Facilitation Pro — Managing Dominant Behaviors
We might feel frustrated when dealing with a dominant behavior, but it’s important to stay positive!
As a facilitator, there is almost nothing more dreaded than the dominant behavior. This person can derail your training, keep you from achieving your meeting objectives, and create an environment of anxiety among participants — this is the last thing anyone wants! So how do you handle it? Here are a few of my favorite tips.
Establish Group Norms
Start by creating a safe environment. With agreed upon norms to refer to you will gain buy-in from other participants and, most importantly, there is a point of reference when someone steps out of line. A gentle reminder can go a long way.
Check out my blog post on this topic.
Stay Positive
As difficult as it can be, the facilitator must always remain positive and lead by example. Focus on the positive aspects of the group, and don’t take things personally — as difficult as that may be. Validate the person, but then encourage those who display a better attitude to speak up. Arguing with the person only feeds into what they are trying to accomplish. They want to throw you off. Stay strong.
Phrases to get you started:
“That’s a valuable point, let’s also remember that…”
“Thank you for your insight. Let’s hear from someone else…”
“I want to make sure we have the opportunity to hear from everyone…”
“What do you think about…” (redirect to another participant)
Use These Techniques
Round Robin
During a round robin, each person has a chance to speak. The person with the dominant personality will have to wait their turn. Give each person a set time for their response. You will find many benefits to timing responses. It will keep the meeting on track, limit challenging behaviors, and encourage participants to be thoughtful in their feedback.
Pair or Small Group Work
I find that a small group or pair work can be helpful in these situations, and in general. By giving participants a set time to work on a specific question or topic, they have a chance to share more ideas and in-depth feedback. Set a time limit for each member to share, have them switch roles, and then provide their ideas to the rest of the group. When they report back, the partner or a group member will present the other person’s idea(s). Participants have the chance to for more in-depth discussions; it takes the pressure off the entire group. The facilitator will also have the opportunity to check in with the dominant personality and other participants.
I know what you’re thinking: “What about the person who is paired up with this individual? It’s not fair to them!” You would be surprised how differently someone with a dominant personality will act when there is no chance for the spotlight. And by adding time constraints, you are adding a layer of protection for their partner(s).
Cut Them Off
There I said it, and you should — respectfully, of course. Use the statements I’ve listed above to help. Interruption takes practice, but the more you facilitate, the easier it becomes.
Be Consistent
Talk to them about what is wrong with their behavior during a break, and provide an unplanned break if you need to. Explain that the disruptions will keep others from learning, and prevent the group from meeting their goals. Give the person a warning. Be strong for your sanity, but more importantly, stay strong for other participants. It is your job to keep the meeting or training moving along. There were two times I had to ask someone to leave a training. It was best for all involved.
Prepare
Predict questions or comments that might come up. How will you handle those situations? How will you respond? Thinking through these questions will help you to manage the room more effectively when it happens.
I find most people are respectful of other people’s time and experiences. I hope this helps! Please comment with some of your favorite tips or personal stories below. Don’t hesitate to contact me to help with your next meeting or training!