If a team member feels overshadowed, start by involving them in informal conversations where they feel comfortable sharing their thoughts. Sometimes quieter team members open up better outside structured meetings. Instead of directly encouraging them to speak, ask for their input on specific topics where they have expertise. This shows you value their perspective. During group discussions, subtly create pauses after vocal colleagues speak, giving quieter members a chance to contribute. Avoid putting them on the spot—build trust by recognizing their input privately first, so they feel confident sharing publicly later. Remember, trust grows through small, thoughtful actions over time.

When a team member feels overshadowed, it’s a reminder to reassess how we foster inclusivity. A productive team thrives when every individual feels valued and empowered to contribute. It’s not just about giving everyone a turn to speak—it’s about actively listening, seeking diverse perspectives, and creating a culture where all ideas, big or small, are acknowledged. Leadership is not about dominating the conversation but ensuring no one is left unheard. How do you ensure everyone in your team feels seen and heard?

Include them. If you are the leader, at some point you have control of the conversation. When the most vocal have said their piece, ask the quiet, thoughtful ones about their perspective. I also would assign team members to present in different meetings so everyone on the team gets to practice their speaking and their listening. If it is part of the culture, nobody feels "called out" which would stifle the vocal ones from feeling inclined to participate or the quiet ones from feeling comfortable listening before they speak.

Every team benefits from diverse contributions, and individuals express their strengths in different ways. For those who find it challenging to have their voices heard, I've discovered that providing tailored opportunities for them to lead the conversation can make a significant difference. After a few chances to take the lead, they often gain confidence and naturally find their rhythm in future discussions.

When I have come across this in the past I have spoken to the individual to find out of they feel confident to share in a group. If they do then I have purposefully asked for their input and ensured we have a rule that when someone is speaking, we listen and participate one at a time. For individuals that don't feel comfortable I work with them one on one to build confidence and validation of their input with the long terms goal of getting them to contribute in the group. In some cases I have also spoken to the vocal colleagues in private - validating and thanking for input but expressing that we want to hear from everyone at the table.

When a quieter team member feels overshadowed, trust takes a hit. To rebuild it, make sure their contributions don't vanish in the noise. Catch them 1-on-1. Ask questions. Really listen. Sometimes they just need space away from the group dynamic to feel heard. In meetings, invite them in without putting them on the spot. A simple, "Hey [Name], what do you think?" can work wonders. Also, highlight their wins publicly. Recognition boosts confidence and signals to the team that everyone's input matters. Bottom line: Trust isn't just about talking. It's about making sure everyone feels seen.

- let all team members to share their opinion one by one after overshadowing event including the person of concern. - expertise subject of person of concern need to brought on table time to time. - special session for cohesion need to be introduced.

Building trust with a team member who feels overshadowed starts with active listening and empathy. Have a one-on-one conversation to understand their concerns and validate their feelings. Reassure them that their contributions are valued and highlight specific strengths they bring to the team. Create opportunities for them to share their ideas in smaller or more comfortable settings, and acknowledge their input publicly when appropriate. Encourage a team culture that balances participation by inviting quieter members to speak during discussions. Demonstrating that you’re genuinely invested in their growth and inclusion will foster trust and empower them to contribute more confidently.