vindas, e devem acontecer!

Implementing changes in healthcare management requires a structured, phased approach to ensure success. Begin by clearly communicating the changes, explaining the rationale behind them, and how they will benefit both staff and patients. Assign responsibilities and provide necessary training or resources to support the transition. Start with pilot programs or gradual rollouts to minimize disruption, gathering feedback throughout. Monitor key performance indicators (KPIs) to measure effectiveness, and be flexible in making adjustments as needed. Ongoing support and clear leadership are essential for sustaining the changes long-term.

Certainly! Here’s a revised version: --- Finally, follow up with the staff member to confirm that the measures implemented have been effective. This demonstrates that you value their concerns and are committed to their well-being. Regular check-ins also offer ongoing support and help identify if any additional actions are needed to sustain a positive team dynamic.

This is crucial , as this helps to assess the impact of your intervention and give opportunities for areas where improvement is needed. It also gives the staff the sense of trust in the process.