Facilitation Skills Research Survey - INIFAC · Facilitation Skills Research Survey A. Overview In...

Facilitation Skills Research Survey

Summary Report June 23, 2003

Leadership Strategies, Inc.

The Facilitation Company 4200 Perimeter Park South Suite 207, Perimeter Crest

Atlanta, Georgia 30341 (770) 454-1440

www.leadstrat.com

Facilitation Skills Research Survey

A. Overview

In May, 2003, Leadership Strategies – The Facilitation Company sponsored a research project to help define the knowledge, skills and experiences a facilitator should possess to consistently lead great facilitated sessions. The research project included a survey for facilitators and users of facilitation services.

Definition of a Great Facilitated Session

The survey defined a great facilitated session as a meeting in which the following conditions are met:

Participants understand what is to be done in the meeting and why.

Participants are interested and engaged through out the activity.

Participants stay focused on the issue.

Participants interact openly and productively.

Participants develop creative solutions that address the issue.

Participants understand and are committed to the solution.

Disagreements are resolved effectively and efficiently, with all parties feeling their views were heard and respectfully considered.

Dysfunctional behavior is addressed effectively and efficiently, with all parties feeling the group’s norms were respected and violations of the norms appropriately addressed.

At the completion of the session, participants understand the decisions made, and the follow-up actions to be taken, by whom and by when.

Survey Questions

The survey requested responses to ten questions. The ten questions are summarized below. The complete survey document is included as Attachment A.

1. Both facilitators and clients of facilitation will be responding to this survey. Which best describes you?

2. As a facilitator, approximately how many sessions have you facilitated over the past two years?

3. As a client, approximately how many sessions have you sponsored or participated in over the past two years?

4. Think about someone whom you think is a great facilitator. What is it that makes that facilitator great? Describe in as much detail as you would like.

- 2 - Leadership Strategies

5. Please add to our definition. We define a great facilitated session as a meeting in which

the following conditions are met (definition provided). What additions or changes would you make to this definition?

6. How important are the following “(A) Presence/Engagement” skills to achieving a great facilitated session?

7. How important are the following “(B) Assessment/Adaptability” skills to achieving a great facilitated session?

8. How important are the following “(C) Communication/Analysis” skills to achieving a great facilitated session?

9. How important are the following “(D) Control/Consistency” skills to achieving a great facilitated session?

10. Please indicate below other facilitator skills you would recommend?


B. Survey Distribution and Response

The Facilitation Skills Research Survey was distributed through the various U.S. affiliate networks listed on the IAF website. While the research project was primarily U.S. based, responses from international audiences were welcome. The coordinators of the networks were requested to forward the survey on to their members. The survey requested participants to forward on to other facilitators and users of facilitation services. In total, there were 459 respondents to the survey as follows.

Respondents to Survey

Facilitators82%

Clients11%

Other7%

FacilitatorsClientsOther

1. Both facilitators and clients of facilitation will be responding to this survey.

Which best describes you? Number Percent I am a facilitator. 379 82.6 % I am a client of facilitation. 50 10.9 % Total 429 93.5 % Missing Cases = 30


C. Number of Facilitated Sessions

After eliminating obvious entry errors (e.g., one response indicated 1500 sessions over the past 2 years – the equivalent of 2 sessions a day, every day of the year), the number of facilitated sessions still varied widely from 1 to 500.

The average number of facilitated sessions was 48.5 sessions. The median response was 30 (i.e., there were as many responses above 30 as there were below 30).

2. As a facilitator, approximately how many sessions have you facilitated over

the past two years?

Number of Facilitated Sessionsin Last Two Years

100+15%

50-9911%

25-4919%11-24

18%

1-1017%

No Response20%

# of Sessions Facilitated Number Percent100+ 69 15.0%50-99 50 10.9%25-49 86 18.7%11-24 81 17.6%1-10 80 17.4%No Response 93 20.3%Total 459 100.0%


D. Number of Sessions Sponsored

Though only 50 respondents identified themselves in the first question as primarily users of facilitation services, 158 respondents indicated that they had sponsored or participated in a session as a client in the past two years.

The number of sessions varied widely from 1 to 300. The average response was 23.0 sessions, the median response was 10 (i.e., there were as many responses above 10 as there were below 10).

3. As a client, approximately how many sessions have you sponsored or

participated in over the past two years?

Number of Sessions Sponsored orParticipated as a Client

in Last Two Years

50+4%

21-494%

11-207%

1-1020%

No Response65%

# of Sessions Facilitated Number Percent50+ 18 3.9%21-49 17 3.7%11-20 30 6.5%1-10 93 20.3%No Response 301 65.6%Total 459 100.0%


E. What Makes a Facilitator Great

4. Think about someone whom you think is a great facilitator. What is it that

makes that facilitator great? Describe in as much detail as you would like.

There were 83 responses to this question. Six responses gave the equivalent of a “no answer” response or the response was not relevant to the question. The remaining 77 responses were coded by topic of the response. In most cases, a response contained multiple codes. In total there were 403 codes applied, or an average of 5.2 topic codes per response. The topic codes that were included in at least 5% of the responses are shown below, along with the frequency in which the topic code was identified. The detailed responses are included in the Appendix.

Topic Code Frequency

Focus 30

Engage 20

Adaptable 19

Listens 19

Knowledgeable 18

Neutral 17

Group Dynamics 14

Humor 13

Prepared 13

Energy 12

Presence 12

Friendly 10

Sensitivity 10

Time 10

Communication 9

Organized 9

Techniques 9

Synthesizes 8

Analysis 7


Confidence 7

Consensus 7

Participants 7

Process 7

Questions 7

Respect 7

Summarizes 6

Accountability 5

Buy-in 5

Comfort 5

Environment 5

Feedback 5

Creativity 4

Follow-up 4

Learns 4

Open 4

Patience 4

Trust 4


F. Additions to the Definition

5. Please add to our definition. We define a great facilitated session as a meeting in which the following conditions are met: (definition provided). What additions or changes would you make to this definition?

There were 74 responses to this question. Eleven responses gave the equivalent of a “no answer” response or the response was not relevant to the question. The remaining 63 responses were coded by topic of the response. In some cases, a response contained multiple codes. In total there were 105 codes applied, or an average of 1.7 topic codes per response. The topic codes that appeared in at least two responses are shown below, along with the frequency in which the topic code was identified. The detailed responses are included in the Appendix.


Results 12 Follow-up 9 Inclusive 9 Empower 7 Benefits 5 Ground rules 4 Role 4 Respect 3 Trust 3 Understanding 3 Adaptable 2 Buy-in 2 Consensus 2 Fun 2 Neutral 2 Plan 2


G. Skill Ratings

For questions 6-10, the participants were asked to rate a list of skills in terms of how important each is to achieving a great facilitated session as defined in the prior question, with any additions and changes they suggested to the definition. The participants were asked to rate each skill based on a Likert scale as follows:

Very Important Important Not As Important Not Important at All 7 5 3 1

The 57 skills included in the survey were compiled based on a review of facilitator competency models and training curriculums.

The results are shown below with separate columns for clients and facilitators. (Respondents who did not identify themselves as either are grouped with facilitators.) The letter attached to each skill indicates the skill category as shown below. The skills, as rated separately by clients and facilitators, appear in color-coded bands. Green represents the top ratings, yellow the middle ratings and red the bottom ratings. The purple highlights those skills for which the client ranking and the facilitator ranking differ by 10 or more places.

Skill Categories Legend

19 Top-rated Skills (for clients or facilitators) 19 Middle-rated Skills (for clients or facilitators) 19 Bottom-rated Skills (for clients or facilitators)

A - Presence/Engagement

B - Assessment/Adaptability

C - Communication/Analysis

D - Control/Consistency Difference in rank by 10 or more between clients and facilitators

Average Rank

Competency Total Client Facilitator Client Facilitator Difference

B5. Facilitator plans and prepares for the session effectively. 6.73 6.77 6.74 1 1 0

C1. Facilitator listens effectively, making sure to playback and confirm important points.

6.60 6.50 6.62 7 2 5

D2. Facilitator creates and maintains a safe environment for people to speak openly without fear of retribution.

6.59 6.60 6.59 3 3 0

B1. Facilitator knows and asks questions to assess a client need.

6.56 6.76 6.53 2 4 2

A1. Facilitator projects confidence in own skills and own abilities to lead the group.

6.51 6.48 6.52 9 5 4


Average Rank


B10. Facilitator demonstrates the ability to define and execute alternative processes when a planned process is not working effectively.

6.50 6.42 6.52 13 6 7

B2. Facilitator gains agreement with client on the relevant scope and products.

6.48 6.60 6.48 4 8 4

D1. Facilitator creates and maintains a productive environment in which participants stay focused on achieving the goal.

6.47 6.56 6.50 5 7 2

D3. Facilitator creates and maintains an environment that fosters respect for diverse cultures.

6.44 6.47 6.45 10 9 1

B9. Facilitator quickly recognizes when a planned process is not working effectively and is able to diagnose the cause.

6.43 6.38 6.44 20 10 10

C5. Facilitator delivers instructions that are accurate, clear and concise.

6.40 6.30 6.42 24 11 13

C4. Facilitator asks appropriate follow-up questions that clarify, probe and redirect.

6.37 6.39 6.36 18 14 4

A9. Facilitator knows multiple techniques and tools for keeping a group engaged and interacting and uses those techniques as needed.

6.37 6.46 6.36 12 13 1

D5. Facilitator works in a collaborative way with others. 6.36 6.49 6.36 8 15 7

A4. Facilitator understands the impact of energy on participants and expresses an energetic style appropriate for the audience and the session topic.

6.35 6.54 6.33 6 17 11

C6. Facilitator accurately summarizes agreements. 6.35 6.34 6.37 23 12 11

A6. Facilitator makes adjustments in own style to adjust to the group.

6.34 6.29 6.35 28 16 12

C3. Facilitator asks appropriate starting questions that effectively help groups to engage.

6.33 6.39 6.32 19 19 0

D4. Facilitator promotes trust in the abilities of others. 6.32 6.47 6.31 11 20 9

D6. Facilitator understands types of disagreement and demonstrates techniques for effectively guiding a group to consensus.

6.31 6.42 6.31 14 21 7

C9. Facilitator isolates critical points in a discussion and creates potential bridges for agreement.

6.30 6.21 6.33 29 18 11

C8. Facilitator demonstrates the ability to process information quickly and is able to differentiate content issues being discussed (e.g., outcomes from strategies).

6.27 6.35 6.28 22 22 0

D7. Facilitator understands different types of dysfunctional behavior and consciously takes action to prevent, detect and resolve dysfunctional behavior.

6.26 6.30 6.27 25 23 2


Average Rank


A10. Facilitator utilizes methods that take into account varied learning and thinking styles.

6.24 6.30 6.24 26 24 2

A5. Facilitator maintains an appropriate pace during the session.

6.22 6.40 6.20 17 25 8

D15. Facilitator understands various ways facilitation can be misused, and avoids those pitfalls.

6.16 6.36 6.15 21 26 5

B11. Facilitator evaluates experiences, with client input, to identify learnings and then applies those learnings to new situations.

6.14 6.14 6.13 34 28 6

D10. Facilitator understands and consistently applies best practice techniques for managing the group’s time.

6.14 6.30 6.13 27 29 2

A11. Facilitator utilizes methods that promote creativity and “out-of-the-box” thinking.

6.13 6.42 6.09 16 33 17

D9. Facilitator understands and consistently applies best practice techniques for focusing the group.

6.13 6.42 6.12 15 30 15

A13. Facilitator understands problem solving and decision-making models.

6.13 6.10 6.14 37 27 10

A8. Facilitator knows multiple techniques and tools for raising energy and utilizes those techniques as needed.

6.10 6.12 6.09 35 32 3

C14. Facilitator expresses positively, affirmatively and with authenticity.

6.10 6.19 6.10 31 31 0

B4. Facilitator learns about the audience, their issues and their language.

6.09 6.16 6.09 33 34 1

C2. Facilitator uses language and acronyms appropriate for the audience.

6.06 6.20 6.04 30 35 5

C11. Facilitator readily accepts all input. 6.00 6.02 6.01 39 36 3

C7. Facilitator communicates the progress of the group. 5.98 6.09 5.97 38 37 1

D8. Facilitator understands and consistently applies best practice techniques for starting the session.

5.97 6.19 5.96 32 38 6

A2. Facilitator demonstrates warmth and a caring attitude. 5.95 6.12 5.93 36 40 4

D13. Facilitator understands and consistently applies best practice techniques for closing the session.

5.94 6.02 5.95 40 39 1

B8. Facilitator uses past experience to customize processes to meet specific client requirements.

5.91 5.80 5.92 45 42 3

C16. Facilitator avoids expressing negative judgment of content.

5.89 5.76 5.93 46 41 5

A14. Facilitator participates in activities for continuously learning about facilitation methods.

5.88 5.76 5.90 47 43 4


Average Rank


D11. Facilitator understands and consistently applies best practice techniques for recording information.

5.85 5.98 5.87 41 44 3

C10. Facilitator encourages the group to reflect. 5.84 5.95 5.83 42 45 3

D12. Facilitator understands and consistently applies best practice techniques for using break out sessions appropriately.

5.81 5.93 5.82 43 46 3

B3. Facilitator understands and can advise client on criteria for selecting participants.

5.78 5.64 5.79 49 47 2

A12. Facilitator is knowledgeable in change management, organization development and group development.

5.75 5.86 5.73 44 48 4

D14. Facilitator effectively uses space to support the meeting. 5.65 5.63 5.67 50 49 1

A3. Facilitator demonstrates awareness of own strengths and weaknesses.

5.61 5.53 5.62 52 50 2

B7. Facilitator has experience in large group and small group processes.

5.56 5.76 5.55 48 51 3

B6. Facilitator has experience in numerous processes and with numerous clients.

5.46 5.58 5.46 51 52 1

A7. Facilitator dresses appropriately to fit the needs and expectations of the group.

5.30 5.04 5.33 55 53 2

C13. Facilitator offers content suggestions only after the group has exhausted its suggestions.

5.26 5.30 5.28 53 54 1

A15. Facilitator participates in industry activities to build networks and learnings.

5.24 5.30 5.23 54 56 2

C12. Facilitator avoids offering content suggestions. 5.22 4.98 5.25 56 55 1

C15. Facilitator avoids praising content. 4.93 4.72 4.97 57 57 0


H. Additional Skills


There were 45 responses to this question. Seven responses gave the equivalent to a “no answer” response or the response was not relevant to the question. The remaining 38 responses were coded by topic of the response, with one topic per response. All topic codes are presented below. The detailed responses are included in the Appendix.


Humor 4 Role 4 Neutral 3 Assessment 2 Participants 2 Adapt 2 Personal 2 Summarize 2 Communication 1 Conflict 1 Focus 1 Process 1 Time 1 Empower 1 Confusion 1 Content 1 Delegation 1 Diversity 1 Document 1 Equal 1 Expectations 1 Leaders 1 Result 1 Self 1 Visuals 1


I. Application

The information from the Facilitation Skills Research Survey can be used in a number of different ways.

At Leadership Strategies, we will be using the information to update our training courses to improve their alignment with the skills identified.

We invite other organizations offering facilitation training to review the information from the survey and consider updating their curricula as appropriate.

The survey results will also be used to develop a more advanced facilitator certification program. Much like with a masters or doctorate degree, advanced certification can serve several purposes including providing a higher standard of skill and experience to which facilitators can aspire and providing clients with an improved vehicle for identifying highly skilled facilitators. Look for information on advanced facilitator certification in the near future.

Individuals may consider using the information to identify areas for their own self-improvement.

Organizations may consider using the information to create models for assessing their own in-house facilitators.


Appendix A. Survey Questions

1. Both facilitators and clients of facilitation will be responding to this survey. Which best describes you?

I am a facilitator. I am a client of facilitation.

2. As a facilitator, approximately how many sessions have you facilitated over the past two years?

3. As a client, approximately how many sessions have you sponsored or participated in over the past two years?

4. Think about someone whom you think is a great facilitator. What is it that makes that facilitator great? Describe in as much detail as you would like.

5. Please add to our definition. We define a great facilitated session as a meeting in which the following conditions are met:

Participants understand what is to be done in the meeting and why. Participants are interested and engaged through out the activity. Participants stay focused on the issue. Participants interact openly and productively. Participants develop creative solutions that address the issue. Participants understand and are committed to the solution. Disagreements are resolved effectively and efficiently, with all parties feeling their

views were heard and respectfully considered. Dysfunctional behavior is addressed effectively and efficiently, with all parties

feeling the group’s norms were respected and violations of the norms appropriately addressed.

At the completion of the session, participants understand the decisions made, and the follow-up actions to be taken, by whom and by when.

What additions or changes would you make to this definition?

For the next four questions, rate the skills in terms of how important each is to achieving a great facilitated session as defined in the prior question. Please assume that your additions and changes have been made to the definition. Very Important Important Not As Important Not Important at All 7 5 3 1


6. Presence/Engagement (A) A1. Facilitator projects confidence in own skills and own abilities to lead the group. A2. Facilitator demonstrates warmth and a caring attitude. A3. Facilitator demonstrates awareness of own strengths and weaknesses. A4. Facilitator understands the impact of energy on participants and expresses an

energetic style appropriate for the audience and the session topic. A5. Facilitator maintains an appropriate pace during the session. A6. Facilitator makes adjustments in own style to adjust to the group. A7. Facilitator dresses appropriately to fit the needs and expectations of the group. A8. Facilitator knows multiple techniques and tools for raising energy and utilizes those

techniques as needed. A9. Facilitator knows multiple techniques and tools for keeping a group engaged and

interacting and uses those techniques as needed. A10. Facilitator utilizes methods that take into account varied learning and thinking styles. A11. Facilitator utilizes methods that promote creativity and “out-of-the-box” thinking. A12. Facilitator is knowledgeable in change management, organization development and

group development. A13. Facilitator understands problem solving and decision-making models. A14. Facilitator participates in activities for continuously learning about facilitation

methods. A15. Facilitator participates in industry activities to build networks and learnings.

7. Assessment/Adaptability (B) B1. Facilitator knows and asks questions to assess a client need. B2. Facilitator gains agreement with client on the relevant scope and products. B3. Facilitator understands and can advise client on criteria for selecting participants. B4. Facilitator learns about the audience, their issues and their language. B5. Facilitator plans and prepares for the session effectively. B6. Facilitator has experience in numerous processes and with numerous clients. B7. Facilitator has experience in large group and small group processes. B8. Facilitator uses past experience to customize processes to meet specific client

requirements. B9. Facilitator quickly recognizes when a planned process is not working effectively and

is able to diagnose the cause. B10. Facilitator demonstrates the ability to define and execute alternative processes when a

planned process is not working effectively. B11. Facilitator evaluates experiences, with client input, to identify learnings and then

applies those learnings to new situations.


8. Communication/Analysis (C)

C1. Facilitator listens effectively, making sure to playback and confirm important points. C2. Facilitator uses language and acronyms appropriate for the audience. C3. Facilitator asks appropriate starting questions that effectively help groups to engage. C4. Facilitator asks appropriate follow-up questions that clarify, probe and redirect. C5. Facilitator delivers instructions that are accurate, clear and concise. C6. Facilitator accurately summarizes agreements. C7. Facilitator communicates the progress of the group. C8. Facilitator demonstrates the ability to process information quickly and is able to

differentiate content issues being discussed (e.g., outcomes from strategies). C9. Facilitator isolates critical points in a discussion and creates potential bridges for

agreement. C10. Facilitator encourages the group to reflect. C11. Facilitator readily accepts all input. C12. Facilitator avoids offering content suggestions. C13. Facilitator offers content suggestions only after the group has exhausted its

suggestions. C14. Facilitator expresses positively, affirmatively and with authenticity. C15. Facilitator avoids praising content. C16. Facilitator avoids expressing negative judgment of content.

9. Control/Consistency (D) D1. Facilitator creates and maintains a productive environment in which participants stay

focused on achieving the goal. D2. Facilitator creates and maintains a safe environment for people to speak openly

without fear of retribution. D3. Facilitator creates and maintains an environment that fosters respect for diverse

cultures. D4. Facilitator promotes trust in the abilities of others. D5. Facilitator works in a collaborative way with others. D6. Facilitator understands types of disagreement and demonstrates techniques for

effectively guiding a group to consensus. D7. Facilitator understands different types of dysfunctional behavior and consciously

takes action to prevent, detect and resolve dysfunctional behavior. D8. Facilitator understands and consistently applies best practice techniques for starting

the session. D9. Facilitator understands and consistently applies best practice techniques for focusing

the group.


D10. Facilitator understands and consistently applies best practice techniques for managing

the group’s time. D11. Facilitator understands and consistently applies best practice techniques for recording

information. D12. Facilitator understands and consistently applies best practice techniques for using

break out sessions appropriately. D13. Facilitator understands and consistently applies best practice techniques for closing

the session. D14. Facilitator effectively uses space to support the meeting. D15. Facilitator understands various ways facilitation can be misused, and avoids those

pitfalls.


Thank you for your responses. Your information has been transmitted. If you would like to receive a copy of the resulting report, please hit the following link. The link will take you to a separate page to collect your contact information. Be assured that the information you give will not in anyway be connected to your survey response.


Appendix B. Narrative Responses

Question 4.

Think about someone whom you think is a great facilitator. What is it that makes that facilitator great? Describe in as much detail as you would like.

The responses to this question are shown below “verbatim” as provided by the respondents. No effort has been made to correct grammar or misspellings. Responses that gave the equivalent to a “no answer” response and responses not relevant to the question have been removed.

1. A good facilitator is a person who: makes no personal/judgmental comments about others - is continually focused on achieving results through active participation - possesses an Sensitivity of howthe group members react and attempts to steer the group to productive activities to maintain the energylevel, is willing to adjust time schedules toaccommodate the group, values all perspectives and inputfrom others.

2. Organization, you see that the person has everything they need. 2. Knowledge, of the subject, of theaudience, of the expectation, 3. The ability to get the group back on track and keep them on track 4.Listens skills, the ability to paraphrase what people are saying; while managing emotional tempertures.5. Conflict skills great facilitators don't just use clever deflecting tactics they effectively manage conflictin the session so participants are not shut down. 6. Humor, good facilitators have the ability to easetense moments, and make even the dullest of session active and fun. 7. Relationship builders, goodfacilitators quickly build and establish a bond with their groups so that there is free flow of information.8. Humility, the ability to say, "hey I don't know".

3. A good facilitator is first of all knowlegeable and prepared. Connects and tailors information presentedto interests and abilities of the audience; dynamically varies the pace of the presentation; and mixeslecture with interaction. Stays in tune with audience and constantly monitors/assesses "buy in" and"following" of the audience.

4. A great facilitator is a person who is genuinely interested in people and their ideas. They are able tomotivate individuals, guide their thought processes, and lead them to consensus in a timely, constructivemanner.

5. Ability to be flexible . Keep interests and appeal to the whole brain learning concepts of: logical,linguistic,spatial, visual, inter and interpersonal, be naturalistic and existential

6. Ability to be nuetral and generate trust in the group. Able to read the needs of the group and switchgears. Has a good sense of balance of process vs. following the group direction. Summarizes well.Creative in engaging folks. Able to identify objectives for the group and design a process to get themthere. Sense of humor. Chameleon for the needs of the group in language, pace, focus etc.


7. Ability to facilitate discussions. Attract and retain attention of audience. facilitation of

learning andknowledge sharing/building. Attends to the needs to its audience and guides rather than impose his/heropinion. Ability to cover material/content within prescribed time, ability to customize training accordingto clients' needs. Audience stays focused and own the results...as a result are more committed to theresults/action plans derived from the workshop

8. Ability to include everyone in the room. Makes the goals of the session Communication and gets agreement onthem. Ability to syntheisize contributions of participants and make connections between seeminglydisparate comments. Ability to keep the group moving along and end on time. Ability to push peoplepast their comfort zone.

9. Ability to keep participants on task and engaged in the discussion. Maintains appropriate level ofenthusiasm. Gains consensus before moving on to next topic. Squelches tangential conversationsdiplomatically.

10. Ability to keep the group engaged and on task.

11. Ability to keep the group on the subject while creating an environment for discussion. No one realizesthat they are being guided to keep to the subject.

12. Ability to listen, sense body language, understand human behavior in the environment of dynamichuman interactions resulting from talking, hearing, Listens and thinking. Ability to think and speak onthe spot with adaptation of words to best fit the audience and be able to express each thought invarious terms as may be required to maximize group understanding. Ability to maximize input from theaudience with ones strategic output to the audience. Ability to stimulate and maximize audienceparticipation.

13. As an individual: Good listener, has a postivie and participative attitude, models facilitative behavior,believes that people have creative potential and Sensitivity that others understand the vision direction andvalues As a Leader: Gives and solicits feedback frequently, shares maximum information, coaches,pushes decision making out, utilizes effective process skills, creates and maintains a safe environment,summarizes, organizes and categorizes, updholds agreements As a Leader: Usessymbols effectively, is responsible for the overall vision, makes sure the job gets done, steps back tosee the whole picture, pushes for continuous improvement, actively involves people and stays in touchwith the customer - employees, etc.

14. Asks excellent questions, non-judgmental, able to laugh at yourself, follows the flow of yourparticipants ---not your own agenda, reads audiences well, takes breaks, starts and ends on time,takes chances, learns from mistakes, listens, and most importantly, allows the participants to do most ofthe talking.

15. Brings out the best in everyone, able to lift spirits to the passion of the task, able to focus attention andenergy on the work of the task, balances an oversight role with hands-on facilitation (bringing in someconsulting expertise, not just pure hands-off facilitation),


paces the work well, paces lightness withseriousness, respects everyone, helps group through conflict and disagreement, helps group think oufthe box, sees outside the meeting in terms of postponing things that cannot be achieved at the moment(such as helping the group to reschedule another meeting,), etc.

16. Can assess the needs of the group, both stated and unstated. Can create an environment whichencourages the sharing of ideas from participants. Can help others clarify and solidify ideas. Can bringabout group concensus. Communicates acceptances towards others and values them as part of theteam/learning process. Should be competent learners and competent teachers/instructors. Talentedcommunicators. Excellent problem solvers; able to think on their feet. Able to connect not only withthe group but with individuals in the group. Able to accept and use constructive critiques.

17. Care for participants. Excellent Listens skills. Helpful in pulling together key ideas and findingagreements.

18. Comfort with situation; ability to integrate and process information from numerous participants on thespot and feed back to the group coherently and on task; understanding of all the issues surrounding thetopic; ability to maintain control; ability to involve everyone without games and without threat ofembarassment

19. Coming to the meeting with a working knowledge of the groups goals and purpose. Helping to planthe session before hand with the leader and other key members of the group. Getting themselves andothers prepared prior to a meeting. Ensuring they and the leader are ready to start the meeting (all theprep work is done and organized) on time. Paying close attention during the meeting to watch forproblem or issues (like getting off track, attacking, participation, etc.). Being sure the meeting items aresummarized and everyone understands their actions. Following up with the leader and key membersafter the meeting. Also, being sensitive to the group's needs for many reasons, some include meetingtime and place, make up of the group, breaks, dominating participants, etc.

20. Compassion

21. Confidence with content/topic; good listener; ability to relate participants' questions to topic; real lifeexperiences; comfort with facilitation techniques; presentation skills; sense of humor.

22. Confidence, ability to think on his/her feet, having the toolbox full, willing to confront the group ontough issues, brings knowledge to the table.

23. Demonstrates Listens skill

24. Dynamic communication skills, Preparation & organization, attention to detail, ability to guide the team to"close the loop", ability to think ahead and respond in a moments notice.


25. flexibility; patience; knowledge of adult education methods; knowledge of business;

practitioner ofactive Listens; ability to juggle several ideas/issues at once---under pressure; ability to create a safe,interactive, collaborative environment; ability to stick to agenda/timetable and followup

26. Flexible, neutral, validates all participants, manages the process as well as the content flow, deals withdifficult behaviors with tact, develops and maintains freeflowing input, defines the boundaries of thesession and territory, uses appropriate process tools, brackets own reactions, creates an atmosphereof trust, Presence to self and group, honest, maintains personal and professional integrity, has a sense ofhumor and uses it appropriately, willing to admit mistakes, reads and addresses, if appropriate, cuesfrom the participants, keeps the energy flowing, takes breaks before the group tires, identifies and/oracknowledges the elephant in the room, is loyal to the group, contracts with the group beforefacilitation starts, implements feedback from previous sessions into future sessions if group hascontinued interactions.

27. Focus on "process". Understanding of group dynamics. Strong communication & interpersonal skills.Knowing which questions to ask. Commitment to helping participants learn from process.

28. focuses onthe client rather than themselves. Has an exceptional understanding of human behavior aswell as group behavior. Confident enough to challenge a group and ask hard questions. Confidentenough to handle challenges from the group with out becoming defensive or shrinking. Open to allpoints of view and possibilites

29. For me a great facilitator has many qualities. First, the facilator is friendly and inviting to the session.Being an expert subject matter expert and have the ability to understand questions asked myparticipants to ensure proper responses. Engage the participants and promote feedback andparticipation.

30. Friendly, open, Communication and concise. Good speaker and funny.

31. Good Listens skills, inquiring mind, ability to handle sometimes disruptive individuals, great personaltyand HUMOR, HUMOR, HUMOR.

32. Great preparation, especially around the process. The ability to stay 'centred' when even greatpreparation did not forsee a situation which is very challenging to the facilitator, and the facilitator mustdael with it quickly and professionally. A great facilitator exudes high levels of confidence andcompetence. A great facilitator is one who can quickly identify the communication style the groupneeds, and seemlesly provide it. A great facilitator asks for feedback on the process, and theirfacilitation approach at the right time, from the right people. A great facilitator is one the group is verywilling to follow.

33. Has the ability to not react or hide reactions even when the group may be going off track.


34. Having a prepared agenda, being a good listener, guiding while remaining neutral,

impartial andunbiased. Sensitive to differences between people (participants).

35. Having the ability to listen tentatively, have very good intrapersonal communication, have objectives,scopes, deliverables, well layed out, and know your subject matter.

36. His ability to not take sides and also to keep sessions on track.

37. Humor, patience and an very deep understanding of the topic

38. I think about Veronique Ewen, present IRC/GBV coordinator to be a very good facilitator, due to herexcellent ways of developing training modules and skills used to faciliate content.

39. Impartial, assertive as needed, organized, punctual, efficient, experienced in the organization,experienced in group dynamics, skilled communicator, able to influence others, has a lot of respect inthe organization.

40. Is able to change on the fly.

41. Knowledgeable about his subject; not flustered by difficult questions; funny, but knows when to beserious; able to communicate with audience--able to convey more information than on his/herPowerpoint slides; lively enough to hold audience interest.

42. listener, reflective thinker, energetic, humorous, professional in Presence and demeanor butpersonally approachable, technically skilled, prepared with structure in mind but able to adapt to meetchanging needs and spontaneous situations

43. makes the environment safe for opening up; calming yet engaging; isn't satisfied with yes and noanswers, is prepared and flexible enough to work with whatever direction the group goes as long as itleads to the objective of the facilitation

44. Neutrality, organization, patience

45. non-judgemental, ask thought provoking questions, really listen, synthesize, sense group accor/discordand respond accordingly, friendly, use tools and processes for building consensus, think strategically,have a deep understanding of the complexity of their clients needs and issues...consistently focus groupon task at hand without making anyone feel uncomfortable.

46. organized, dynamic, motivates the group, creative, accomplishes the goal, all participants leaveenergized

47. Outstanding Listens skills as well as use of appropriate technique for appropriate audience.Tremendous flexibility to respond to where the group needs to go, while maintaining focus on definedobjectives.


48. patience, ability to deal with idiocencriciies, stay focused

49. Personable, energetic, enthusiastic, exellent communicator, strong ability to summarize or paraphraseparticipant statements, able to bring groups to consensus, elicits participation, able to identify themes ortrends within discussions, builds ownership of the session by the group

50. Practice is important. Confidence is important. Knowledge of the subject being facilitated is tooimportant. Legitimacy is probably the most important thing (are you a peer of the folks you facilitate?).Hereditary gifts like tallness, good looks, a good voice, likeability, charisma are probably 80 percent ofsuccess (my opinion). Facilitators that keep the attention off themselves and on those being facilitatedwill always have a job!

51. Prepared with background info. Excellent design. Perceptive, insightful and able to keep big picturetop of mind. Excellent listener. Flexible and business savvy.

52. Prepares for the meeting. Has an agenda. Focused yet flexible. Relates to people in the room. Goodlistener / observer. Good level of self Sensitivity so they are not hooked into the group dynamic.Sense of humor. Detail-oriented. Follows up an open issues after the meeting.

53. S/he has an Sensitivity and sensitivity to her/his participants. There seems to be direct connection withthe group. Facilitator knows her/his process very well and differentiates between process and content,leaving content to the participants. Facilitator has the respect of the group that allows the facilitator tobring up undiscussionables or make effective, non-defensive observations about the group’s behavior.Capable of keeping the group focused on addressing the issue and not allowing the to by-pass theobservation made. On the other hand s/he can quickly move the group along without alienatingparticipants.

54. S/he is able to stay away from the content and manage the process well. Especially in terms of involvingparticipants.

55. someone who can 'read' the group, stop the discussion when it has gone off course, get the group tomeet it's goal and makes people comfortable in the room

56. Someone who keeps the agenda moving along, keeps the participants engaged, manages the side barconversations or other disruptive behavior both in the group and outside it, has the ability to engage allgroup members and helps them take responsibility for getting the work done outside the group.

57. Tells real-life stories. Is trustworthy to the clients and participants. Builds trust within the participants.Speaks clearly. Uses appropriate words/vocabulary. Solicits responses and input from theparticipants. Looks to participants to answer questions and address issues. Doens't impose her/hisown solutions.


58. The ability to evaluate the development of the various group and individual processes

involved infacilitation and to respond with informed creative wisdom to get people from where they are to wherethey want (sometimes should) be.

59. The ability to hear and condense wording without losing scope or value. This is extremely helpful indocumenting our Work Process for everday employees to use.

60. THE ABILITY TO KEEP THE TEAM FOCUSED AND ON TRACK - THE ABILITY TO KEEPTHE TEAM OPEN, RESPECTFUL AND INTERACTIVE

61. The ability to lead without the group feeling they are beind guided to a specific conclusion. They mustfeel they have arrived at that point and the facilitator only helped avoid hazards and roadblocks.

62. The ability to stay out of judgment and in curiosity. The ability to ask powerful questions and "stay inthe question" - ie know when to go deeper. Teh ability to remain fully present.

63. The ability to stay unswervingly content neutral is key. Also important is having a Communication approach toproblem-solving that can be simply explained and understood by others.

64. The facilitator actively involves participants, acts confidently and answers questions honestly.He isalways monitoring participation and draws out contributions from the normally withdrawn participants.He does this by actually calling out thier names and challenging them with questions. He uses humourlike jokes short stories and games that makes the whole session learning fun.

65. The person generates trust and open dialogue through his (it's a him in this case) personal behaviourand professional competence. He is always expressing genuine interest and commitment to theparticipants and the issues addressed - as well as to the process, that participants and he aredeveloping together. He stays calmly in control of this process - grounded on his feet with a great touchof flexibility and humour. He masters active Listens and proactive inputting in all phases of thefacilitation. He is always very well prepared and puts great attention to the combination of concretecontext, theoretical models and relevant examples. He involves participants through a variety ofmethods. His professional knowledge of theory, models and best practice is continuously updated. Heleaves room for discussion and handles disagreements and moaning with great openness. He can staysilent - but never looses focus on participants' learning. He always summarises in a transparent way.

66. Their ability to lead and stay organized and on topic.

67. They always check and then aim to meet the expectations of the group, they identify on a personal levelwith the group - talk to everyone in it, they keep the session moving and


keep interest levels up, ensureeveryone participates, synthesise the ideas of the group succinctly, add humour or at least do differentthings to keep the energy levels up.

68. They are able to stay on track and not lose focus. They are able to command the respect and attentionand are well prepared. They are able to engage people and their passion in an open and safeenvironment

69. They are at ease with themselves and others. They listen. They are aware of the whole group as well asthe task. They can adjust to different situations. (go with the flow) but at the same time focus the group.They are centered.

70. They have great Listens, questioning and feedback skills.

71. They have the ability to put everyone at ease, and appear to effortlessly engage the class from theiropening statement. A good sense of humour is important, along with not taking one self too seriously.Finally, internalizing the material and making it their own are some of the qualities I feel make a greatfacilitator.

72. They have the flexibility to adapt the process to meet the need of the group AND the task.They designexcellent process.

73. They keep on task and team focused.

74. They make relevant connections from the information to the user. They aren't too "touchy feely." Theydon't conduct exercises that make adults feel like they are at summer camp. Their demeanor reflectsthe culture of the company and the client's needs. They gain Sensitivity of the differences betweenadult learning and pedagogy. They are collaborative. They know how to deliver content in aninteractive way, without making participants feel like they are doing a bunch of activities.

75. They stay neutral. They strive for consensus. They have an agenda and review it at the beginning ofthe workshop and tweak as necessary and then stick to it. They start and end on time using a "parkinglot" for off-agenda items. They assign action items with a who, what, and when--they don't leave themhanging. They arrange the room so that everyone can be heard and participate.

76. Understands the appropriate techniques to use to help the group make decisions effectively andefficiently. Keeps the group on task. Addresses any challenges with participants. Remains neutral.

77. Values group wisdom.Is able to control the environement and process without controlling the content.Gets people to share their ideas and points ov view.Has skill sets necessary to accomodate a widerange of client needs. Knows that its about he group not the faciliataor. Can dance on his/her feet,adjusting to situations and personalities in the room. Uses a mix of activites to stimulate both energyand ideas in the group. Is the center of the process but not the center of attention.


Question 5.

Please add to our definition. We define a great facilitated session as a meeting in which the following conditions are met: (definition provided). What additions or changes would you make to this definition?

The responses to this question are shown below “verbatim” as provided by the respondents. No effort has been made to correct grammar or misspellings. Responses that gave the equivalent to a “no answer” response and responses not relevant to the question have been removed.

1. Participants feel heard and respected. - Particpants sense they have accomplisheded more than whatthey thought possible in the time allotted. Participants devlop "ownership" of the process and areaccountable for the effective managing of their learning and the learning of the group.

2. "Trust" needs to be in there somewhere, else much of the rest of your definition won't happeneffectively. The participants need to trust each other AND the facilitator, and also they must trust theprocess that the facilitator brings.

3. Ground rules are established and agreed upon at the begining of the session. 2. Participantsunderstand what is in it for them to participate.

4. A good facilitator's learners objectives should be linked to participants expectation of the course, andhe shoul;d both partial coaching and self- steering during the session in order fro participants to at leastcontrol their learning process.

5. A good, thorough list. I might add: "Participants walk away from the session feeling that their time waswell spent and that they we're involved in a uniquely, creative moment."

6. Action plan milestones within the 1st 20 days are actually achieved

7. Addition: Session proceeds at a brisk, but appropriate, pace.

8. Additional point: The first milestone in terms of the action plan/follow-up is actually done.

9. As a facilitator, you dont have take any decision, allow the participants to decide, control, monitor, andevaluate their input; facilitator should sometime be observer and make recommendations, give advice

10. At the completion of session, the conclusion is determined to be the best possilbe recommendation forthe organization.

11. Client and facilitator have clearly defined the objective and outcomes prior to the meetng.


12. Decisions made, follow-up actions, by whom etc., should be clearly documented and

made available toall participants in a timely manner.

13. Each person gets opportunites to express themselves and other listen to what is said.

14. Easy understanding of how to implement the "follow-up actions."

15. Every participant feel they contributed something

16. Everyone fells there attendance was value added.

17. Facilitator does not unduly influence discussions to follow his/her beliefsParticipant own the processand are not intimidated

18. Facilitator is a neutral party whose goal is to lead the group to a successful competion of the project.

19. i like the list, does it imply that everyone feels they had a great opportunity to express themselves fully?

20. I think it is very important to add points about the qualities of the facilitator. This definition seems topredominantly address the qualities of the session from exclusively from the participants viewpoint.Facilitators must find creative ways of linking the participants to each other; so that, they all stay on thesame page.

21. I want a facilitator who also has an opinion on the issues at hand and can help lead as well as faclitate,as needed.

22. I would add a how and a measure to the actions

23. I would add that it is imperative that the resolutions/decisions are clear enough that they can beimplemented the next day!

24. I would add that people recognize the value that the facilitated session provides to the decision makingprocess as opposed to previow methods of arriving at the decision.

25. I'd remove the second to last bullet. Or change "Dysfunctional" to "Distracting." Dysfunctional seemsjudgmental while Distracting seems observable.

26. If a mapping exercise, the ability to communicate that what is being mapped should end up being a self-contained system that is self checking and complete, going through the entire spectrum of steps: plan,do, measure, adjust. That the map has feedback loops to ensure success.

27. Implied in yur definition but you might want to make more explicit- There is a clearly stated desiredoutcome. Participants all understand and take part in the group process--


"self-facilitating" so to speak.Also, you reference group norms but where are they creatd and agreed upon?

28. make it fun where possible

29. Not only understand the decisions made, etc., but can support those decisions, especially if they do notfully agree with the decisions made (consensus). Suspension of assumptions and noble certanties.

30. Participant appreciate the role of a facilitator - appreciate the energy and movement that a facilitatorbrings to the group's work. Participants participate in creating the group's agenda for work, altering itwhen necessary - they feel in control of their meeting time and task while facilitator helps them getthrough it.

31. Participants agree to abide by the ground rules they develop participants know what the deliverable isfor this meeting

32. Participants are aware of the constraints surrounding the issue - financial, resource, governmental, time,etc. The group contains the right mixture of subject matter experts and decision makers.

33. Participants are heard, key points are recorded for later study, sponsor would do the facilitation again,group felt their participation made a difference

34. Participants are more than satisfied--they are delighted because the session accomplished exactly whatthey wanted and hoped for.

35. Participants are ready to compromise when it comes to decision making "the Win Win approach"

36. Participants begin to trust each other.

37. Participants develop a thorough understanding of all components of the problem before attempting tosolve it.

38. Participants effectively understand and learn from peer views and exchange. Participants are work onand link the session to their organisation and functions. Participants understand the relevance and valueadded of the session to their on-the-job performance and development.

39. Participants experience participation which leads to ownership of the outcome.

40. Participants feel valued and validated. Participants are actively engaged and excited about thedecisions made and their involvement in the implementation of the decisions.


41. Participants had fun and were pleased they had attended even if they were required to

attend.Participants want to have follow-up meetings or brainstorming sessions to keep up their newfoundmomentum.

42. Participants have time and space to reflect on the learnings

43. participants know their roles and roles of key team members (leader, scribe, facilitator, etc.)

44. Participants percieve they have gained new information and/or knowledge to improve decision making.

45. Participants understand the importance of completing the follow up actions they are assigned.

46. Particpants 'buy-in' to what work being undertaking & understand their role

47. People are able to trust each other and feel safe to express themselves. There are no right or wronganswers

48. See response to question 4. ALL participants contribute to their personal, full potential for that event orgroup session. People feel satisfied and have evidence that they made a contribution. The groupproduces something (output or outcome) that could not have been produced by a smaller/larger/different group.

49. Spell throughout correctly! Participants are RESPECTED as partners in the process.

50. The above conditions are good. Additions: Ground rules are followed, problem solving occurs,discussions are constructive, decisions are recognized and documented, and desired outcomes are met.

51. The alchemy that moves it from "good" to "great" includes bonuses that emerge from the synergy of thegroup that works well together within a very short time.

52. The facilitator should be in charge and everyone should agree and respect that decision.

53. the facilitator should ensure: The meeting starts and ends on time and the pace during the meeting ismanaged and appropriate. The right people are at the meeting. The leader is coached in and usesgood leadership skills. There is a supportive environment within the group. Meeting results aredocumented. There is an agenda with times and who is responsible. Celebrate wins. Results arecommunicated to the appropriate people.

54. The facilitator was seen as a tool of the group rather than as the discussion leader.

55. The only addition I would make is that the facilitator must remain nutral during the activity. It isimportant that each side feels like they are being heard and not shut down because their ideas/views aredifferent from the facilitator's.


56. the participants are in the driving seat

57. The participants enjoy the interaction to a greater or lesser extent and learn something new either aboutthemselves, the issue, or others they are interacting with.

58. The participants leave the session feeling that the facilitator was an active business partner, not somesort of happy moderator.

59. The participants walk away not only with an understanding of the meetings results but also with a senseof accomplishment.

60. The structure and framework of the group is developed through negotiation, contracting and agreementwith participants.There is no one way or technique. Be flexible and stay awake. Cultural sensitivitiesand community sensitivities need to be addressed in a similar way. Don't assume - ask.

61. The task is well defined and made clear. The participants spend time exploring the nature of the taskand making the objective explicit.

62. These are focused on facilitation skills. Facilitator skill are part of a great session. Location, food,weather, session subject are probably more important to success than the facilitation skills (another "myopinion"). One can be an average facilitator and have a great location and food and they rate thefacilitator as 8 or 9 out of 10...

63. Those individuals charged with implementing the follow-up actions follow through and are heldaccountable. Although there are certainly benefits that come out of a well facilitated session, it's not agreat session unless the decisions of the group are implemented.


Question 10.

Please indicate below other facilitator skills you would recommend?

The responses to this question are shown below “verbatim” as provided by the respondents. No effort has been made to correct grammar or misspelling.

Topic Code Comment

Adapt Don't over-facilitate. Some facilitation techniques are good for 'average' folk, but often arecondiscending when used on professionals.

Adapt able to change course of the program to suit partipants' needs,

Assessment An ability to access resources to understand the clients objectives as and when required

Assessment Manage client and group expectations

Communication Must be a great listener

Conflict Conflict Resolution skills

Confusion Facilitator can recognize confusion in group members and has designed the process in a way thatallows the group sufficient time to overcome this.

Content Facilitator not to suggest the 'answer' or 'the better way' during the session processing.

Delegation Facilitator gives the participants opportunity to train (delegates) parts of the facilitation process forexample time management, identification of best practice examples from own organisation,...).

Diversity Multiculture do's and don'ts

Document ability to summarize results/commitments in a readable set of notes

Empower The facilitator knows how to model and pass on the role of facilitation to others in the group. Thefacilitator regards other participants as having the potential to facilitate others. The facilitaor knows howto practice the art of equal vision and aknowledge strengths in others that compliment the grouppurpose.

Equal The ability to make everyone in the room feel like they are on equal footing with the other participantsregardless of job title or responsibilities.

Expectations A good facilitator helps to manage attendee expecations by being invovled or knowledgable of thecommunication that attendees recieve prior to arriving at the session. Much time and energy can bespent and sessions wasted if attendees have not been properly informed of session purpose andexpectations prior to arriving.


Topic Code Comment

Focus Facilitator understands how to get a group "unstuck"

Humor A sense of humor. Enthusiasm and genuine interest in problem, topic, or discussion.

Humor Facilitator is able to use humor and levity appropriately. Facilitator understands the value of FUN!

Humor Humour may be appropriate but can is risky and can easily lead to problems, would need to besituation specific.

Humor The ability to have fun and motivate through humor

Leaders Trouble shooting skills for ineffective leaders. (e.g. If the leader and facilitator agree in theory on rolesand outcomes but after the process in underway the leader falls short, the facilitator needs to figure away to handle without assuming the duties of the leader).

Neutral Staying impartial personally and professionally -- and modeling that to the group. A facilitator caneasily lead a group in a predetermined direction -- or allow a group member to use the process tofoster his/her own agenda. To help a group think creatively and function as a team, all parties,especially the facilitator, have to leave their pre-conceived notions and expectations at the door. Thatincludes the agenda and "box" that the client may have intended the group to work in when the processbegan.

Neutral To maintain an appropriate balance of input between facilitator and participants. Avoid/minimise orbetter still elimnate self bias.

Neutral An ability to be quiet and let the group come upwith ideas

Participants I would be extremely careful when soliciting and believing feedback on others personalities, etc., as oneclient's opinion can easily influence how the facilitator reacts with members of the group. Perhaps,asking several clients about what pariticpants should be involved in a session could provide a betteroverview of team members likes, dislikes, work history, willingness to participate, etc., would providea better indicator for the facilitator.

Participants Understanding of behaviours or personality preferences

Personal Integrity Consistancy Continuity

Personal knows his own weaknesses and is aware of that, capable of learning from the group, open to newthings, not afraid to make mistakes, andmake it OK with himself and audience when that happens.

Process Group design, knowledge of complex/adaptive systems, performance improvement.

Result Make sure the meeting gets a result


Topic Code Comment

Role There's always a controversy between pure faciliation and consulting, and my bottom line is helpling thegroup do what it can do and doing for the group what it cannot do for itself. rarely does a group knowthe difference, and often a group doesn't know when to put on which hat, much less when to ask thefaciliator when to put on which hat. Sometimes a group will utilize my services primarily as a facilitatorbut they want to feel unlimited in asking for my expertise. It's a clear line to me but a broad gray areafor them.

Role Ability to distinguish between facilitator and process consultant roles.

Role Always avoid taking on a participant role.

Role Facilitator must understand that his/her job is to get the group where they need to go, with the resultthat they think they got their on their own with very little help.

Self Facilitators need to be able to assess their emotional/mental fitness both at the beginning and at the endof the day (or session) and affect adjustment. Facilitators need to be able to disengage at the end of the day, practice effective stress managementand be able to laugh with (or at) themselves sometimes.

Summarize Patience, ability to summarize and focus on key issues.

Summarize Summarize discussions as they reach closure to come to a decision if possible so the discussion won'tkeep occuring at each meeting. That's all I can think of for now.

Time Facilitators need strong time management skills.

Visuals Use of visual aids, flip chart, grease board, etc.


Facilitation Skills Research Survey - INIFAC · Facilitation Skills Research Survey A. Overview In...

Documents

Transcript of Facilitation Skills Research Survey - INIFAC · Facilitation Skills Research Survey A. Overview In...