Facilitation Skills

Prepared By / Hamada Ahmed

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and presentation Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and

Presenting

Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

Facilitation is from the Latin root facil meaning easy The term facilitation is broadly used to describe any activity which makes tasks for others easy. Facilitation is the art, not of putting ideas into peoples heads, but of drawing ideas out. ANON Facilitation is : The art of bringing adults together with the learning, by helping adults learn through self-discovery. Facilitation is a way of providing leadership without taking control

The facilitator stays neutral and provides structure so the group can make decisions The facilitator gets others to assume responsibility and take the lead Acts as referee, watches the action Controls which activities happen, but not the decisions reached Monitors pulse of the groupwhen to move, when to wrap up

Facilitation should be an ego-less activity

The purpose of facilitation is to make the group succeed, not make yourself the center of attention. An effective facilitator will leave a group convinced that they did it themselves.

The change can classified in 3 category : 1- simple change , step by step , small step change like Kaizen By individual effort 2- Medium change that is done by some groups in life and work place 3- Big change By investments in new technology or equipment, dramatic alterations are achieved like Innovation In the early 20th century, psychologist Kurt Lewin identified three stages of change that are still the basis of many approaches today

A basic tendency of people is to seek a context in which they have relative safety and feel a sense of control. In establishing themselves, they attach their sense of identity to their environment. This creates a comfortable stasis from which any alternatives, even those which may offer significant benefit, will cause discomfort. Talking about the future thus is seldom enough to move them from this 'frozen' state and significant effort may be required to 'unfreeze' them and get them moving. This usually requires Push methods to get them moving, after which Pull methods can be used to keep them going. The term 'change ready' is often used to describe people who are unfrozen and ready to take the next step. Some people come ready for change whilst others take a long time to let go of their comfortable current realities.

A key part of Lewin's model is the notion that change, even at the psychological level, is a journey rather than a simple step. This journey may not be that simple and the person may need to go through several stages of misunderstanding before they get to the other side. A classic trap in change is for the leaders to spend months on their own personal journeys and then expect everyone else to cross the chasm in a single bound. Transitioning thus requires time. Leadership is often important and when whole organizations change, the one-eyed person may be king. Some form of coaching, counseling or other psychological support will often be very helpful also. Although transition may be hard for the individual, often the hardest part is to start. Even when a person is unfrozen and ready for change, that first step can be very scary. Transition can also be a pleasant trap and, as Robert Louis Stephenson said, 'It is better to travel hopefully than arrive.' People become comfortable in temporary situations where they are not accountable for the hazards of normal work and where talking about change may be substituted for real action.

At the other end of the journey, the final goal is to 'refreeze', putting down roots again and establishing the new place of stability. In practice, refreezing may be a slow process as transitions seldom stop cleanly, but go more in fits and starts with a long tail of bits and pieces. There are good and bad things about this. In modern organizations, this stage is often rather tentative as the next change may well be around the next corner. What is often encouraged, then, is more of a state of 'slushiness' where freezing is never really achieved (theoretically making the next unfreezing easier). The danger with this that many organizations have found is that people fall into a state of change shock, where they work at a low level of efficiency and effectiveness as they await the next change. 'It's not worth it' is a common phrase when asked to improve what they do.

The Kbler-Ross grief cycle

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and

Presenting

Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

Analysis and action research Structured decision making Planning in all its forms Problem solving Conflict resolution, mediation, negotiation Learning (training and development) Team development

Improving decision making

Improving group dynamics Assisting decision makers through change process Creative problem solving Achieving common focus and priorities for groups with divergent views Challenging existing paradigms

Improved planning;
Higher levels of buy in and ownership for planning and change.

Zane Berge (1995)

pedagogical

managerial

social

technical

According to Berge, the pedagogical role concerns the teachers contribution of specialized knowledge and insights to the discussion, using questions and probes to encourage student responses, and to focus discussion on critical concepts. In addition, by modeling such behavior, the teacher prepares the students to lead the pedagogical activities themselves .

The social role of the teacher includes promoting human relationships, affirming and recognizing students inputs, providing opportunities for students to develop a sense of group cohesiveness, maintaining the group as a unit, and helping students to work together in a mutual cause.

The managerial role concerns organizational, procedural, and administrative activities. This role involves providing objectives, setting timetables, setting procedural rules and decision-making norms. The technical role concerns responsibility for ensuring participants comfort and ease in using the network system and the conferencing software. It requires the facilitator to be proficient with the technology

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and

Presenting

Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

Facilitating vs Presenting
Characteristics Talking Questioning Focus of attention Presenting Less More Less More Presenter Participants [ ] Facilitating Less [ ] More Less [ [ ] ] [ ] [ ]

More [ ] [ ] Presenter (Teach [ ] (Pupils) [ ] Low

[ ] [ ] (Teacher) [ ]

Participants (Pupils) Group Participation Subject matter expertise Structure Control Low [ ] High [ ] Low to high, but not obvious Apparent & less flexible Less apparent & more open to participants influence Presenter [ ] Presenter [ ] (Teacher) (Teacher) High [ ] High & Obvious Participants [ ] (Pupils) [ ] Presenter (Teacher) [ ] (Pupils) [ ] Participants (Pupils) Responsibility of success Presenter Participants [ ] (Teacher) [ ] Participants (Pupils)

Knowledge location

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and presentation Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

The most important lesson of all is to have FUN.

General Skills

1)

Communication Skills : that can be classified in two categories Verbal Skills ( Speaking , writing , Reading , Active listening ) and Nonverbal Skills ( Face expression , Eye contact , Personal space , Time , Gestures , Body Language and Touch ) 93 % of communication is Non-verbal communication . Not important what you say ? But how to say it ? Central Dogma Of Communication = see + listen +Think And Then you can Talk

2 ) questioning and presentation skills : Questioning can be put into two divisions: Open-Ended Questions and Closed-Ended Questions.

The Hurier model of listening, this is illustrated in the diagram (Brownell, 1994). This is a behavioural approach to comprehending and practicing effective listening. In this process Hurier proposes that this process requires six skill areas (Ibid): Hearing Understanding Interpreting Remembering Evaluating Responding

Be a good listener for not speaking tactful

Cause and Effect Compare and Contrast Categorize and Classify Story Structure

Sequence of Events Noting Details Making Generalizations Making Inferences

3)Team building skills Promotes a team spirit, addresses participants concerns and manages group power dynamics.

4)Time use well prepared and adapts to the situation-flexible. 5)Personal characteristics Curious, patient, self-confident, non-authoritarian, tolerant and able to accept constructive criticism. 6) Problem solving

8)Creativity & Innovation : there are many tools can create and develop many ideas that can improve the process ,solve problem and help to make a right decision .

Graphic recording & facilitating involves capturing, usually on large-sized paperin words, images and colourpeoples ideas and expressions as they are being spoken in the moment. It is a perfect tool to illuminate how we as people connect, contribute, learn and make meaning together. Graphic recording adds life to meetings, helping all participants visualize the problems and see the solutions. Recorders capture, through drawing and text, essential ideas. With visual maps, everyone can start thinking outside the box! Used by the top companies around the globe.

The Graphic Facilitator role is more complex. The Graphic Facilitator is responsible for providing both recording services and facilitation services; weaving the two together at the same time. They may do both these roles themselves. Or, they may pair with a Graphic Recorder, and between the two (or more) of them, they provide Graphic Facilitation services for the client.

Group Leader Modeling appropriate communication skills: listening; repeating and summarizing Ensuring a safe and conducive learning environment for all learners Helping learners apply content to their jobs Providing complete feedback during discussions and activities Managing group involvement processes Promoting the development of action plans

Agenda Manager Practice to ensure planned timing is adequate for content Keep discussion on track and balanced among participants by monitoring time spent Return discussion to the topic at hand when necessary Establishes timing Starts and ends on time Manages the time to ensure content is covered

Content Expert Asking in-depth questions Answering questions in depth and detail Sharing experiences that enhance credibility Using appropriate terminology for the topic and learners Accurately representing expertise Sharing relevant knowledge

Role Model Maintaining positive, professional demeanor Modeling behaviors being taught Consultant Helping participants understand and apply the concepts Identifying environmental factors that support (or hinder) transfer to the job Helping learners manage the above factors to ensure transfer

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and presentation Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

1. Enjoy working with, and helping people to feel good about themselves and achieve their desired results; 2. Ability to analyze comments, understand how they relate to the topic, and develop appropriate responses; 3. Communicate clearly by making specific, concise points, using appropriate levels of energy to build excitement and enthusiasm; 4. Practice active listening by engaging a speaker, listening attentively, and asking probing questions;

5. Convey warmth to others by using smiles, praises, and gestures in one-on-one and group interactions; 6. Demonstrate self-confidence and leadership when working with others, being the person others look to for direction and counsel; 7. Have a business-orientation with an interest in finding methods to improve the way things are done, looking beyond the narrow focus of a job to the greater scope of the business

Workshop

design Coordinate discussion to logical conclusion Use tools and techniques to create a participative environment e.g. ice breakers, games, activities using drawings, diagrams, role play, discussions in pairs, small groups etc Creating an atmosphere of trust, confidence and support Promoting empowerment of participants, and being able to let go and trust the group Transferring a sense of ownership and responsibility to the participants

Exercise

effective listening Use micro facilitation skills to move discussion to a desired conclusion (example, paraphrasing) Use tools and techniques for analysis, problem solving, generating creative solutions, prioritizing and decision making Communicating verbally (including making presentations) and in writing.

In many ways a facilitator is like a midwife A midwife assists in the process of creation but is not the producer of the end result

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and presentation Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

 Trusts

the process; Believing that groups can make good decisions; Ensuring participation; Be a neutral guide; Foster group work; Using effective processes; Harnessing diversity; Builds trust; Goal orientated, and Learn from experience

Definition of facilitation Applications and benefits of facilitation The difference between facilitation and presentation Different types of facilitation skills

Characteristics and competencies of the facilitator

Qualities of good facilitation The anatomy of the facilitation process

The 4 "P"s: Purpose, People, Process and Progress