1-to control a dominant talkative person in a meeting you can :

*Encourage Others by Name to Enter the Discussion.

*Simply break eye contact, and divert attention elsewhere

*Call the Dominator by Name

Ex: Tyler, before we get off on another track here, I’d like us to spend more time discussing how to
….” Calling a person’s name puts him or her on the spot in a gentle way to relinquish the floor—and
refocuses discussion quickly to avoid embarrassing anyone.

2- to deal with a rambler you can :

 Attempt to redirect the conversation. Without being confrontational, introduce another

topic and ask others to share their thoughts.
 You can talk to them privately
3- You can handle mute quite people by :
*Give people five minutes to write down their ideas or thoughts in a silent brainstorm
before opening the general discussion.
*Ask them directly ,call them by their names to know more about their ideas and thoughts
*Break into small groups or pairs to discuss aspects of an issue before opening the general
discussion
4- here are some strategies to follow if your meeting include a lazy participate :
*Offer more training : By offering training, you are showing that you are committed to their
development which, in turn, should create a positive effect, forcing the employee to feel more
motivated to progress and do well within the organisation.
*Create consequences : Once you have given your lazy employee all the tools they need to
progress (eg: training, extra attention, etc), you must set some consequences in place, in
case that they do not deliver.
*Create incentives : While consequences may be a good tactic, incentives, on the other
hand, can be just as powerful. If an employee is given an aim to work towards for something
in return, they are more likely to work 10 times harder to ensure that they get there – after all,
they’ll want to be rewarded!
5-Some tips to deal with a complainer during meetings :
*Reframe the situation : Sometimes, negative people just need a bit of perspective
adjustment, Galford says. Try helping them reframe the situation. You might offer a different
perspective on the situation or action that is being criticized.
* Ask them to give a solution , sometimes theirs could be useful if they don’t have one they
will be calmer
6- I am this type of person and I actually don’t know what should be done .