When facing a colleague who undermines your ideas, it's important to stay professional and confident. Address the issue directly with the colleague in a private and calm manner. Back your ideas with evidence to reinforce your position during discussions. Seek support from colleagues who agree with your ideas, as having allies can strengthen your stance. Focus on providing solutions, which positions you as someone who adds value rather than just reacting to the undermining behavior.

Stay calm and assertive. Acknowledge their point briefly, then redirect: **"I see your perspective, but here's why my approach works…"** Use confident body language, keep your voice steady, and involve others: **"What do you all think?"** If they interrupt, say: **"Let me finish, then I’d love your input."** Reframe objections as discussion points to keep control while staying professional.

Si un collègue remet en question constamment vos idées, l’objectif est d’avancer ensemble dans la même direction, pas de "reprendre le contrôle de la conversation". Si votre idée a du sens, il est important de pouvoir l’exprimer, tout comme être ouvert aux propositions des autres. Parfois, combiner les idées peut aboutir à de meilleurs résultats. Si ce n’est pas suffisant, confrontez-le en lui demandant ses propositions concrètes. L’essentiel est de trouver ce qui fait avancer.

I have faced this issues multiple times and I choose to be professional. I will speak to the person privately and explain to him/her on how their action is affecting me with all the points needed for them to realise their mistake. All the times when I have done this, I always win :). Oh ya, be confident but never be rude. Patience in explaining is very important cause they will always find ways to counter you back.

We all observe a different world; the colleague´s "obvious" differs from ours. Maybe that´s why they are undermining our ideas. Thus, it seems important to listen to their intention and purpose, be curious about their motivation / observations. Sometimes "undermining" comes from fear or mis understanding. We will then give feedback to them, and make clear requests, sharing our intentions, and what we need from them + get support from influential promoters.

It’s arrogant and authoritative to struggle with colleagues in order to regain the control. True leader may act without the Ego. From my experience you can : 1. Use different roles : leader / manager / facilitator (it’s hard to undermine the ideas of the facilitator, right? 🙂) 2. Follow your team : give them a possibility to decide if they want to try their idea with the whole responsibility (and you’ll just control the execution and change the process if necessary) 3. Ask and collaborate : what I can help you with if my ideas is not taken to the consideration? 4. Accept : if your team performs well without your ideas. Monitor and support them without unnecessary actions. No Ego, no arrogance. Pure leadership and quiet confidence.

Stay composed and assertive. Acknowledge their input while reinforcing your ideas with data or logic. Use confident body language and a steady tone. If interrupted, calmly say, "I’d like to finish my point before we move on." Redirect the conversation by summarizing your idea and asking for constructive feedback: "How do you see this working better?" Engage allies for support and reframe objections positively. If the behavior persists, address it privately: "I’ve noticed you often challenge my ideas. I’d like us to collaborate constructively." Maintain professionalism and focus on solutions to regain control.

Firstly, and above all, remember to stay calm and confident. They may be doing it deliberately or acting confrontationally even without realising it. Regardless, the one thing that you can control is how you act and react to the situation. Document, and keep a record of any feedback received. If working on a project together, highlight the common goals of both wanting the project to succeed, and engage with them directly, asking for their input. If they feel insecure, this action will make them less likely to undermine you. Set boundaries by speaking with them privately and letting them know what behaviour is and isn't acceptable. Find support and talk about your situation with a trusted peer to gain an outside perspective on how to proceed

Eu buscaria entender a motivação por trás desse comportamento, observando se há padrões ou contextos específicos em que isso ocorre. Em seguida, daria um feedback direto, porém construtivo, trazendo exemplos concretos para que ele possa reconhecer a situação e se colocar no lugar do outro. Usaria a empatia para criar um diálogo aberto, mostrando que a troca de ideias é essencial para o crescimento da equipe. Caso o comportamento persista, ajustaria minha abordagem, buscando reforçar minha posição de forma objetiva e, se necessário, envolvendo um mediador para garantir um ambiente colaborativo."