Jun 16, 2007
The three meanings of facilitation in LED are facilitating a
learning experience, a workshop or meeting, and an LED process. We
discuss what often goes wrong in facilitation, and what to do about
it.
Very interesting, just a few comments: Shawn you caution against facilitation as a means of answering a list of questions. While I agree with you that such a list could curb flows in discussions and insight gained...often the main reason for the facilitated session is exactly that...to illicit feedback on for example three key questions. The opposite may also be tricky, i.e. when facilitators dont have clear questions and the facilitated session takes the group everywhere and nowhere.
The other interesting issue you touched on is conflict and I agree that successfully facilitating sessions where conflict arises requires confidence, experience and more especially some knowledge of conflict mediation/management. I think as a facilitator you have to be able to determine whether the process you are involved with can deal with the conflict, whether it is linked to the objective of the workshop or event or whether the conflict issue requires another facilitation process - without completely running away or ignoring the issue.
I definelty agree that it is very beneficial to have a co-facilitator, not only for the practical purpose of handing out pens and cards, but also as addditonal eyes and ears on the process and picking up innuendos.
Thanks again for the very insightful discussions
Thank you for this interesting information. Lovely to hear you both. I didn\\\'t know the story of Colin\\\'s monkey, but it\\\'s very apt! Here are some of my ideas on process facilitation in summary – based on what you’ve said:
Success Factors of process facilitation
· Create a champion to motor the process!
· Ask the open question that is important for the group! Make clear the goals and no-gos of participation. What can the group actually decide? Who is expecting what, when and in which form?
· Build temporary or transform existing institutional “spaces? for change!
· Involve participants rationally and emotionally – activate their visual, auditory and kinaesthetic senses!
· Form follows function: Firstly, what are you trying to achieve and only secondly, how do we get there? Don’t worry about “raping and pillaging? trendy methodologies (such as Open Space).
· Take on the responsibility for the setting (who is there, what will they be needing, how can they be practically involved)!
· Ensure that the participants have all the resources they need and are entrusted to solve the problems facing them!
· Highlight achievements – use public relations to multiply the positive messages of the process!
· The facilitator enjoys facilitating the process and is interested by the participants’ ideas!
· Delegate the solutions, the pride and the ownership of the process to the participants!