Facilitation Skills

By Allah Dad Khan

Bifurcation of Presentation

Module 1.Responsibility of FacilitatorModule 2. How facilitation differs from training and

presentation Module 3.Suggestion for facilitatorsModule 4.Body Language and facilitation Module 5.Group Process TechniquesModule 6.Handling Difficult Team member Module 7.Personal attributes of the cultural diversity

facilitator Module 8.Active Listening Skills Module 9. Facilitator Moments Module 10. Effective communication skills for facilitator

Module 1.Responsibility of Facilitator

1. The Facilitator Leads

2. The Facilitator is knowledgeable enough

3. The facilitator is not an answer provider rather a guide.

4. The Facilitator promotes the concept “ safe space “ opinion

5. The Facilitator may have some “probing question “ ready

Module 2. How facilitation differs from training and presentation

• 1. Training

• 2. presenting

• 3. Facilitation

Training Presenting Facilitation

Participants are present to learn

Participants are present to received prepared remarks

Participants are present as member of team and recommend new ideas and improvements

Objectives are based on learning

Objectives are based on What to communicate

Objectives are based on Process of improvement

Lesson plans are prepared to enhance learning structure

Presenter ,s outline structure as a logical presentation

An agenda is used to structure the meeting for effectiveness

Instructor is a catalyst Presenter primariliy answer rather ask question

Questions are used to develop individual involvement in the group

Visual and Training Data , Charts , Graphs use tools for problem solving

Instructor ask question Visual Aids Flip Charts

Involvement for learning One way presentation Facilitator manages the meeting structure , not content

Module 3.Suggestion for facilitators

1.Be aware of physical environment and how it can influence group behaviour .

2.Orient group to the time frame and task at the beginning of each session.

3. Explain the product that is expected .4.Developing groups ground rules , or norms for operating and use

them.5.If you do not have co facilitator , select someone to write key points .6.If group is large, use name tents to remember everyone's name.7. Stay focused on the group and group needs.8.Choose a decision making method .9.Avoid conflict in group , solve through a desirable behaviour.10. Call a pulse check , how people are feeling 11. Close each session with recognition of the group “ job wel done”

Module 4.Body Language and facilitation

1. It is critical to facilitative leadership.

2. Constantly flowing from team members to facilitator and vice versa.

3. Be careful not to send nonverbal cues or body language.

4. Be keenly aware of the non verbal cues given off by team members.

Module 5.Group Process Techniques

1. Brainstorming

2. Response round

3. Sub group

4. Force Field analysis.

5. Questioning techniques.

6. Other

Module 6.Handling Difficult Team member

When to handle a difficult team Member

Generally , a facilitator should not be too concerned about an individual's conduct with in the early stages.

If the behavior does not subside in an appropriate time period, , or is a severe nature, the facilitator should take action to address the troublesome members conduct.

How to Handle a Troublesome Team Member

1. Should never verbally embrass the individual in front of the given or even privately.

2. Your first opportunity to correct troublesome behavior should be during the meeting.

3. A second option is to talk with the person candidly about the behavior in private.

4. A third option is to use the team,s informal leaders – those members most respected for their knowledge and experience.

Four Common Types of Troublesome Team Members

1.The Mummy:- This person will not freely participate in discussion, due to inferiority complex, confusion or feeling of superiority.

2.The Windbag:-This person comments too frequently and tends to dominate discussions, and tends to be the first to speak on each issue.

3. The Rambler :-This type of person will often off track in his remarks, misses the point, or uses far-fetched examples to make a point.

4. The Homesteader :- A person who takes an initial position and is highly reluctant to budge or consideother viable alternatives.

Module 7.Personal attributes of the cultural diversity facilitator

1. Cognitive and behavioral flexibility.2. Cultural self awareness3. Empathy4. Enthusiasm and commitment 5. Interpersonal sensnsitivity and relations6. Openness to new experiences and peoples7. Patience8. Personal self awareness9. Sense of humility10. Sense of humor 11. Tolerance of ambiguity12. Tolerance of differences.

Reluctant Team Members

We advise that you not force involvement , but rather allow the dynamics of the team process and the excitement of other team members to arouse their interest and motivate them to fully participate in the team concept .

Module 8.Active Listening Skills

Ask open ended question as What ? And How? Be aware of body language and non verbal behavior. Be aware of your own emotional response to what you are

hearing Cultivate empathy Do not confuse content and delivery Do not let the person ramble Do not jump a head to complete the sentence Do not jump in the conversation too soon . Face the person or group head on Focus your energy and attention on what is being said to you.

Give the person time to correct an obvious mistake. Keep as open posture , don't cross arm Listen for feeling as well as content . Listen for for the main thoughts or idea , rather than

trying to memorize every world. Maintain good eye contact Pause a few seconds before giving feed back or answering

a question Refrain from evaluating what is being said Stay relaxed in your overall manner . Show encouragement Show Support

Module 9. Facilitator Moments

1. 1.Put on your facilitator ,s hat , then try to finish as many of these sentences as you can.

2. When one group member seems to do most of the talking , I might ----

3. When an individual is silent for a long period of time , I might ----

4. When some one in the team “puts down” another member , I might ---

5. When a group seems to want to reach a decision , but appears unable to , I might ----

6. When someone's come late , I might ----7. When group members are excessively polite and unwilling

to confront each other ideas , I might ----

Module 10. Effective communication skills for facilitator

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• Allah Dad Khan