How To Handle Meeting Killers - The Dominator

Submitted by mauzenne on Mon, 06/25/2012 - 02:34.
in

This guidance recommends how to address behaviors in meetings that reduce meeting effectiveness.

A recent WSJ article headlined “Meet The Meeting Killers” talked about how different behaviors in meetings can ruin the meeting. It’s in the 15 May 2012 edition, and is available to non-subscribers, at least for a time.

This is our answer to those behaviors. And, we’ll address both running meetings of your team, and cross-functional meetings, where you have less direct authority.


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markwalsh99's picture
Submitted by markwalsh99 on Tue, 06/26/2012 - 20:11.

What You Accept, You Teach

It struck me that the guidance about not avoiding addressing negative behaviours and instead providing adjusting feedback was consistent with the notion of 'What You Accept, You Teach'. I was I'd thought of expressing it that way. I first heard that expression listening to Marty Clarke on his podcast and this was the 1st time I'd really heard it on MT. That is to say, this concept really resonated with me when I listened to this cast.

Really enjoyed hearing a guest voice on the podcast (especially a fellow Brit).

Mark

ponnamp's picture
Submitted by ponnamp on Thu, 06/28/2012 - 11:38.

Guest

Great listening to Mark from CS and how they have rolled out the tools within their organisation. Great idea. 

Edwin's picture
Submitted by Edwin on Fri, 06/29/2012 - 16:39.

 Great cast. I have seen

 Great cast.

I have seen all those behaviors.  The biggest loss is exactly what Mark says.  People do not submit ideas any more after the dominator shows up.  

 

cim44's picture
Submitted by cim44 on Mon, 07/02/2012 - 14:01.

Great cast! Would love to

Great cast!

Would love to hear more guests over time.

It sounded like CS was implementing Feedback without One-on-Ones (gasp!).  If this is the case, would be great to have a follow up in six months or a years time if this methodology yields positive long-term results.

mgrainge's picture
Submitted by mgrainge on Mon, 07/16/2012 - 19:52.

We're doing One on Ones as well!

Hi - I'm Marc from CS - we have also implemented one-on-ones - we have a bunch of 60 minute sessions that we run for managers on O3s, feedback, delegating, preparing employees for promotion, delivering year end reviews  etc. etc.

In a perfect world, all of our managers would attend all the different 60 minute sessions, and would be delivering feedback during their weekly 30 minute O3s with each of their directs.

The reality is that we've had managers attend the feedback session who haven't attended the O3 session ... Whilst that's not ideal, at least they are (hopefully) delivering appropriate feedback, even if they're not holding O3s in the MT-prescribed fashion.