What do you do if individuals in a large group facilitation resist and oppose your leadership?

1 Identify the sources of resistance

The first step is to understand why some individuals are resisting or opposing your leadership. Resistance can stem from various factors, such as fear of change, lack of information, personal preferences, competing interests, or power dynamics. By identifying the sources of resistance, you can tailor your approach and communication to address the underlying concerns and motivations of the individuals.

2 Acknowledge and validate their perspectives

The second step is to acknowledge and validate the perspectives of the individuals who are resisting or opposing your leadership. This does not mean that you agree with them or give up on your goals, but rather that you show respect and empathy for their views and feelings. By acknowledging and validating their perspectives, you can create a rapport and a dialogue with them, and demonstrate that you are listening and willing to learn from them.

3 Involve them in the process

The third step is to involve the individuals who are resisting or opposing your leadership in the process of facilitation. This means that you give them opportunities to share their input, feedback, and suggestions, and that you incorporate their ideas and contributions into the group outcomes. By involving them in the process, you can increase their sense of ownership and commitment, and reduce their sense of alienation and frustration.

4 Address conflicts constructively

The fourth step is to address any conflicts that arise from the resistance or opposition of some individuals in the group. Conflicts can be inevitable and even beneficial in a large group facilitation, as they can generate diversity, creativity, and innovation. However, conflicts can also be destructive and disruptive, if they are not handled constructively. To address conflicts constructively, you need to use effective communication skills, such as active listening, paraphrasing, clarifying, summarizing, and reframing. You also need to use appropriate conflict resolution techniques, such as negotiation, mediation, or consensus-building.

5 Adapt and adjust your style

The fifth step is to adapt and adjust your style of leadership and facilitation to suit the needs and preferences of the group and the individuals. There is no one-size-fits-all approach to leading and facilitating a large group, as different situations and contexts may require different strategies and tactics. You need to be flexible and responsive to the feedback and signals that you receive from the group and the individuals, and adjust your style accordingly. For example, you may need to switch from a directive to a participatory style, or from a formal to an informal tone, depending on the group dynamics and the objectives.

6 Seek support and guidance

The sixth and final step is to seek support and guidance from others who can help you deal with the resistance and opposition of some individuals in the group. You do not have to face these challenges alone, as there may be other people who can offer you advice, assistance, or encouragement. For example, you may seek support and guidance from your co-facilitators, mentors, peers, or experts in the field of large group facilitation. By seeking support and guidance, you can enhance your skills, confidence, and resilience as a leader and facilitator.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?