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Leading Facilitation
Facilitation
Facilitation is a means of increasing the awareness of a group to make public what is private, to make conscious what is unconscious, to increase group and individual choice and to create potential for individual and group development.
My approach is grounded in the core conditions – empathy, acceptance and congruence - of client-centred approaches to change and transformation, and this is combined with the three modes of leadership – hierarchical, co-operative and autonomous - and the six dimensions of facilitation – planning, structuring, meaning, feeling, confronting and valuing.
Facilitation and Real-Time Leadership Development
Facilitation and Real Time Development is designed for executive, management, or project teams as real-time development experiences, tackling current business challenges, that incorporate the facilitation of participants as a team, where they lead themselves towards creative strategies and solutions to overcome barriers that are impacting on them, their team and the business.
Thus approach is based on our knowledge of self-organising systems and the dynamic nature of change. And, I have found that working with systems thinking, together with powerful facilitation has great benefits:
issues are seen as part of a wider system the subject matter of the workshop is the issue that is currently being faced by the team - it is real-time the team creates its own strategies and solutions to overcome the issue within the context of the wider system the team is active and creative - it learns by doing the team empowers itself and those within it, all embody the strategies and solutions they create
The impact of these experiences is to bring the system to life and use it to make a difference.
Benefits for the individual, team and the business
These have included:
developing a clear sense of direction identifying and optimising the talents within a team setting clear and exciting responsibilities clarifying ways of working together building constructive interpersonal relationships developing recognition systems creating constructive external team relationships
through creating:
clarification and setting of personal, team and organisational goals coaching the team through the “how” of achieving goals and overcoming potential barriers identifying specific mindsets and behaviours in need of change - taking more effective and focused actions immediately - making things happen
- creating and sustaining momentum so it is easier to get results
fresh and objective input from a credible coach clear space to think - away from day-to-day activities a safe and highly confidential environment to explore and support learning and address development needs
When is facilitation of real-time experiences recommended?
When:
development is required that is specific to your team and would not be addressed by general skills training support for the team is required over a period of time, say six months it is more appropriate for you discuss the development of your team with a specialist external to the company your team have tried other approaches to development without success
The impact of these workshops is to bring the system to life and use it to make a difference.
Characteristics of the workshops that promote leading development
These are:
group size is kept to a minimum - from four to a maximum of eight - to foster 1:1 development within the team as well as developing the team as a whole a safe, confidential environment is created learning is real-time learning is experiential goal setting - defining clearly defined outcomes is integral to the workshops integration of workshop outcomes with personal, team and organisational needs is integral to the workshops
Next steps?
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