Master Facilitator Journal | Issue #0255, May 9, 2006 ....
 

Dear friends,

If you want to solve a problem, become more effective, have your team work better together, or what have you, something must change. This change will occur in either attitude, behavior, perspective, or all three. Making a change requires the making of new choices. To this end, I share with you this week a simple coaching model that you can apply with any individual or group. I call it the "ARC" model for Awareness, Responsibility, and Choice. This model is easy to remember and apply in any situation. Let me know how it works for you.

Brief philosophical excursion...

Question: What did the Buddha say to the hot-dog vendor?
Answer: "Make me 'One' with Everything."
~courtesy of an anonymous Starbucks employee

FacilitatorU News

Leverage Your "Relational Presence" for Masterful Group Leadership
The Introverts answer to public speaking and group presence
. Join us next Tuesday for this one-hour expert interview f
eaturing Lee Glickstein of BeHeardNowTraining.com. See details after the article.

Adults don't want to be "taught" anymore. They got enough of that in school. Join the "Becoming a Learning Facilitator" Teleclass offered during the week of May 22nd. Find out how to "co-create" content and learning with your participants in this highly interactive, five-day teleclass. See details at the end of this issue.

Are you managing people you rarely see? We're offering another five-day teleclass, starting June 5th for those managing teams at a distance. Please see details at the end of this issue.


Have a great week!

Steve Davis
Publisher

 
Advertisements
       
 

Click here for detail
s


Click here for details


Click here for details

d
The Point


Build an "ARC" for Success
A simple coaching model for group leaders

Group Process Skill


If you want to solve a problem, become more effective, have your team work better together, or what have you, something must change. This change will involve either your attitude, behavior, perspective, or all three.

In order to make a change, we must first become Aware of our current attitude, behavior, or perspective. In my experience, much of what we do as group leaders involves bringing individual and group behaviors and perspectives into present moment awareness. In other words, before you can be motivated to change something, you need to know what you are changing from.

The next step to changing a behavior or a situation requires that you "own" it as yours. This can be particularly difficult when one views a current behavior as distasteful or unattractive. In this case, people often "project" their own unacceptable behaviors onto others so as not to take personal Responsibility for them. Again, as facilitators you'll have abundant opportunities to facilitate ownership and responsibility for the actions and perspectives of individuals. 

Responsibility is an interesting concept which I believe you can approach from at least two different perspectives, both of which lead to results. 

First, once an individual has assumed responsibility for a given behavior or perspective, they then have the power to make another Choice.  Choosing and committing to a course of action facilitates change. 

Second, if the above perspective on responsibility doesn't fit. In other words, if you don't see your role in the problem, then you can choose to be responsible for the solution nonetheless. When you choose to take responsibility for the solution, you've placed yourself in a position of strength and influence. The choice to be responsible is a choice for action, and action leads to results. 

Either way you slice it, choosing to be responsible is a winning proposition. The question is, how do you facilitate responsibility with individuals and groups? Help them see the "choices" they're making. If one is choosing to not be responsible for either a cause or a solution, then they're choosing to maintain they're problem. As a facilitator, you can help your participants clearly see the choices they're making and the consequences of each choice.


I call this simple model the "ARC" model for Awareness, Responsibility, and Choice--an easy to remember model that you can apply in any situation.

Application

One of the biggest challenges individuals and groups face is a reluctance to look for their responsibility in a given situation. We have all been raised in a victim/perpetrator culture where there must be someone to blame for each and every problem. And it's far easier to find fault outside oneself than to undertake a soul-searching mission.

However, if you can help your group agree that a solution is more important than a scapegoat, then you can introduce the concept described above about choosing to take responsibility for the solution, rather than focusing on a cause. This approach encourages people to rise from the fault-blame game to a  problem-solution orientation.

Let's say you're working with a department in a service organization that is stymied by the lack of commitment from their line employees. They're getting lots of customer complaints about poor treatment and delayed service. There are also significant problems with retention and infighting within this group.  Management has called you in to train their staff in customer service and self-management competencies.

You decide it might be a good idea to interview management first to get more insight into the source of the problems. You find many disempowering management practices in place that are contributing to unrest among the staff. You also suspect that management's treatment of the staff is being mirrored in how the staff are treating their customers.

This presents an opportunity for you to bring your observations into management's awareness. You ask them if they'd be willing to receive some feedback from you. If they respond affirmatively, you give them your perspective on the matter. If they're receptive to your feedback, you might ask them if they would be willing to explore how they may be responsible for some part of the problem themselves. You would then facilitate new choices they might make to do something about it. This might involve their attendance and involvement in the training they've requested for their staff.

If they are not receptive or willing to accept responsibility for their role in the problems, then you may either decide not to work with them and tell them why, or share your policy of only working with organizations who are committed to solving problems, not treating symptoms.


Action
 

Your assignment this week is to practice using the ARC model on an individual or group. We're interested in hearing what you discover. I look forward to your comments, insights or feedback about this article. Just click reply and type them directly into this email.

Facilitation Expert Tele-Seminars

Leverage Your "Relational Presence" for Masterful Group Leadership
The Introverts answer to public speaking and group presence


Featuring Lee Glickstein, author, speaker, trainer, and founder of BeHeardNowTraining.com


When you stand in front of a group to open a training, a meeting, or a talk, where typically is your anxiety on this continuum?

Terror -- Fear -- Anxiety -- Coping -- Ease -- Flow -- Mastery

Anything less than Ease (which cannot be faked) translates instantly into anxiety for the group. If you aren't able to take a full, natural, unselfconscious breath before saying a word, the group will constrict their breathing and their listening. Bad start, yes?

Join us for this live, one-hour tele-seminar where you will discover what it takes to facilitate from full engagement and receptivity in every moment. This surprising secret to masterful group leadership is not grounded in technique or dynamism; rather it is about developing your innate capacity to facilitate listening and learning by being transparent. We call the key "Relational Presence," and by the end of this session you will know its power and understand how to cultivate it in your own style. Join Lee Glickstein and Steve Davis for this teleseminar on Tuesday, May 16th at 1:00 PM Eastern (NY Time). Click here for full details and registration.

These seminars are free to FacilitatorU.com members.
Click here
to view features and benefits of membership.


Note to Publishers
 
Would you like to republish this or other articles from the journal? You are free to do so providing you follow these guidelines.

We grow by recommendation only when you find our material of use! If you enjoyed this issue, we'd love it if you'd spread the word. Click here to use our interactive form to tell your friends about MFJ, and as a thank you, you will receive our free Facilitator's Self Assessment.


In the Spotlight


Attention facilitators, trainers, and teachers...


Are you ready to make the leap from conventional teaching to the skills, attitudes, and practices necessary to create and facilitate a learning environment? 

Adults don't want to be "taught" anymore. They got enough of that in school. Find out how to
"co-create" content and learning with your participants in this highly interactive, five-day teleclass.

o Are you stumped when it comes to engaging your people in trainings?

o Are you wondering why your students, don't want to get involved?


o Are you tired of trying to teach those who don't want to learn?


Get re-energized as a teacher and trainer in this 5-day teleclass and Become a Learning Facilitator, led by Steve Davis, founder of FacilitatorU.com.

This course is for facilitators, trainers, teachers, and coaches who want to delivery relevant, engaging, experiential training for groups in a way that's fun, engaging, and interactive, and you'll take it from the comfort of your own home or office.

I became inspired and awakened to a new possibility. It's a possibility that instead of being a teacher, I discovered that I am very passionate about facilitating learning. This is what I am fundamentally all about, and I was turned on by the conversation, the facilitation, the tools and the community of learners that were present.
--Annie Hammond, Life Coach

Learn how to Facilitate Learning in a way that is fun, impactful, and memorable. By the end of the 5 days, you will:

  • Renew your passion for teaching and training.
  • Know new ways to get your students excited about learning again.
  • Know how to listen for, encourage, and nurture what's important to them.
  • Learn to package your material in a way that better relates to your students.
  • Learn to connect with your students in a way that's rewarding for you both
  • Become a better listener and communicator.
  • Release the burden of trying to "make" learning happen in your classroom.
  • Collaborate and learn from a community of your peers, who are all passionate about empowering groups.
  • And much more..
This teleclass not only delivered facilitation techniques and information, it also aroused in me a new awareness of why I want to teach, train, mentor, and facilitate. Steve taught us how to sow seeds in people's hearts that can grow and sustain resourcefully and powerfully. The class has added a value to my coaching and my life. Thank you! --Bonnie Chan, Business Coach

Click here for full details and registration


Managing People You Rarely See

Unlock the potential of your virtual team
as an effective distance manager


o Are your virtual working groups disjointed and uncooperative?

o Are virtual subcultures making communication difficult?

o Is accountability at a distance a problem?



This 5-day Teleclass will help you take the Management and Facilitation of your Virtual/Distributed Team to a new level...

Thanks so much for the class! I found it to be well-organized, soundly conceived, and well facilitated. This was a wonderfully informative, practical class, that helped add to my awareness and "toolkit" as a facilitator and provided many rich resources that can be applied in a variety of contexts. -- Harry Webne-Behrman, Training Officer, Office of Human Resource Development, University of Wisconsin


Managing people from a distance isn't easy

Do you need to get rapid results from people collaborating across multiple locations? This class will discuss managing remote relationships and frameworks for successfully managing projects across large distances. There are issues created by the geographic distance between team members. But those issues can be overcome, and in fact, the potential of a distance team to accomplish amazing feats far outweighs any logistical liabilities. Project development teams scattered around the country or around the globe can take advantage of the best scientific minds, technical skills and subject matter experts...if they can manage the remote relationships effectively. This course will build remote management competencies by providing a framework for success and applying it to real-life examples. The course contains consolidated information packed into a one-day format.

In this training you will learn to:

  1. Build group cohesion, avoiding the "us and them" trap
  2. Establish communication protocols that work for different organizational cultures
  3. Obtain organizational support and resources by creating the connections to larger operational goals
  4. Include group members' individual goals to create a shared purpose that increases commitment
  5. Build a common language for setting goals and project milestones.
  6. Clarify roles, responsibilities, and relationships for increased accountability
  7. Collaborate and learn from a community of your peers, all passionate about building and managing virtual teams.

Click here for full details and registration


FacilitatorU.com Membership Option

Become a member of FacilitatorU.com premium member and receive live and self-guided teleclasses at half price in addition to a host of other items and benefits. An exceptional value. Click here for details.


©2008. Powered by FacilitatorU.com. All Rights Reserved.