Facilitation Skills – What People Will Learn

Participants will find answers to the most common issues of concern to highly experienced and new facilitators. In addition to this, participants will be able to focus on their specific learning objectives.

Common Facilitator Issues Participants Will Learn
Increasing results from facilitation
  • Tools and techniques for improving the quality and quantity of results from facilitated processes and meetings
  • How to set up for success prior to the meeting
  • How to follow up to encourage implementation
Role of the facilitator
  • Definition of the facilitator role and how it is different from that of the manager, team leader, and course instructor
  • How to function when you have more than one role
Increasing confidence as a facilitator
  • Strengths of your facilitation style, and ideas for improvement
  • Opportunity to practice using new ideas and approaches in a supportive environment
Tools for facilitating
  • Specific actions to take when: preparing for a meeting or project, at the start up, during the meeting or project, at the end, and when following up after the meeting
  • Tools for decision making, managing complex issues, planning, process mapping, assigning priorities, promoting creativity, making commitments to action
  • Use of other structured tools
Dealing with dominant participants
  • Producing groundrules that encourage balanced participation
  • How to help the louder participants to listen more
Dealing with very quiet participants, and very quiet groups
  • How to produce an atmosphere of comfort and safety
  • How to ensure the participants care enough about the content so that they will participate
  • How to make it easy for quiet participants to contribute
Lack of ownership by team members
  • The facilitator’s role in the selection of team members, preparation of the team mandate, increasing the organizational importance of the team’s task
  • How to ensure that the participants care about the issues
Managing conflict
  • How to manage conversations so that people feel free to disagree, people listen to opposing views, and everyone feels valued
  • When to intervene, when not to intervene
  • How to manage a meeting designed to deal with a serious conflict