In recent weeks, Bobbie LaPorte’s clients have reported team meetings where one or two loud voices completely dominate the conversation, making other people feel too intimidated to share their thoughts. But now more than ever, all voices need to be heard. Watch the September 26 “Your Best Next Move” video for some practical ways that you as a leader can create a more inclusive environment to encourage better meeting participation from all members of your team.
Transcript of Your Best Next Move: Create an Inclusive Environment for Meeting Participation
Hi everyone, Bobbie LaPorte here again with my weekly leadership tip for your Best Next Move, where I help you see continuing curveballs as an opportunity.
Each Sunday when I sit down to compose the next week’s Tip, I reflect back on the prior week to trends I am seeing and issues that are coming up with my clients. This past week I heard an ongoing issue that I have not heard about much lately – and that is about participation (or lack of) in meetings.
You might be thinking: “Come on, this is something we all should be aware of by now.” Yes, we “should” – but apparently many of us are not.
I heard two versions of this:
- “In my leadership team meetings, I am usually the only one talking…or it is the same vocal people all the time. I’ve tried to encourage others to speak up, but it’s not working”
- “In my leadership team meetings with my boss and peers, I want to speak up and contribute…. but the same ‘loud voices” always seem to dominate the conversation. It is intimidating”
So why does this seem to be happening – a lot – now? Well, I have a few theories.
- During Covid and remote work, many people got used to being “off-screen” with their cameras off and not contributing. It was challenging to know when to jump in and contribute, to have the body language to gauge when it was appropriate – so they gave up.
- With all the change and uncertainty surrounding us over the last 2+ years, many of us also experienced a lack of confidence in our skills and knowledge, a fear that we might not have the answers we are expected to have or to be wrong. So, we say nothing.
- With the return to the office, strong leaders are trying to reestablish their authority and position in in-person meetings, making up for what they consider time lost during Covid. This can feel intimidating and not welcoming for some who are more laid back.
Whatever it is – and you may have your own theories – this is not a good thing. The problems that organizations are now facing are complex – no one person or a subset of a team can solve them alone. Now more than ever, all voices, including different ones, need to be heard to get the collective best of everyone.
That is the only way the team will be successful. It is how we, together, change the environment to enable everyone’s success. It is shifting to the “We Got This” vs. the “I Got This”.
Here’s my tip to create an inclusive environment for meeting participation:
As a leader, the ball is on your court here to make this explicitly happen. You can say: “There is value to hearing all voices and drawing on all experiences. I expect there will be differences and I encourage that. That’s the only way we get the best of everyone”.
And for the quieter voices in the group, and those who need time to think and process, you can offer: “In our next meeting we are going to be talking about “x,” so please come prepared to share your ideas.”
These are just suggestions. The power is in the team, not a few powerful voices that try to shape the conversation. However you manage it, your job is to create an environment where that can happen.
That’s my tip for the week, I’ll see you next Monday.
Related posts:
2 Tips to Gain Better Team Collaboration
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