How do you navigate power dynamics when conflicts arise between panelists on stage?

Consider joining a different panel! I value meaningful dialogue that is divergent, but not divisive. I like the other comments, and I welcome a variety of views.

Three forms of intelligence must co-exist to enter a heated discussion and intense debate: rational, emotional and sensible. Each must contribute to create a setting where people will engage in sharing their ideas and knowledge, recognize and control the emotions that necessarily arise in the discussion and use their senses to capture the signals that express the non-verbal signs behind the words said. A healthy debate requires those three forms of intelligence to enrich the participants and viewers.

To build a culture of trust! Creating a win-win negotiation for all parties to the dispute is often difficult. When there is unfair protest and criticism with threats and intimidation, it is important to use courage and apply soft skills to succeed in managing and running the negotiation table.

bring strong points which All can accept with bit of Argued note.. understanting the ground reality to move on with panel point view is based our strongest view on the subject

Establishing common ground and clearly defining the topic at the beginning of a panel discussion are crucial strategies for maintaining control and ensuring a productive conversation. It sets the tone for respectful and focused dialogue and helps the moderator keep the discussion on track. The revised statement effectively combines the original advice on moderating conflicts with your focus on setting clear expectations. This comprehensive approach will help moderators manage panel discussions more effectively.

To facilitate respect, a certain mindset called 3G mindset (Genuine, Generous, Generative), is key to generate respect in any relational setting. The combination of the 3Gs creates the authenticity required to build trust, the attention and listening posture required to build mutual respect and the desire to co-create value, innovate for a larger purpose. This 3G mindset is the lighthouse of the Savoir-Relier method that creates the conditions for respectful relationships. They enhance the quality of interactions in the most difficult and conflictual settings in favor of constructive dialog.

I use an exercise called CORES (COllaborative RESilience and RESolution) to facilitate peer to peer sharing of difficult situations and finding common solutions. Participants share past and real a moment of adversity (using story telling) and how they bounced back. When all stories have been shared in small groups of 5-6, they analyze the resources they pulled and mechanisms they used to bounce back and co-construct a recipe for being more resilient. The shared narratives and dialog behind the analysis allow them to take a step back and feel the power of the group to resolve conflicts.

Dialog is the condition for human relationships to prosper. But not just any kind of dialog. There are necessary rules to foster dialog: The first one is to accept self-questioning as a source of enrichment. The "I don't know it all" is a form of sincere humility that opens the door to dialog. The second is to listen first, really listen, i.e. "I use my ears to capture every word and my eyes to perceive every movement of hands or face" to give full attention without judgment. And the third is to truly believe that in dialog, there is something to build that is bigger than us and that our exchange will bring new value. Dialog therefore requires a specific setting, mindset and method to exist: Let's reinvent this dialog, with Savoir-Relier.

I was called to run a seminar for a Sales Team of a luxury watch company where the Director was experiencing direct conflict with his #2. The whole was suffering, one about to quit the team, another taking sick leaves and the overall performance degrading. The whole team went through the Savoir-Relier process over 3 days and experienced the SOLO, DUO and team exercises to share moments of adversity and co-build solutions to their issues. In three days the whole team was back on track, the Director and his #2 understood why they were in conflict and were able to design a roadmap that allowed them to work together - not agreeing with each other on everything but respectful and trusting each other's person and contribution to the team.

To build a culture of trust! Creating a win-win negotiation for all parties to the dispute is often difficult. When there is unfair protest and criticism with threats and intimidation, it is important to use courage and apply soft skills to succeed in managing and running the negotiation table.

Managing a crisis when it occurs is always made considerably easier when rules (here conference or panel rules) have all been made crystal clear, understood, and agreed upon by the participants, and when the public has also been made aware of them. For example, there could be a rule for participants to only mention facts that can be verified; or a rule allowing the facilitator to use their own judgment and interrupt the panel when the conversation is shifting to personal attacks; and so on. It may be helpful (and playful) for the facilitator to use objects like little colored flags. Orange could signal we've entered a "danger zone"; red could signal a forced stop. Visual objects can also be used to signal timing milestones.

Navigating power dynamics when conflicts arise between panelists on stage requires a balanced approach. Initially, it is important to acknowledge the differing perspectives in a respectful manner. As a moderator, I strive to create a structured environment where each panelist has the opportunity to express their viewpoints without interruption. If tensions escalate, I intervene to redirect the conversation towards common goals or areas of agreement, emphasizing mutual respect and understanding. Additionally, I use pre-established ground rules to maintain decorum and ensure a productive dialogue. By fostering a respectful and inclusive atmosphere, I aim to turn conflicts into constructive discussions.