Are Your Employees Bored? Tactics To Improve The Direction Of Meetings

The lack of confidence generated by poor management of meetings and poorly applied group thinking destroy innovation. But you can overcome it.

Think about your last team gathering. Did you and your subordinates or co-workers have a friendly and respectful conversation? Did all of them agree on the best course of action and how to apply it?

If your answer is affirmative, then, badly. Interactions like these prevent team members from sharing their valid opinions. Worse yet,they discourage employees who have useful information to tell the rest of the group. So say the experts at toppeopleusa.com in the field of marketing.

The lack of confidence generated by poor management of meetings and poorly applied group thinking destroy innovation. But you can overcome it.
Think about your last team gathering. Did you and your subordinates or co-workers have a friendly and respectful conversation? Did all of them agree on the best course of action and how to apply it?

If your answer is affirmative, then, badly. Interactions like these prevent team members from sharing their valid opinions. Worse yet,they discourage employees who have useful information to tell the rest of the group. So say the experts in the field of marketing.

Meeting Management: Opinions Without Dissent Do Not Count

So what happens when a group meets to discuss an important issue? The members show their affinity with the group by repeating and confirming what other members of the group, and especially the leaders of the group, have already mentioned. They also put aside their knowledge and focus on how to help in the course of action chosen by the group. This is a human instinct so deep that most of us do it without realizing it.

All this is ideal if what you are looking for with your meetings management is to have harmonious meetings that seem highly efficient, but it is not so good to find innovative solutions to real problems or to recognize new threats or opportunities.

Specifically Requests Dissenting Opinions.

As the consensus of the group arose, I paused the procedureand said something like: “It seems that many of us agree. But at this moment,I would like to listen to anyone who has a different opinion. ” If teammembers have other points of view, but have hesitated to express them, thisfocus on meeting management can make those other points of light appear.

You can track your request for dissenting opinions by goingaround the room and asking each team member to say what they think. You willlearn the power of this approach, inviting each participant to speak in turns.Someone shy and who would never have volunteered to say something consistentlymight decide to offer some of the most insightful comments from the wholegroup. If with your ability in meeting direction you are looking to get all theavailable knowledge of all the public in the team meeting, you are probablylosing valuable information.

Meeting management: If you are the leader, speak the last.

The leader or team leaders should be sure to gather theopinion of everyone else before offering their own. In most groups, the membersare very much in tune with the views of the leaders and are especially eager to accompany them. If you speak too early, even making it clear that yours is justa point of view and you want to listen to others, team members will tend tolook for ways to agree with what you have said, instead of taking their coursein the discussion — direction with ideas or opinions of their own. By keepingyour thoughts private, at least during the first part of the meeting, it willgive you the opportunity to shine. And you will get the benefit of listening toyour best ideas.