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Facilitate with EASE

Facilitate with EASE. Getting the Most Out of Your Group . Facilitated by Denise Burrell (780) 414-1234 dburrell@performancegroup.com. Facilitated Sessions. Why do you work with small groups? What do you want to achieve? What goes wrong?. What is Facilitation.

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Facilitate with EASE

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  1. Facilitate with EASE Getting the Most Out of Your Group Facilitated by Denise Burrell (780) 414-1234 dburrell@performancegroup.com

  2. Facilitated Sessions • Why do you work with small groups? • What do you want to achieve? • What goes wrong?

  3. What is Facilitation • Facilitate = “to make easy or easier” • Basic Facilitation • Use group processes to solve a substantive problem or issue • The group uses a facilitator to temporarily improve its processes • Task or goal focused

  4. What Plagues Your Groups? • Stuck on an issue = Loss of input • Unresolved conflict = No solutions, no trust • Dominator / Distracter = Shuts down participation • Group think = Short term solution • Soft agreement = No commitment to follow-through

  5. Why Does This Happen? • Lack of clarity/common goals • Lack of process tools to prevent or address issues • Lack of awareness of underlying issues • Poor listening skills • Rush to solution • Lack of trust

  6. So What’s a Facilitator to Do?Key Facilitation Skills • Create the environment • Question • Listen deeply • Clarify / validate / probe • Summarize and synthesize • Surface • Plan Action

  7. Creating the EnvironmentThe Best and the Worst • Safe • Open • Respectful • Focused • Time sensitive

  8. The 7 “P”s of Facilitation • Purpose • Why is the group together? • Products • What do we need to produce? What are indicators of success? • Pay-off • What’s in it for us? • Plan • Who, what, when? • Process • How will the group work together? • Parts • Why is each member a part of the team? How will their contribution be measured? • Passion • How will we make a difference?

  9. The First 30 Seconds • State the purpose of the discussion. • Describe the desired products or outcomes. • Identify the process and type of involvement required. • Encourage participation by clarifying the group’s part.

  10. Prevention • Have I taken the steps I need to prevent problems? “An ounce of prevention is worth a pound of cure.”

  11. Process • Critical!! • Success Indicators – How will we measure success? • Groundrules – How will the group work together? • Share information • Solve problems • Make decisions • Resolve conflict

  12. Success Indicators • How will you measure success? (WIIFM) • What are the similarities? What are the differences? Questions you can ask: • Why do we exist? • How will each of us measure success? • What are the commonalities? • How will we address differences?

  13. Groundrules • Norms = Group ‘Habits” • Good and bad • Explicit or tacit • Groundrules = explicitly stated approaches to working together • Examples • Be specific • Ask for clarification • Focus on interests, not positions • Summarize agreement before presenting other perspectives

  14. Role of the Facilitator • Explore success indicators • Keep purpose and success front of mind • Develop groundrules with the group • Contract for commitment • Discuss consequences • Address contrary behaviours • Model effective member behaviours

  15. Modeling • Questioning • Ask Don’t Tell • Open not closed • Deep listening • 80% • What’s important to this person? • Clarifying / validating / probing • What more do we need to know? • Summarizing and synthesizing • Agreement, action, accountability

  16. Surfacing • Underlying issues often become barriers Steps • Identify that issues exist • Cues and clues • Share observations • Say what you see • Neutral • Exploratory • Ask for input and options

  17. Disruptive Behaviours • What types of disruptive behaviours occur? • Why do we care? • What would it look like if it were fixed?

  18. Basic Principles for Addressing Disruptive Behaviours • Protect the self-esteem of the individual • Group needs have priority over individual needs • Incremental response • Proportional response

  19. Steps for Addressing Disruptive Behaviours • Refer to groundrules • Privacy where possible • Identify behaviour and its impact • Ask for her/his observations • Don’t get defensive • Ask what they’ll do differently • Offer suggestions/outline boundaries • Express confidence that s/he will make a positive contribution to the group

  20. Steps to Address Challenges • Acknowledge facts of the challenge. • Acknowledge feelings/interests stated or implied. • Ask for clarification. • Listen carefully to what is said. • Set aside defending, curiosity or solutions • Check if it is an issue for the rest of the group • Park it if it’s not • Acknowledge importance to the speaker • Express honest disagreement • “I’ve had a different experience . . .”

  21. Facilitate with EASE • Engage the group • Create a safe, engaging environment • Ask the right questions • Actively listen • Use your eyes as well as your ears • Listen to your intuition • Surface & summarize • What issues are you observing • Summarize and synthesize • Ensure commitment and action • Identify driving and restraining forces • Determine who, what , when and where

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