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To me this sounds like a group dynamics issue, and I'd address it that
way.
I'm thinking your problem folks feel unacknowledged and disrespected.
They'll be more likely to shut up if you can find a way of changing that
feeling without derailing the group. For example:
Joe, you're absolutely right that comma on p. 47 should be a semi-colon.
I'd appreciate it if you'd email me listing all the detail mistakes you
find. That way we won't have to take up the time of the whole group, and
I'll get all the benefit of your attentive review.
And at the end of the group say to a participant or group who handled
themselves well:
"Charlie, I really appreciate the way you focused on the high-level
schedule. That kind of comment helps us get the most done."
It may be that your predecessor didn't set norms for what the group
should discuss. Being new, now is your chance.
"I think the best use of our short time together is to take a broad view
of documentation progress, rather than focusing on detail corrections."
Or some such clear statement of what's expected.
I wonder if the problem folks are higher status in the organization than
you and your predecessor are. If they are, it may just an issue of using
respectful body language so they feel like they're being treated
properly.
HTH.
Stan
> -----Original Message-----
>
>
> My manager warned me that some of the regular meeting
> attendees seem bent on causing trouble rather than
> assisting with the overall meeting by constantly
> nitpicking about small details and/or trying to shine
> at everyone else's expense.
>
> Meeting facilitation is new to me, but I want to do a
> good job.
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