O membro da sua equipe interrompe as discussões com interrupções. Como você pode promover a colaboração de forma eficaz?

Il est crucial de gérer les interruptions avec empathie et compréhension. Comme le souligne le psychologue organisationnel Adam Grant, "la manière dont nous abordons les comportements perturbateurs peut transformer un potentiel conflit en une opportunité de renforcement de l’équipe".

Es gilt hier das "WARUM" klar zu erkennen. Die Kunst ist es nicht nach dem ersten "WARUM" die suche einzustellen. In der Regel findet man den definitiven Grund für das Verhalten nach dem 3- 5 "WARUM" Frage. Und wenn ich das Motiv dahinter erkenne und verstehe, kann ich effektive Handeln.

One of my mentors once told me "always assume good intention" and I agree. It's important to assess the team member's intention and understand their motivation while also considering that they might genuinely have good intentions. What do you think? How easy or challenging is for you to always assume good intention?

Beyond protocols like raising hands or limiting talk time, encouraging team members to listen with the intent to understand, rather than just respond, can lead to meaningful conversations. This mindset shift brings a deeper engagement and mutual respect, making discussions not only more inclusive but also more insightful. When everyone listens thoughtfully, interruptions naturally decrease, and team dynamics improve when we establish a culture of active listening.

I wonder what might happen if someone in the group gently raised their observation with the individual without judgment, saying, "I'm noticing that you're interrupting others often as they speak. Is there maybe something you'd like to share that you really want people to hear so that we can move on to listening deeply to everyone else after?"

While working with women in what we often call "male dominated environments" I have seen many women report repeated interruptions in meetings. That's why I think it's important to address the unconscious biases that may contribute to interruptions. And make sure that quieter voices or minority perspectives are NOT unintentionally overlooked in discussions. Because when their perspectives are included and valued, that sends a signal of real inclusivity, not just on paper.

Well, I believe we all have that one colleague that wants to hear him or herself talk all the time right? I noticed recently that if nothing works and believe me I tried talking before, after, giving feedback, etc but nothing seemed to work, that this tactic was magical because it worked. The next time a colleague interrupts you after several conversations and warnings and he or she does not improve his or her behavior, try this: answer with a loud voice: “I can’t hear you if you keep interrupting me!” Believe me, magic…