1. **Set Priorities** – Focus on high-impact tasks (80/20 rule). 2. **Plan Your Day** – Use a to-do list or calendar. 3. **Avoid Distractions** – Limit social media and unnecessary meetings. 4. **Work in Blocks** – Try the Pomodoro technique (25-50 minutes). 5. **Leverage Automation** – Outsource low-value tasks. 6. **Stay Healthy** – Exercise, sleep well, and take breaks. 7. **Reflect and Improve** – Review progress and adjust strategies.

Here’s how I can regain control and keep your team on track: ✅ Identify the Root Cause ✅ Have a Direct Conversation ✅ Set Clear Expectations ✅ Provide Support & Coaching A great leader doesn't just manage problems—they turn them into growth opportunities.

Team member who is causing disruption can lead to poor team performance and productivity. Following are the ways this challenge can be handled. 1. Have one-to-one conversation and find out the root cause. If it's behaviour issue, tackle it. If it's ego issue due some reason probe and set expectations with clear and firm message. 2. Give him/ her duty to lead the team while reviewing it's progress closely. 3. Set clear expectations and result oriented goal with timeline. 4. Organise teambuilding activities and engage proactively. 5. If nothing works let this member understand how it is affecting everyone and everything. 6. Give warning or just separate and transfer to another department.

We avoid conflict because we don't understand how to do it effectively. Sometimes "disruptive" team members are seeing things that others are not. Organizations need to approach these events with curiosity and create frameworks for decision making that are inclusive. These structures need to be based on core purpose and values so everyone is on the same page. Leaders need to model curiosity when approaching conflict looking to understand what people are seeing and how they are being heard. The Trojans' thought Cassandra was "disruptive" but she just saw a possibility that others could not. They wrote off her concerns to their peril. There is power in decent, and we are almost always stronger on the other conflict.

I would take the individual aside for a one-on-one conversation to understand the reasons behind their disruptive behavior. In my experience, addressing concerns privately creates a more open and constructive dialogue, allowing the individual to respond more positively. This approach not only helps resolve the issue effectively but also enables me to regain control of the situation while fostering a more supportive team environment.