Years ago, I was invited to Denmark to run a workshop on project leadership for around 100 project managers. I arrived early, went to the room, and began preparing. I felt focused, energised, and ready.
The first person to walk in was the senior manager whose direct reports had hired me. He sat down in the front row and, without any attempt at rapport, asked in a cynical tone: “So, what qualifies you to be here on stage today speaking to us?” Not exactly a warm welcome!
My heart jumped, but I stayed calm. I turned towards him and answered politely. I then went back to preparing. I started writing the agenda on the flip chart and wondered if he had a problem because I’m a Danish expat.
The first person to walk in was the senior manager whose direct reports had hired me. He sat down in the front row and, without any attempt at rapport, asked in a cynical tone: “So, what qualifies you to be here on stage today speaking to us?” Not exactly a warm welcome!
My heart jumped, but I stayed calm. I turned towards him and answered politely. I then went back to preparing. I started writing the agenda on the flip chart and wondered if he had a problem because I’m a Danish expat.
Then came the next comment: “Your writing is way too small. We can’t read that.” As my heart pounded, I resisted the urge to react. I didn’t say anything. I simply carried on writing with my back towards him.
A few moments later, he repeated himself—same critical tone, same comment about my writing being too small! (Not kidding you - true story). This time, still with my back towards him and without turning around, I said: “I heard you.” And then I said nothing.
I could feel the surge of adrenaline, but I wasn’t going to start justifying myself or trying to win him over. Being challenged isn’t pleasant—especially not by the person who is paying you to be there—but I wasn’t going to get pulled into it. My job was to deliver a great workshop, not to manage his need to criticise or control.
So, I stayed focused and protected my energy. And my firm approach seemed effective because from that moment onwards he left me alone.
Most people would find this kind of situation challenging—and it was for me too. On the outside I appeared calm, but on the inside my mind was racing. When something like this happens, our nervous system reacts instantly because it perceives it as a threat. Our heart rate increases, our muscles get tense and our palms get sweaty. That’s human. It’s how we’re wired. The goal isn’t to become immune to these moments. The goal is to recognise them for what they are and choose our response rather than reacting automatically.
And here’s the important part: behaviour like this is rarely about you. It’s easy to assume that you’ve done something wrong or that you need to fix the situation. But often, it says far more about the other person’s need for control and their tendency to interact with the world from a place of criticism, than it does about you.
If you think the situation is about you, you will lose your footing by stepping into their dynamic. You will try to prove yourself, over-explain, or adjust your behaviour to meet their expectations. But you’ll never make them happy, and they’ll never stop controlling you.
What helped me in that moment was staying grounded and keeping my response minimal. I acknowledged what had been said without engaging in a back-and-forth. I didn’t ignore him completely, but I also didn’t give him more energy than the situation deserved. Sometimes, a simple response is enough. “I heard you.” “Noted.” “Thanks.” These kinds of responses acknowledge the comment but don’t invite further control or escalation.
Of course, there are times when you need to be more explicit. If the behaviour continues, setting a clear boundary may be necessary. But even so, you don’t have to show aggression or confrontation. It can be as simple as calmly stating what you need or redirecting your attention.
Your job is to stay in control of your mind and choose where you place your attention. The story you tell yourself in that moment makes all the difference. If you start thinking “I need to fix this” or “I’m being judged,” or “maybe I’m not qualified to be here” the stress response escalates. If instead you recognise it as a temporary reaction, it becomes much easier to stay composed and let it go. That initial surge of adrenaline you feel tends to peak quickly and then subside if you don’t feed it with anxious thoughts.
The real shift is internal. So, instead of asking, “How do I handle this person?” it’s far more useful to ask, “How do I want to show up right now?” You can’t control other people’s behaviour, but you can control your response, your boundaries, and where you put your focus. One person’s behaviour—no matter how uncomfortable—shouldn’t derail what you’re there to do. In my case, that meant reminding myself that the workshop and the participants mattered more than one individual’s tone.
Choosing our focus is what leadership is about. It’s not just about strategy, plans, and delivery. It’s about how you show up under pressure. How you handle difficult stakeholders. How you respond when your authority is challenged or your confidence is tested. That’s where credibility is earned, and that’s where you move from simply managing a project to truly leading it.
I’d be curious to hear your experience. Have you ever dealt with a controlling or critical stakeholder? How did you handle it—and what did you learn? Feel free to share your thoughts in the comments below.
If you liked this post, you may also like:
How good is your ability to build trust?
Excel as a leader by building your Emotional Intelligence
Top Tips for Providing Effective Feedback
6 Principles for building trusting Stakeholder relationships
How to create a strong team identity during kick-off
A few moments later, he repeated himself—same critical tone, same comment about my writing being too small! (Not kidding you - true story). This time, still with my back towards him and without turning around, I said: “I heard you.” And then I said nothing.
I could feel the surge of adrenaline, but I wasn’t going to start justifying myself or trying to win him over. Being challenged isn’t pleasant—especially not by the person who is paying you to be there—but I wasn’t going to get pulled into it. My job was to deliver a great workshop, not to manage his need to criticise or control.
So, I stayed focused and protected my energy. And my firm approach seemed effective because from that moment onwards he left me alone.
Most people would find this kind of situation challenging—and it was for me too. On the outside I appeared calm, but on the inside my mind was racing. When something like this happens, our nervous system reacts instantly because it perceives it as a threat. Our heart rate increases, our muscles get tense and our palms get sweaty. That’s human. It’s how we’re wired. The goal isn’t to become immune to these moments. The goal is to recognise them for what they are and choose our response rather than reacting automatically.
And here’s the important part: behaviour like this is rarely about you. It’s easy to assume that you’ve done something wrong or that you need to fix the situation. But often, it says far more about the other person’s need for control and their tendency to interact with the world from a place of criticism, than it does about you.
If you think the situation is about you, you will lose your footing by stepping into their dynamic. You will try to prove yourself, over-explain, or adjust your behaviour to meet their expectations. But you’ll never make them happy, and they’ll never stop controlling you.
What helped me in that moment was staying grounded and keeping my response minimal. I acknowledged what had been said without engaging in a back-and-forth. I didn’t ignore him completely, but I also didn’t give him more energy than the situation deserved. Sometimes, a simple response is enough. “I heard you.” “Noted.” “Thanks.” These kinds of responses acknowledge the comment but don’t invite further control or escalation.
Of course, there are times when you need to be more explicit. If the behaviour continues, setting a clear boundary may be necessary. But even so, you don’t have to show aggression or confrontation. It can be as simple as calmly stating what you need or redirecting your attention.
Your job is to stay in control of your mind and choose where you place your attention. The story you tell yourself in that moment makes all the difference. If you start thinking “I need to fix this” or “I’m being judged,” or “maybe I’m not qualified to be here” the stress response escalates. If instead you recognise it as a temporary reaction, it becomes much easier to stay composed and let it go. That initial surge of adrenaline you feel tends to peak quickly and then subside if you don’t feed it with anxious thoughts.
The real shift is internal. So, instead of asking, “How do I handle this person?” it’s far more useful to ask, “How do I want to show up right now?” You can’t control other people’s behaviour, but you can control your response, your boundaries, and where you put your focus. One person’s behaviour—no matter how uncomfortable—shouldn’t derail what you’re there to do. In my case, that meant reminding myself that the workshop and the participants mattered more than one individual’s tone.
Choosing our focus is what leadership is about. It’s not just about strategy, plans, and delivery. It’s about how you show up under pressure. How you handle difficult stakeholders. How you respond when your authority is challenged or your confidence is tested. That’s where credibility is earned, and that’s where you move from simply managing a project to truly leading it.
I’d be curious to hear your experience. Have you ever dealt with a controlling or critical stakeholder? How did you handle it—and what did you learn? Feel free to share your thoughts in the comments below.
If you liked this post, you may also like:
How good is your ability to build trust?
Excel as a leader by building your Emotional Intelligence
Top Tips for Providing Effective Feedback
6 Principles for building trusting Stakeholder relationships
How to create a strong team identity during kick-off
RSS Feed