You want to tell a colleague that meetings often run over. Saying you never respect anyone's time is likely to start a discussion about the accusation instead of the meeting.
Choose a recent example you can describe accurately. Explain what happened and how it affected the work. Ask about a practical change, such as keeping the final minutes for decisions or moving a long topic to another session.
Listen for missing context
The other person may know about a constraint you have not seen. Hear that information before deciding what arrangement would work. A recurring problem can still need a clear change, but the change should address its cause.
Agree on what will be tried and when to review it if the issue continues. Keep the tone proportionate and use formal processes where the situation requires them. Ordinary feedback is more actionable when both people can identify the event, understand its effect and tell what different behaviour would look like next time.
