If a colleague habitually undermines your contributions, it says more about them than it ever will about you. Something about your presence, expertise, or voice unsettles them. That’s not your burden. If you feel the need to give it energy, speak up in the moment - with eloquence, facts, and credibility. You can also choose a private conversation. But don’t shrink. You don’t owe anyone comfort at your expense. We don’t tolerate disrespect, and we don’t entertain insecurity disguised as critique.

I’ve been there. It’s not just frustrating — it’s draining. You speak up, share an idea with intention, and suddenly someone minimizes it… or repeats it like it was theirs. Sound familiar? Here’s what I’ve learned (and am still learning): ✅ 1. Don’t go into battle mode. Your energy is too valuable to waste proving a point mid-meeting. Stay calm, stay sharp. ✅ 2. Repeat with elegance. “As I mentioned earlier…” followed by your idea — calmly and clearly — ✅ 3. Uncomfortable conversations are necessary. A one-on-one talk often solves more than ten tense meetings. ✅ 4. Let results speak louder than interruptions. Your impact isn’t measured by applause in a meeting. It’s measured by execution — when your ideas move forward.

Dealing with a colleague who consistently undermines your contributions can be challenging. It's essential to address the situation professionally to maintain a positive work environment. Strategies include asserting your ideas confidently during meetings, documenting specific instances of undermining behavior, and having a private, respectful conversation with the colleague to resolve misunderstandings. These approaches can help reinforce your value and foster mutual respect in the workplace

In a project meeting, a colleague repeatedly dismissed my ideas, which affected the team dynamic. I started speaking up more confidently, clearly explaining my points. Then, I documented the instances and requested a private chat with them. In that conversation, we addressed misunderstandings respectfully. This openness improved our working relationship and helped restore mutual respect in future meetings.

Address the issue privately with your colleague, calmly explaining how their actions affect you. Seek to understand their perspective and clarify your contributions. Focus on fostering respectful communication to ensure a collaborative and supportive work environment.

Start with awareness. Is the colleague aware the comments are undermining? Or are you interpreting the comments as undermining? What does the work objectively contribute to the meeting, business, or team? If this is repeated behaviour in a meeting with management that goes unaddressed, what is the larger issue at the root of this? Have a conversation to understand perspective. Revisit or redefine expectations. Keep track of your own emotional barometer and note whether there are things to explore for yourself afterwards. Yes, things that are said that are hurtful are often a reflection of something unaccepted for that person. But we can also learn from our own reactions and respond in a productive way.

it’s frustrating when I’ve prepared and contributed thoughtfully, only to feel dismissed or overshadowed by a colleague. The first thing I remind myself is not to take it personally — even though it feels personal. In the moment, I stay calm and composed. If I’m interrupted or someone takes over my idea, I’ll say something like, ‘Let me finish my thought, then I’d love to hear your perspective,’ or ‘I believe I was making a similar point earlier — let me clarify.’

If a colleague kept undermining my contributions in meetings, I’d first make note of specific instances to ensure I had a clear understanding of the pattern. Then, I’d have a calm, private conversation with them to address it directly and professionally—focusing on collaboration rather than blame. In meetings, I’d also make sure to confidently reassert my points when needed, using respectful language to clarify my contributions. If the behavior continued, I’d bring it to my manager’s attention with specific examples to support a constructive resolution.

When situations like this arise, one of the most valuable resources you can have is a trusted mentor—someone who understands your style, the dynamics of your environment, and can offer perspective tailored to your specific challenges. The best advice I’ve received (and given) is to prioritize a one-on-one conversation with the individual involved. Focus on building mutual understanding and expressing a desire to help each other succeed. Constructive feedback is essential for growth, but when it crosses into undermining, it can hinder innovation and trust. Establishing a strong one-on-one relationship creates a foundation where feedback is welcomed, growth is supported, and collaboration thrives.