We often encounter this situation during meetings. The discussion turns into an argument, the meeting turns into a debate. In the end, no one can convince anyone, and it becomes a mess, and eventually they break up unhappy.

A large part of the reason why this happens is that the meeting host did not guide the meeting process well and lost control of the meeting.

As the moderator, you should act as a conductor or guide during the meeting.

When participants are angry, we should be firefighters and referees who can exercise restriction power; at the same time, we should also be buyers, able to accommodate hundreds of opinions, and be good at identifying valuable opinions and making them perfect.

In short, the presiding officer is like both a judge and a mediator.

Specifically, during the promotion meeting, the following principles should be mastered: 1. Fairness and selflessness.

When exchanging opinions face to face, there will inevitably be some emotions between each other, but a tense and lively meeting is always better than a stagnant meeting.

For the moderator, such a meeting is not difficult to manage if a neutral attitude is adopted.

The moderator can classify and filter various opinions, but cannot favor any party based on personal likes and dislikes. What you should do is guide the discussion, not force the discussion.

2. Prevent cold spots.

It's not uncommon to see a sudden silence in the venue, with everyone waiting for someone else to speak.

In this case, the moderator should immediately make comments, questions or explanations to prevent the meeting from becoming cold.

3. Control outbursts of passion.

Many times, people's emotions are stronger than reason, and the advancement of passion often leads to gaffes and conflicts.

Arguing with emotions will only increase mutual estrangement and lose the opportunity to solve the problem.

Therefore, the host should pay attention to the emotional changes of individual members in order to "put out the fire" in time.

Divert the conversation away from the "explosion point", use humor to adjust the atmosphere of the meeting, and point out that both parties may be right, but they just stand from different angles, so they see things differently.

Once the tension is lifted and everyone is guided to deal with the controversial issues realistically, it will be much easier to resolve.

4. Promote the "circulation" of information. It is very normal for people to have a tendency to rush to solve problems at meetings, but this tendency can easily lead to over haste.

You must know that the conclusion must be generated through full study of the information.

Therefore, the moderator should first ask the participants to present all the facts before discussing specific action plans. Never put the cart before the horse.

5. Get everyone talking.

Usually, meetings are held for the purpose of mass discussion.

Therefore, we should try our best to let the participants, especially those who are silent, speak. We should encourage those who are overly modest to express their opinions. At the same time, we should pay attention not to let the people who are not good at speaking "take the stage". We should guide the participants to exchange all the information, so that

Doing so can reduce post-meeting chatter.

Eliminating post-meeting discussions means saving time and avoiding repeated meetings. From this point of view, the moderator should also allow everyone to participate in the discussion and express their opinions.

If anyone likes to discuss things after the meeting, just keep an eye on him and let him speak.

6. Acknowledge differences.

There are bound to be points of disagreement between different suggestions, and discussion or debate on differences is the basis for mature insights.

The debate at the meeting was a controlled debate, which was a good thing.

Moderators should not hide or ignore these differences, but should acknowledge them and bring them to the table, so that they can be treated rationally.

For those who are evasive, you can ask: "What is your attitude towards this issue?" Then ask: "What is your basis?" Then ask further: "What do you think we should do?" 7

.Deemphasize differences and emphasize cooperation.

Generally speaking, most of the participants have their own attitudes and opinions. They even know that some people have opposing attitudes. This is normal.

In this regard, the host should lead the participants to cooperate together and make it clear that solving the problem requires the wisdom and decision-making of the participants. The venue is not a place to vent personal grievances, nor is it a battlefield for life and death struggle. No one can

Rather than insisting on having one's own way, the individual should be treated as a member of the decision-making body.

The host should take advantage of various opportunities to point out to the participants that collective wisdom is greater than individual wisdom, and the creation of plans is inseparable from cooperation.

8. Make short summaries often.

A brief summary is like flipping the scoreboard on a playing field. It allows attendees to feel the rhythm of the meeting to a certain extent. It also helps clarify points of disagreement and attract the attention of attendees.

The host's brief summary should be kept within one minute.

Timely summaries and comments will take up some time, but will not affect the progress of the meeting.

Instead, by giving a brief summary, you set an example for attendees to value their time.

And you're directly moving the discussion toward developing the right solutions.

9. Stick to time.

Many meetings are a waste of time.

If you reverse this trend, it will be easier to gain widespread support, because the host will stick to the time, and the participants will be willing to prepare carefully before the meeting, and express their views proactively and straightforwardly at the meeting.