Master Facilitator Journal

Master Facilitator Journal | Issue #0460, September 28, 2010

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Dear Friends,





On a day trip to Santa Cruz Island off the California coast, some insights came to me around silence and receptivity that relate to facilitation. In this week's article, Are You Facilitating Mass Hypnosis?, I offer these insights and some questions to ponder around what we often do that gets in the way of healthy group dynamics and resultant progress. As always, I look forward to your thoughts.

The Facilitator's Studio. I'm working with Barry and friends to deliver a dynamic new three-day facilitator certification workshop based on his new book. We're delivering our first run of this workshop near the end of next month in Denver, Colorado. Please see complete details after the article and consider attending and/or sharing this among your colleagues. A early-bird discount is available if you register by this Friday.

Journey of Facilitation and Collaboration (JOFC) Workshop. We're pleased to announce our
next Journey of Facilitation and Collaboration Workshop the week of January 10th in Madison, Wisconsin. Check out this opportunity to learn an Integrally Informed Approach to Facilitation and Leadership that will help you find and facilitate flow with your groups. Click here for details and registration!

Blessings,

Steve Davis

Founder, FacilitatorU.com



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journey of collaboration

facilitator's Studio



The Point


Are You Facilitating Mass Hypnosis?

Most of the time, it's best to facilitate with a light touch.


Group Dynamics Skill

A couple of years ago I accompanied some close friends on a day trip to Santa Cruz Island, about 30 miles off the California coast east of Ventura. Upon arriving at the island, we were greeted by a park volunteer who gave us a short briefing on the facilities and also offered to guide us on a short one-hour hike. We decided that the hike sounded like a good idea so we joined in.

About 10 minutes into the hike, we realized that this guide (as most every guide I've experienced) was talking nonstop about the superficialities of the island. He was in essence, giving us data. We quickly decided to abandon the guided tour to head out for a quiet hike on our own down an alternate trail.

Reflecting upon this experience on that hike, I came up with some questions. Why do guides feel compelled, and likely trained to cram superficial data into us in a place where many of us come to enjoy the now rare peace, quiet, and solitude of a natural setting?

Is this guide and others unwitting participants part of a ploy to keep us out of touch with ourselves through their nonstop barrage of superficial information? Why can't some guides facilitate our "experiencing" the unique feel of the environment? Or tell us stories that involve what is was like to live on the island a hundred years ago?


Application


As usual, I converted these reflections into some related questions and insights for us facilitators to ponder.

- Do you feel that you need to talk "nonstop" when facilitating a group or when giving a presentation? Music without spaces between the notes sounds like noise. Presentations without pauses begin to sounds the same way. People tune out when they aren't "touched" by the speaker. Listen to your audience while you speak to sense their receptivity.

- Do you think that you need to be facilitating/leading all the time? If at times you find your group capable of facilitating themselves, then by all means, get out of their way! Remember that your role is to serve your group and to help them work together with as light a touch as needed. Encouraging them to do as much as possible without your intervention increases their ownership of what's accomplished and builds their skills in self-facilitating.

- Do you go into your groups too attached to an agenda to address your client's agenda? It's great to have done your homework so that you are clear about your group's issues and the best way to go about working through them. But the fact is, until you sit down with the group, you don't know all that needs to be known. Furthermore, things change moment to moment. Be ready to toss your prepared agenda to the wind in service to what's showing up in the group to serve their desired goals.

- Do you secretly want your groups to see things your way? It's OK to be honest here. It's hard not to want others to adopt the perspectives that we take to be true. In fact, it's often part of our task to help others reach consensus which is in a sense, agreement on perspectives. There's nothing wrong with this. Just notice when you feel an inner tug for someone to "get it." It may be right for them to "get" something different, at least at this particular moment.

- Do you only see value in what you do or say? What you say and do as a facilitator certainly has value. But that's not the only value you bring. There's value in your authentic presence as well. Your silence, your intent, your transparency, and your attitude are all tangible contributions to your group. Let all things that flow from you come from the place of knowing that your authentic presence is enough.

Add Your Comments


Action


How have these insights spoken to you today? What do you plan to do or not do as a result? Please click on the Add Your Comments link above and share your thoughts, stories, and experiences around this topic. we'd love to hear from you!


This Week's Offer

Transforming Conflict in the Workplace...

Would you be a more effective facilitator or leader with a more solid base of conflict resolution skills under your belt? 

All organizations and relationships encounter conflict. It's what we do with it that makes all the difference in the world.

o Did you know that everyone has a unique style and response to conflict? Knowing your styles and response is critical to effective conflict resolution.

o Do you feel comfortable modeling effective conflict resolution
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conflict from escalating.

o Did you know that 80% of effective conflict management consists of effective interpersonal communication? Knowing how to facilitate this kind of communication is key to mining the positive energy of conflict.

o Do you know what it takes to establish conflict resolution and staff facilitation programs within organizations? This knowledge is in growing demand for facilitators, coaches, and consultants.

  • Know your own conflict resolution style and response to conflict.
  • Be able to employ effective conflict resolution strategies with any group.
  • Understand how to deal with impasse in groups.
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    Have more confidence in dealing with conflict in groups and organizations.
  • Know the keys to implementing conflict resolution and staff facilitation programs within organizations.
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How the 5-Day Format/Training works...

1. Listen to MP3 recordings of five 60-minute teleclasses.

2. Work through a workbook during the 5 days which will step you through key conflict resolution skills and strategies.

Course Outline...
Here's what you'll be learning and doing during the 5-Day course...

Monday
Components of a Comprehensive Conflict Resolution Program
- The nine keys to designing and implementing an integrated conflict resolution program in your organization.
- Core strategies for facilitating effective responses to conflict so that all staff are invested in success.

Tuesday
Communication Skills and Strategies * The Heart of Conflict
Resolution

- The three primary communication styles and their conflict style counterparts.
- Four key communication skills you need to effectively manage conflict.
- How to model these skills at critical points of conflict within groups.

Wednesday
Strategies to Understand and Manage Defensive Behaviors
- Two key strategies to managing your own defensive responses to conflicts that arise.
- Four ways to encourage assertive communication among group members to prevent conflict from escalating.
- Three keys to working with disagreement that will prevent conflict from occurring.

Thursday
Collaborative Negotiation Strategies
- A six step model to assure the success of any negotiation.
- 10 Strategies for Managing Impasse.
- 8 Special Considerations for Managing Multi-Party Disputes.
- Five types of power essential to identify to facilitate conflict management.

Friday
Synthesis * Designing Staff Facilitation/ Mediation Systems to Transform Conflict in the Workplace
- Building the foundation of a staff facilitation program.
- Keys to the design and implementation a collaborative dispute settlement system.
- Key steps to starting your conflict mediation program or reviving a failed one.
- Individual Coaching and Q&A


Click here for full details and registration


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