What do you do if some team members are dominating the conversation during a facilitation session?

As a lot of people have suggested setting ground rules is usually where this can be prevented. I usually set the expectation from the outset that people can contribute in multiple ways (raising their hand, asking questions, using the chat function) and should use whichever method they feel most comfortable with.

In our facilitation sessions, it's crucial to establish clear ground rules to foster balanced discussions and ensure that every team member's perspective is heard. We prioritize concise contributions, respectful listening, and active engagement to maintain productivity and inclusivity. Participants are encouraged to raise their hands before speaking and to stay focused on the agenda topics. Facilitators have the authority to intervene politely if necessary to uphold these guidelines and maintain the session's integrity. By adhering to these ground rules, we cultivate an inclusive environment where all team members feel valued and respected, fostering collaboration and mutual understanding.

It is good to set up the ground rules that are anticipating such a scenario. At the meeting level, it can be a round robin around the room making sure that everyone has a chance to speak before. At the dividing the work amongst teams, it may be making sure that a different team member reports the groupwork outcome. Whatever that is, if you know your group well enough you may want to structure your meeting or workshop in a way that limits the damage, before you apply more direct approach (e.g. cutting short someone's dominance by limiting their time).

It's always important to acknowledge contributions, but if needs be, direct questions to specific individuals in groups to allow them space to speak up and when go through their response, make sure all the group is involved. Ensure eye contact is shared around the group so while the dominant person is talking, not all the attention and focus is on them from the facilitator. If needs be, if it's dominating in a negative sense, have a wee chat in the break. Address the entire group about contributions from everyone and how we're here to learn together.

I try to approach dominant team members quite light heartedly to begin with by using statements like "Thanks for contributing Mark, I hope you don't mind but I'm going to mute you for the next question." More often than not this achieves what my intended outcome. Sometimes I'll also use statements like "To encourage diversity of thought, I'd really welcome contributions from some of you we haven't heard from up until now."

In facilitation sessions, addressing dominant team members requires diplomacy. Begin by acknowledging their contributions, then gently redirect the discussion to allow others to participate. Encourage quieter members to engage actively and emphasize the importance of balanced participation. Maintain an inclusive environment using subtle cues and clear expectations. If necessary, offer private feedback to reinforce the need for equitable dialogue. This approach ensures that all voices are heard and respected, fostering a collaborative atmosphere for productive discussions. "Handle controversy with empathy and unwavering resolve, fostering dialogue for greater understanding and unity."

Take initiative and summurize the input of that team member and for input from other team-members If no one responds to your invite ask another teammember who certainly has another point of view

Here are some strategies to achieve this: 1.Lead by Example 2.Encourage Reflection 3.Facilitate Turn-Taking 4.Provide Gentle Feedback 5.Create a Supportive Environment "Speak with intention, listen with attention. Self-monitoring cultivates the rhythm of respectful dialogue."

In addition to setting ground rules, use direct address, implement structures, encourage self-monitoring, use nonverbal cues and redirect conversation, here are other things to consider: • Introduce “Think-Pair-Share”: Allow time for individual thinking, then pairing up to discuss, before sharing with the larger group. • Create Breakout sessions: Divide the larger group into smaller sub-groups or pairs to discuss specific topics and then return to share. • Expect the art of respectful disagreement: You’re not going to get 100% consensus all the time, and that is okay. Doing so may foster a safe space for different learning and communication styles and ensure everyone is seen, heard, valued and respected.

Strong facilitators read the room inside out. And if you are not the one then become one ! The beauty of a great facilitator is that you can switch all bulbs in the room and keep the balance on. It is not about creating noise in the room and have conversations going on. It is about building an environment where every flower blooms in its own way. One needs more water, another less... Invite people to provide their perspectives, but be aware the questions you ask should serve the audience and subject they discuss, not your personal interests. Also, agree some ground rules among participants and refer to them. It is their rules and eventually they will choose to respect them. The trick is that, just know when to use them.