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Managing Monsters in Meetings - Part 4, Quiet Participants
There are many reasons why someone would decline to participate during a meeting. For example, the person may feel reluctant to speak out, may disagree with the approach endorsed by others in the meeting, or may just be tired. An effective meeting depends upon fair and equitable participation from everyone. Here's how to make it easier for quiet participants to contribute. Approach 1: Encourage participation When you notice a quiet participant, ask for contributions by looking at the person and saying: "How do you feel about that, Chris?" "What results do you expect from this, Pat?" "Chris, how will this affect you?" Sometimes a quiet participant will test the environment with a tentative reply or a minor, safe point. Respond positively and with encouragement to any response that you receive. Then probe further to explore for more ideas. Sometimes you can encourage quiet participants to contribute by making direct eye contact, pausing, and letting your expression say, "What do you think?" Approach 2: Change the process Use sequential participation (a round robin) to collect ideas. This provides quiet participants with opportunities to speak. Introduce this process by saying, "We want to hear from everyone, so let's use a round robin. Who wants to start?" Use these techniques to involve all of the participants. This is the fourth 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.
Leadership is best defined by the quality of your thoughts, decisions and actions. It is also underpinned by the quality of the tools you use in your role. Be seen to bring true leadership to your organization and act with the authority that it brings to you.
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