5. We've all been frustrated by others who hold private side conversations. They may be sharing their reaction or viewpoint, discussing a matter not related to that meeting, or catching up on personal news. Solutions? Separate talkers, ask them to include everyone in conversation, direct a specific question regarding topic at one of them, or make person recorder. Another great tactic is to stop meeting and be silent - this should embarrass talkers into stopping. A tactful technique is to ask that only one person speak at a time as that leads to easier listening and better group dynamics.

6. The joker can lighten up a dreary meeting with a little levity. But some individuals go overboard. Then there is sarcastic one, person who can't resist a snide remark. A bad tone for meeting ensues as this person belittles what others say. Cut tirade by stating that such remarks be withheld during meeting.

7. The objector likes to remind co-workers that it's been done before with no success or that idea has little merit and probably wouldn't work. This can stem from lack of knowledge or understanding, fear of change, or laziness. Another problem is person who tries to form a coalition to pressure group to accept and back him or her and what they think would be a better way. If you can't get these people to be a more constructive part of team, don't invite them to future meetings.

While it is leaders responsibility to keep group focused on meeting topic, help is usually given by rest of participants via pointed comments or looks. Meeting disrupters don't have to be tolerated; politely challenge their behavior and get back on track. After all, most of us don't enjoy spending much time in meetings and sooner we get back to "real work", happier we are.

Another aspect of role between leaders and followers is, of course, delegating tasks and responsibility. If you don't trust your followers enough to include them in decision-making process, then you are probably making decisions based on your needs and your perception of situation- which could be inaccurate. You do this without benefiting from insight, creativity, and input of those you lead. And you may not be making best choice because research shows that decisions made by groups of five or more are superior to individual decisions. If you don't trust these people enough to share information with them and ask for their input and opinions when decisions need to be made, why are they on your team?

When you don't trust your followers enough to delegate responsibility to them and leave them alone to get job done, you are communicating to them that they are inadequate, incompetent, and just don't have what it takes to accomplish results you want. Which, obviously, is not an effective way to either increase self-esteem or build a team.

The importance of followers is critical to success of any professional or personal organization. Without them, day-to-day running of group would cease to exist. There'd be no one to do "real work" that keeps unit alive and well. Treat followers well and you will be rewarded with type of behavior and attitudes listed above. Your rank of leader will be enhanced as you will have a well-rounded a nd more smoothly operating unit. A dream that can come true!