The reasons for this can be so very diverse that the only way to handle it is to try to find the root cause. If this happens during an experiential exercise, discuss why some people did not follow the instructions during the exercise evaluation. If it happens during a plenary discussion, with problems such as not respecting the moderator and speaking out of turn, then the matter is a bit more serious and probably involves some sort of upset/revolt that must be addressed. Identifying the right moment to talk about the root causes can be a delicate matter and it is good to consult with the team, and perhaps even with the whole group. For example, if you feel that it is not the right moment to talk about the causes, it is important to determine when they will be discussed, because it is a general rule that existing conflicts should take precedence over the pre-set agenda. (This rule is an expression of respect for equality within the group, because a conflict means that someone is bothered by something in the working process and this cannot be ignored.) Still, we must take into account the needs and energy of the entire group and manage the situation, which need not always mean that we jump into trying to resolve the problem on the spot.
