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The Skilled Facilitator

The Skilled Facilitator. Roger Schwarz. Outcomes. Decisions that get better results Decisions that people actively support Time saving Better relationships Learning. Key features. Exploring/changing how we think The group effectiveness model

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The Skilled Facilitator

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  1. The Skilled Facilitator Roger Schwarz

  2. Outcomes • Decisions that get better results • Decisions that people actively support • Time saving • Better relationships • Learning

  3. Key features • Exploring/changing how we think • The group effectiveness model • A clearly defined role/ applicable to a wide range of roles • Explicit core values • Ground rules • The diagnosis-intervention cycle • Non judgmental thinking • A process for agreeing • Systemic approach

  4. Exploring and changing how we think In (emotional) difficult situations we seek to unilaterally control things eg we think : • We know all we need to know, others who disagree are uninformed • We are right others are wrong • Our motives are pure, others questionable

  5. The skilled facilitator approach Increasing our effectiveness in situations we find emotionally difficult • Understand the conditions under which you act ineffectively • Understand your own thinking (make yourself aware)

  6. The group effectiveness model • Criteria for what is an effective group • Elements which contributes • Describe elements in practise/ how they interact

  7. Group effectiveness Three criteria for effective groups • Performance • Process • Personal Three contributing factors • group process • group structure • group context

  8. Clearly defined role(applicable to wider range) • Define our facilitative role Neutral, not a group member, works for the entire group, helps increase groups effectiveness Also when interacting effectively with others in other roles

  9. Core values • Valid information • Free & informed choice • Internal commitment • Compassion Three key principles: Curiosity, Transparency, joint accountability

  10. Valid information People share all relevant information. People share information in such a way that others understand their meaning. People share information in such a way that others can independently validate it. People constantly see new information to determine whether past decisions should be changed on the basis of new, valid information Free & informed choice People define their own objectives and methods for achieving them. Choices are not coerced or manipulated Choices are based on valid information Description of values/ principles

  11. Internal commitment People feel personally responsible for their choices; they own their decisions. Commitment to action is intrinsic, rather than based on reward or punishment Compassion People temporarily suspend judgment. People are concerned for others’ and their own good. People appreciate others’ and their own suffering. Description of values/ principles

  12. Ground rules • Test assumptions & inferences. • Share all relevant information • Use specific examples & agree on what important words mean. • Explain your reasoning & intent • Focus on interests not positions. • Combine advocacy & inquiry • Jointly design next steps & ways to test disagreements • Discuss the undiscussable issues. • Use a decision-making rule that generates the level of commitment needed

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