To effectively handle a contradiction in a Q&A session, I would first remain calm and composed, ensuring I don't react defensively. I would actively listen to my team member's perspective, acknowledging their input to show respect for their viewpoint. Then, I would clarify my response, using evidence or examples to support my stance. If their point has merit, I would willingly accept and incorporate it, fostering collaboration. If the contradiction arises from a misunderstanding, I would address it diplomatically to avoid unnecessary conflict. Lastly, I’d emphasize the shared goal of finding the best solution, ensuring the discussion remains constructive and focused.✌🏻

Every communication with your team mber should be clear, conclusive and result oriented. Usually, preparations on the points before any discussion made it easy to handle any counter comment, response or feedback. However, even if it's challenging then a polite excuse to sum it up at the end with much more detail is the best thing which should be done.

"In a Q&A session, it's natural for team members to have differing opinions. If a team member challenges my response, I would first stay calm and listen to their perspective fully. I’d acknowledge their point of view respectfully, ensuring they feel heard. Then, I would clarify my own response by providing additional context or data to support my position. If needed, I’d suggest discussing it further after the session to explore both sides more thoroughly. The goal is to foster collaboration, not confrontation, and to keep the discussion productive."

In my opinion, to control the situation, you need to listen carefully, pay enough attention to what the team member is saying. Their perspective may reveal new insights or highlight misunderstandings that need clarification. And then, if possible, find common ground, identify areas of agreement before addressing differences. This approach helps reduce potential tension.

I would acknowledge the valuable input and listen before offering a response with facts and evidence while maintaining professionalism and ensure that the discussion is constructive and productive towards the goals of the presentation.

it’s important not to take it personally. Acknowledge that it's normal to have differing opinions, and try to stay calm instead of getting defensive. Thank them for their input and encourage ongoing conversation. Diverse opinions enrich our understanding. Always seek understanding, Remember, everyone wants their views to be acknowledged. Instead of seeing their words as a challenge, view the discussion as a chance to expand your own perspective. As a facilitator, make sure everyone feels heard. Encourage participation and validate their contributions. Focus on truly understanding the other person's point of view. Give them your full attention, and refrain from formulating your response while they are speaking.

I try appreciating my team for their perspective and then address any understanding on the topic. Also, I try to learn more details about their viewpoint to understand where they’re coming from. This in turn help me share my experience and reasoning to support my POV and highlight common goals to align your approaches.

As Stephen Covey says 'Seek first to understand.' Great leaders welcome open discourse. Invite them to share their thoughts and opinions. Reply with 'Sounds like you have different experience, tell me more.' Don't be afraid to clarify and reflect back if they have misunderstood your message. Gently correct with 'Feel, Felt, Found.' - I understand why you would feel that way... - Others too have felt that way... - However, what they have found is... You may need to 'agree to disagree' or car park the topic to discuss later so you can move on.

Growth and understanding come with debates and challenges. If one were to go about his professional career without having someone challenging his stance or thought process; then he would never improve. Sometimes a challenge from a team member is not to pull people down, but rather to get their thoughts heard. Let the team member know that their perspectives are important in the overall decision-making and to know when to adjust one's stance. If the original answer or decision is worth its salt, there would be sufficient content to convince the team as a whole.