Facilitation and Facilitative Leadership Some tricks of the trade - PowerPoint PPT Presentation

Facilitation and Facilitative Leadership Some tricks of the trade for New Jersey VISTA Leaders

Facilitation is the art of small agreements

What Facilitators Do … ➤ manage the process of dialogue, learning, or decision making (involving a group) ➤ encourage participation and set a tone ➤ maintain focus on the task ➤ help build small agreements ➤ sometimes this is in the context of an educational session; at other times it is in the context of a working meeting or even disagreement

Setting the Stage … � Present basic information � Who you are � Context � Desired outcomes or goals � How goals fit into larger process � Overview of the agenda/outline � Clarify if necessary: � Does anyone have questions? � Does this make sense to everyone? � Check for agreement: � Look for cues � Make eye contact

The Flow … Think, for example, that you are navigating a conversation or problem-solving attempt: � First you might set out the question or issue (like defining an outcome) in the context of a conversation, such as “What kind of ice cream do we want for dessert? We can only have two kinds.” � And you might open it up or guide it with a few constraints or details, “Look they have 50 kinds of ice cream; might we go around and hear preferences” � Then, you might focus in a bit , “We will only have time to do two strategies fully; we need to decide what is most important.” � Then, the process comes to a close or transition of some kind, “The surveys show that the partners brought in more than half the recruits and the others were tapped by alumni; we believe that strategy should take first priority.”

Clarify the process … When starting a new item or segment: Clearly state the content of the next segment � or step and desired outcomes. Clearly present the process. Use concise, � straightforward language. Clarify if necessary. Ask if anyone has � questions. Check for agreement. � If there is disagreement or confusion, look for � small agreements.

Open Open consideration of a topic through open - ended activities ( brainstorm , questions , etc. Narrow Use a process to narrow the information and considerations. Close. Reach closure or transition ( e.g. next steps for process ) .

Open ๏ Brainstorm ๏ List ๏ Survey ๏ Review ideas ๏ Once Around (Hear from each participant) ๏ NOSTUESO ๏ Open-ended Questions

Narrow ๏ Material, time/urgency, resource (budget) constraints ๏ Polling or Prioritizing Technique ๏ Eliminate duplicates ๏ Voting ๏ Consensus process (if agreed on as decision-making approach)

Close ๏ Negative poll ๏ Decision - Prioritizing Technique or Voting ๏ Combine and build agreements until goal is reached ๏ Define next steps for decision (e.g. “Okay we have three possibilities to research – let’s come back next week with the information and we’ll decide based on that”)

Bag of Tricks Plus/Delta fist of five once around the funnel most interesting thing

Back on Track boomerang grounding in the ground rules where are we affirm then defer whats going on

Facilitative Leadership Lead • er Fa • cil • i • tate a person who has to make easier commanding authority or influence Facilitative Leaders empower others to work together to achieve common goals. They make it easier for people to: • Contribute their ideas and expertise • Speak up when they have problems • Work with others • Make and implement decisions • Achieve high-quality results

Facilitative Leaders Balance Coach Change Agent Team Leader Guides others Encourages Manages the process towards improved continuous by which a team performance, self- improvement of the accomplishes its goals awareness, and full organization and and tasks potential systems

Eight Practices Share an Inspiring Celebrate Team Vision Accomplishment Coach Bring Focus on Leader Out the Results, Best in Process, & Others Relationship Seek Design Maximum Pathways Appropriate to Involvement Action Build Model Actions the that Facilitate Collaboration Clock Change Agent

Personal Development Plan Where I ’ m strongest... Focus on Results, Process, Share an Inspiring Vision Relationships Create and community an image of Build a framework for performance the future and get others engaged and satisfaction that balances what in its pursuit. Keep the mission out gets done, the way it happens, and front. how people treat each other. Seek Maximum Model Actions Appropriate Involvement that Facilitate Collaboration Leverage the talent & interests of Encourage diversity of opinion and others around you by including honor individual perspectives. Help them appropriately in the decision- team members stay focused on task making process. Work to increase Where I need to at hand through modeling. trust and commitment through engagement. grow... Bring Out the Best in Others Design Pathways to Action Coach individuals to do their best. Guid others in planning how to Listen as an ally. Support the solve problems and realize expression of others’ ideas and opportunities. Help people see aspirations. Seek out the best in alternatives when implementing a oneself. Work to overcome plan. Provide a roadmap. obstacles. Celebrate Accomplishment Build the Clock Seize the moment to celebrate small Build systems, talent, and structures successes. Acknowledge individuals so that the work can continue and teams for their contributions. (perhaps even better) when you are Provide authentic praise. gone. Nurture new leadership.

Balancing Results , Process , Focus on and Relationships Results, Process, & Relationship We got the But things job done! were confusing from the beginning... ...and people didn’t really listen to me.

Focus on Results, Process, & Results Relationship Were the results high-quality? Did it get done on time? Was your organization/those involved satisfied? Process Relationships Was the process inclusive? Do team members/ Was the process clear/ colleagues feel supported? transparent? Do team members/ Is/was the process colleagues feel valued? appropriate to the task Do I trust others and feel and context? valued?

Facilitation Outcomes / Goals The facilitator is attempting to get to a particular outcome or end. This is usually a goal or aim. Relationships Process / / Dynamics How The facilitator has to be The facilitator is aware of and observant concerned about how to about the individuals’ and get to the aim, paying group’s behavior and attention to the quality participation, attempting of the process, its flow, to reaffirm and trust and its efficiency. participants’ contributions

Take 2 : Seek Maximum Seek Maximum Appropriate Involvement Appropriate Involvement Delegate decision Level of with constraints involvement Use Consensus Gather input from team & decide Gather input from individuals & decide Decide & announce Time and Other Constraints