A colleague of mine, who is a director at a medium-sized business, shared a concern today about being interrupted during the team meeting by some of his managers. As a solution, he chose not to share this feedback for a long time, until just recently, when he addressed it during a one-on-one session. So let’s talk about interruptions during a meeting.
Result? The manager was surprised, having no clear recollection of when those interruptions occurred.
How To Handle Interruptions During A Meeting
What could be done differently?
Consider two key points.
First, addressing an issue—or what might be perceived as an issue—promptly while it’s still fresh in memory is usually more effective.
Second, if you want to preserve team harmony, it’s crucial to provide feedback in a manner that’s both smooth and natural.
Examples and alternatives
Here are a couple of examples of how this case could be addressed immediately in the meeting where the interruption occurred:
- Wait till the interrupter finishes and then simply repeat what you initially wanted to say. You can add, ‘…what I wanted to say was…’ This sheds light on the fact that you had something to say but couldn’t. The interrupter will notice this and naturally make adjustments, without you having to explicitly point it out.
- Interrupt the interrupter by saying, ‘Please hold that thought for a moment; I’d like to finish mine,’ or ‘Sorry, may I finish my thought first?’ Maintaining a light and friendly tone is crucial. Given the directness of this approach, conveying respect through your intonation is important.
- Continue with what you were saying, even if it means speaking simultaneously with the interrupter. Usually, the interrupter will stop first upon realizing their interruption. It’s also important to manage your emotions, remaining polite and respectful.
It’s not a catastrophe if you’re interrupted by an employee during a team meeting. Often, such interruptions are not meant to be disruptive but are expressions of their enthusiasm and eagerness to contribute. Feel free to continue with your point afterwards. It’s OK to repeat.
@ Olga K.
What I do not suggest doing
- Saying explicitly something like ‘you are interrupting me’ in the meeting.
- Being aggressive about the interruption.
- Giving up on what you wanted to say because of the interruption.
- Getting resentful because of the interruption.
Being a director and holding in resentful emotions is a crucial disruptor of normal team behavior, because they will sense your feelings. Being aggressive or giving up, both signal that you don’t fully own your leadership.
Don’t forget, your team needs you.
Hope my perspective helps clarify yours.