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Facilitation Skills
(Meetings, Facilitation, Coordination)
To Want
To Do
Effective group meetings really boil down to
three things:
1. They achieve the group's objective.
2. They take up a minimum amount of time.
3. They leave participants feeling that a
sensible process has been followed.
The Meeting's Objective
Do you want a decision?
To help you determine what your meeting objective is, complete this sentence:
Information Immersion
Criteria Setting
Idea Selection/
Agreement
Synthesis/Discussion
Action Plan
Example: Stages in collective decisions
• Sharing information
• Prioritization of issues
• Constructing proposals
• Collective action decisions
• Monitoring/evaluation
Facilitated reflection
• Is empathic
• Is results-oriented
• Masters process
• Is firm on outcome
• Is flexible on tactics
• Is energetic
• Listens actively
• Is good at non-verbals
• Involves everyone
• Pauses and reflects
Facilitation Modes is designed
high
Interaction between Trainer & Participant
Facilitation Modes by Sabine Bhanot and Jerome
L’Host based on ideas of John
Townsend and Arthur D. Little
Moderating
Stimulating
Proposing
Empowering
Telling
- My Comfort Zone -
Look at the five intervention modes to see where you feel most comfortable, especially under
pressure.
Ask a friend or colleague for feedback.
Then imagine yourself operating, at your best, in an intervention mode that is « new » for
you.
Do the exercise many times until you feel at ease. Start practising in your next meeting.
What is coordination?
• we
Doare coordinating with them.
I “coordinate others” or “coordinate with
Coordination
others”? is a voluntary process
• we
Weare coordinating with them.
each engage in coordination only if we think
Coordination is amore
we will achieve voluntary
of ourprocess
own objectives that
way than by working alone.
• Unclear objectives
• Group size
• Agenda size/complexity
• Lack of key actors
• Disruptive behavior
Dealing with difficult participants
Committed
Golden Torn
Triangle apart
Rebellious
Opposing
Passive Grouchy
Antagonism
Dealing with dysfunctional behavior
- Late comers
- Mobile phones abusers
- Side talks
- Pax having an argument
- « Oysters »
- « Clowns »
- « Dinosaurs »
- Doodlers
2. Constructive reformulation
This phase puts emphasis on the other person’s issue by showing him/her that you acknowledged receipt of
his/her question or objection, that you received and understood his/her message.
This phase also helps you to dig the positive side out of the question; it gives you indication on how to formulate
your answer.
Examples:
Q. What you are saying is abstract…
A. So if I understand well, you are looking for a concrete way of…
Q. I have been doing this job for the past 20 years, and I can tell you that…
A. I can see you have a long experience…
3. Answer
The person asking the question usually expects from you a real answer – it should be clear, concise,
and as complete as possible (if not, (s)he will not miss the opportunity to come back with the same
issue).
4. Return-question
‘Returning the question’ means re-opening the debate in a positive direction (remember ‘the
questioner is usually the leader’).
The objective of such a phase consists either in making sure your answer was satisfying to the other
person, or in enlarging the debate with your whole team (discussion, argumentation, brainstorming,
etc.).
Dealing with objections – Practice
session
Objection Reformulation
HOW TO MODERATE ?
• Know the Mental Models: images, assumptions and stories people carry in
their minds.
Conclusions
(Actions)
Data
(Facts)
HOW TO MODERATE ?
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www.Facilitutor.com