You're leading a meeting with clashing stakeholder personalities. How can you ensure effective facilitation?

Differences should be embraced and encouraged. Every person is unique and autonomous. Second, I would kick off the meeting with an icebreaker. Ask each participant to identify the strength bringing to the meeting and to describe how it will be applied to the mission of the meeting. Second, I would identify ground rules of respect and valuing every person. Three, collectively we identify all solutions to how each person's strengths can be incorporated. Nothing would be excluded, no limits. Four, identify the best solution reaching an agreement. There would be a consensus. Tossing out mindset of winners and losers. The focus is collaboration.

To keep a meeting with clashing stakeholders on track, start by setting clear objectives and ground rules—think of it as creating a "no drama zone." Encourage everyone to speak up, but in a way that's constructive, not combative. Balance participation so no one dominates the floor, and keep the conversation focused on the issues, not personalities. If things get heated, calmly steer the discussion back to the task at hand. Wrap up by summarizing key points and assigning action items, so everyone leaves knowing what’s next without the need for a referee.

One time we held an annual long walk project and there were two conflicting companies which were selling same beverages, we managed to sit them down and came up with a conclusion that the other company will supply water and the other will supply fizzy drinks. The best way is to show them that all parties involved are important and that their expertise based on their different experiences are important and they can help each other develop where another lacks.

No plan survives first contact. However, getting to know the players before and during a meeting will help you with a road map. If Bob starts going on a tangent on ____ topic, steer the conversation back on track to _____ topic. If Jim starts talking over everyone, thank him for his input, then ask direct questions to others in the meeting to ensure their voice is heard as well. Knowing the players can give you and idea of how the meeting will go, so that you can prepare yourself with the proper tools, responses, and questions necessary to ensure the meeting remains properly facilitated.

Understanding personalities and their fears and motivators is definitely important. As quickly as possible, identify if your stakeholders take a more passive or active role and whether they are oriented towards people or facts. Learning about DISC or other personality type methodologies (i.e., Myers Briggs) will definitely help. This will allow you to go into any facilitation environment and determine how to communicate and resolve conflicts between different personality types.

In working as a program manager with very diverse stakeholder positions, I found that asking questions was absolutely crucial to facilitating well. I often facilitated in meetings with VP's, directors, physicians and analysts. They all had very different styles of communication and some were not eager to speak up with VP's in the room. However, as the facilitator if you acknowledged a person's expertise and then asked questions specific based on their expertise, they would contribute very valuable and critical information.

Create agendas and define norms for all public meetings where competing interests will be heard. Review the expectations, time constraints, and for listening and talking and define norms and repeat them as needed.

Sometimes, I anticipate upcoming issues, as 'birds are speaking' ahaed of time. When I sense tension in the room, I adopt the role of an attentive coach. Tensions can rise due to passionate attendees with strong opinions. I seek opportunities to soften these points, acknowledge what has been said, and offer solutions. These solutions might include revisiting the topic later, organizing smaller working sessions for resolution, or finding common ground. By doing so, I aim to create a collaborative and productive environment.