Ever Talk to Someone Who Just Doesn’t Listen? Here’s How to Handle It—Professionally.

You know the type. You’re in a meeting, someone starts talking… and they don’t stop. No pauses, no space for others to chime in. You nod politely, waiting for your turn—but it never comes. It’s like trying to get a word in during a podcast you didn’t ask to be on.

This isn’t just frustrating—it’s a problem. One-way communicators, whether they mean to or not, can shut down good ideas, make others feel invisible, and kill team vibes fast.

But here’s the good news: You don’t have to sit there in silence or storm out in frustration. With a few smart strategies, you can steer the conversation into more balanced territory—and maybe even help that talkative teammate become a better listener.

Let’s break down how to do that.

1. Model the Behavior You Want to See

Instead of matching their energy or withdrawing from the discussion, show what good communication looks like. Use active listening techniques—nod, paraphrase, and validate their points. For instance:

“That’s an interesting point about the marketing strategy. I’d like to build on that with an idea that might support it from another angle.”

This not only models respect but subtly invites them to listen in return.

2. Ask Open-Ended Questions

One of the most effective ways to engage a one-way communicator is to ask thoughtful, open-ended questions. These require more than a yes/no answer and naturally shift the tone to dialogue. Try questions like:

• “What challenges do you foresee if we proceed this way?”

• “Can you walk me through how you arrived at that conclusion?”

• “What are your thoughts on including other perspectives in this decision?”

These types of questions prompt reflection and often slow down rapid-fire talking.

3. Use “I” Statements to Express Your Needs

If you feel that you’re not being heard, address it without blame. Use “I” statements to explain how the dynamic impacts you:

“I’ve noticed I haven’t had much opportunity to share my input, and I’d like to offer some ideas that might add value to the conversation.”

This keeps the tone constructive and focuses on the shared goal of progress, rather than confrontation.

4. Set Clear Communication Norms

If this dynamic happens in team settings, consider introducing group communication norms. These could include:

• Taking turns to speak

• Time limits for responses

• A dedicated Q&A or feedback period

Position these as tools to ensure everyone has a voice, especially in brainstorming or strategy meetings.

5. Follow Up in Writing

Sometimes it’s hard to redirect a conversation in the moment. In such cases, send a follow-up message to reinforce your perspective. For example:

“Thanks for today’s discussion. I’ve summarized the key points and added a few thoughts that I didn’t get to share earlier…”

This not only ensures your ideas are documented but also gives the other party a chance to reflect and respond thoughtfully.

6. Be Assertive When Necessary

If the behavior continues and affects your work or team dynamics, don’t hesitate to assert your position respectfully. You might say:

“I value your insights, and I’d appreciate a moment to share mine as well so we can look at the bigger picture together.”

Being assertive is not about being aggressive—it’s about honoring your voice in the conversation.

Conclusion

Dealing with one-way communicators in business can be frustrating, but it also presents an opportunity for growth in emotional intelligence and leadership. By staying calm, curious, and confident, you can gently guide the conversation toward mutual respect and open exchange.

After all, the best business ideas are born from collaboration—not monologues.