Each participant at a meeting is responsible for the group’s progress. It can be difficult to work together as a team and achieve resolutions when you and/or others are behaving in ways that are inappropriate and/or disruptive.

Usually this occurs when participants feel they are not being heard, they are frustrated, they are bored, or they are restless.

Take this simple quiz to determine if a team member or you (replace “you” for “the person”) is being difficult and impeding the meeting or project from completion. Answer the following questions with “yes” or “no”:

1. Is the person talking without a point?
2. Are people talking while others are talking?
3. Is the person challenging attempt to move the group toward decisions?
4. Does the person always have a joke for everything that happens?
5. Is the person interpreting criticism of ideas as personal attacks?
6. Is the person being critical of most suggestions or new ideas?
7. Is the person urging the group to take action before a problem is clearly identified?
8. Is the person insisting on a precise, clear definition of each idea to the point that the group becomes bogged down?

If you answered “yes” to at least one question, that person may be considered a difficult team member if it is happening on a consistent basis.

The next question is “Why is this happening?”

1. The discussion is not focused on the agenda and tasks at hand.
2. The purpose of the meeting is not clear.
3. There is a personal issue that needs to be discussed either privately or addressed in the group.
4. The group is not sharing the responsibility for accomplishing the tasks.

Now, how do you deal with these symptoms to solve the problem?

1. Go round-table to get others' thoughts and ideas.
2. Be willing to share your own thoughts and ideas.
3. Listen without comment except to ask questions for clarification.
4. Refrain from voicing opinions and comments during brainstorming.
5. Look for the positive aspects of all ideas.
6. Discuss possible solutions and be open to alternatives.
7. Establish responsibilities to get the job done.
8. Keep the team on track by avoiding stories and keeping to the point of the conversation.
9. Stay focused on the discussion until the conversation is complete and a plan of action has been established.
10. Summarize results before moving on.

Copyright, 1996, Jeannette L. Seibly

Reprinted from Association News, Michigan Society of Association Executives, August, 1996