Respond to the challenge with empathy and respect, actively listen to their perspective, communicate your expectations clearly, and collaborate to find a constructive solution that reinforces your leadership while valuing their input.

If a team member is challenging my authority there are a variety of ways to look at this. First, a positive outlook, I’ve succeeded in establishing a culture where it’s safe to challenge my decision making and strategic intent for the team to thoroughly evaluate the way forward. This enables greater buy-in and shared ownership. Second, a not so great outlook, is it’s a pattern of challenging my authority with the intent to diminish my value to the team and the organization. Typically, behavior like this from an employee is a symptom of something deeper. I’d start with open ended questions, be curious, and seek to understand. Creating space for conversation until I understand the root cause, with the goal of rebuilding trust.

Some may say, do not compromise on your values during such situations; however, as a servant leader there is no such thing as "my values and my values only." In a collaborative environment you need to consider your followers' values and acknowledge that theirs are as just important as yours. Having said that, you need to build towards common & shared values acceptable to all across the team. With that in mind, stay calm, have an open mind, and try to understand their point of views by active listening. Ask open ended questions, apply emotional intelligence, and analyze the why behind the objective. Remember, your authority comes from your depth of knowledge, skillsets and character; therefore, do not allow this to become a personal matter.

To assert leadership with emotional intelligence when a team member challenges your authority, start by staying calm and composed, avoiding defensive reactions. Acknowledge their perspective with empathy, showing that you understand their concerns. Listen actively to their points, which can help defuse tension and demonstrate respect. Once you’ve gathered their viewpoint, assert your position clearly and confidently, explaining the rationale behind your decisions. Maintain a collaborative tone, offering room for discussion while reinforcing your role and responsibilities. Be open to feedback, but remain firm in your leadership, showing consistency in your actions and decisions.

Stay calm and try to understand the reason. To do this I made good experience to discuss amongst the team the outcome for the task/activity/project and Ask about everyone’s Opinion to enable them to take ownership. Do it in an inclusive and not too offensive way and to Win individuals mind. If majority is developing a path to succeed the one who seems not to follow you will either contribute or is starts to understand it is not your personal view only. You can Use also this experience of the exercise to discuss it later with the individual to debrief and start to better understand the reason.

This is a fabulous opportunity to build strong relationships with your team member because someone is voicing their opinion while others are quiet. A detailed conversation with this team member will give you great insights into the improvement areas about yourself and the team and organisation. Once you understand the real issue then come up with the action plan and implement. Once you are able to listen and work on the actions the team member will gain trust in you and the system

It depends, Once a manager understands the situation, they can figure out the best way to handle it. * Maybe it was a misunderstanding, and we just need to explain things better. * Maybe it was a problem with behavior, which needs intervention. * Maybe they're feeling disengaged, and we need to support them. There's no single answer, as every situation is different."

When a team member challenges your authority, step into the moment with confidence. Instead of reacting defensively, pause and lean into curiosity—ask them what they see that you might not. Use this as a chance to demonstrate that leadership is about listening and decisiveness, not dominance. Then, assert your vision with clarity and conviction, tying their feedback to the bigger picture. By turning tension into collaboration, you don’t just lead—you inspire respect and trust in your team.