of the Week
of the Week | Archives
Coaching | About
Us | Contact
Individual sessions by telephone to help you quickly & gently
fears, depression, panic, and any limiting beliefs that are keeping you
from becoming a full expression of who you are. To experience new
healing now, call Richard Ross at 1-800-653-4465 or 541-535-3450, or
Check out our new Personal
Development Store. This store offers leading audio, video, and
workbook programs on many personal development topics that support
facilitators, leaders, and coaches.
Dream-Minder Is Guaranteed
You Find What Is Sacred
here to find out how.
to view a multitude of Free
you use some emotional healing? This
book contains little known secrets that have only recently
been shared with a wider audience, and are transforming the field of
emotional healing. Almost any emotion from past events that you no
longer wish to experience can be healed. Even if you've read books,
attended seminars, or spent hours with therapists or counselors, these
amazing new processes can end the suffering you've endured over
we still have room right here for your logo or banner ad! Be seen by
over 7,000 readers each week!
here for details.
The Master Facilitator
Journal | Issue #0030| December 4, 2001
Awareness & Management Skill
a Mirror and a Catalyst
Responsibility, and Choice (ARC).
If you want to solve a problem,
become more effective, have your team work better together, or
what have you, something must change, right? This change might
involve 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 facilitators 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
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,
i.e. you don't see your role in the problem, then you can choose
to be responsible for the solution anyway. If you
do, then you've placed yourself in a position of strength and influence. Choosing
to take responsibility for a solution also leads to 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 get individuals and
groups to accept responsibility? Again, it's all about choice. If you're not
choosing to be responsible for either a cause or a solution,
then you're choosing to wallow in the problem. As a facilitator,
you can help your participants clearly see the choices they're
One of the biggest challenges groups
tend to 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 get a group to 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 an
ascension from the of fault-blame game to a
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 may
be contributing to the unrest among the staff. You also suspect
that management's treatment of the staff may be mirrored in how
the staff is treating its 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
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.
assignment this week is to practice using the ARC model on
an individual or group. We're
interested in hearing what you discover. Please email
us about your experiences or if there's something we've missed,
we'd love to get your perspective on it!
As a Facilitator, what kinds of things do you do to
We'd appreciate your thoughts
on the above question that might be valuable for other readers to know about. We may
use your responses as a resource for future issues of the
journal or for other works. Please email
us your responses. All those who respond
will be sent the entire collection of responses. Thanks so much for your consideration of my request.
Thanks for your help in making the Master
the best facilitation resource site on the web!
know someone who might benefit and enjoy this newsletter, please send
to a friend.
Steve Davis is a Business and Life Coach facilitating others to
reach their full potential in their business and
personal lives. Please email
your stories, comments, suggestions, and ideas. Or call me at
800-216-3854. I'd love to hear
from you. If you find this newsletter helpful, please forward it
to your friends.
Thanks for reading!
Personal Growth Products Available for Facilitators on the
Master Facilitator Journal Site!
cooperation with Nightingale-Conant, we now offer over
30 products that will assist skill development for
facilitators, leaders, managers, coaches, clients,
teachers, and others in the personal growth industry.
These resources come in form of audio, CD, Video
courses, many of which are accompanied by workbooks.
I've used several of these programs myself and consider
them an excellent value. We've also included products from
independent vendors that we've found useful.
These products would make great gift ideas for friends,
clients, and relatives you care about and whom you want
to give something of value that will improve their life
experience and effectiveness.
Please check out this new section of our site here.
We'd love to hear your comments about what we are
offering here and any ideas you have for additional
costs associated with preparing, editing and distributing the Master
Facilitator Journal are covered 100% by our daily sponsor.
If you're curious about becoming a sponsor, view