Please enable JavaScript.

Coggle requires JavaScript to display documents.

Facilitation - Coggle Diagram

- - - - inquire by
        asking
        powerful questions
        
        open
        
        curious
        
        reflective
      - ask someone to coach you
      - plan your sessions
      - Learn to listen
      - Say what you see,
        in a factual, non-judgmental way
      - Let go of judging
        right vs wrong
      - Take a
        systems perspective
      - Bridge
        competing ideas
      - Listen for
        the 2% common ground
      - Offer ideas
        with no attachment
        to the outcome
      - Seek to understand and deepen
        the group’s understanding
    - - active
        &
        engaged (not passive)
      - owns the process,
        the group owns the content
      - add value by reflecting back to the group
        what's actually happening
      - open minded
        &
        sees value in all voices
      - Polarities in opinions
        offer opportunities
        to find common ground
      - vested in helping the group
        achieve their desired outcomes
      - Critique about the group process
        is not a critique about who I am
  - - - Storms create
        deeper understanding
        and context
        for what’s being discussed
      - I don’t need to take sides;
        I need to be able to help the group
        hear all perspectives
      - Opposition
        offers correction
      - The purpose of conflict
        is to be helpful
        to a process
      - Dysfunctional behavior
        is a sign of displeasure
        with something that is happening
        or something that is wanting to happen,
        more often than it is about what it looks like in the moment
        (i.e., interpersonal conflict)
      - I don’t need to have the answers;
        I need to help the group find the solution
    - - Create the container
        that allows for storms
      - Sense when there is dissonance
        – either overt or covert
      - Have empathy
        with each member of the group
      - Inquire
        about opposition
      - Be fully present
      - Be self-aware
        of your own personal bias
      - Adjust the process
        if the conflict calls for it
      - Activate bystanders
        voice what you are seeing or hearing
      - Turn it back to the group
        to decide
  - - - This is their Agenda
        (Big ‘A’ agenda – the underlying need;
        not little ‘a’ agenda of a meeting)
      - Resistance is not dysfunctional;
        it’s trying to be helpful
      - Inability to converge or decide
        may mean there is something that needs to be discussed
        that has not been discussed
    - - Always be asking
        ‘How can I best serve this group?’
      - Treating all actions by the group
        as data about what they really need
      - Meeting resistance
        with curiosity
      - Aware of the difference between
        the facilitators desire
        and what the group needs
      - Creating a space
        that allows for opposition
        to both process and content
      - Owning the process
        & being open to feedback about the process
  - - - Trust in the collective intelligence,
        capacity,
        and experience of the group
      - People are more committed
        to what they have helped to create
      - The whole is greater
        than the sum of its parts
      - diversity & difference
        enhance the outcome
      - Inclusiveness & engagement
        of all is needed
      - An environment of trust
        will lead to participation by all
      - The group already has all it needs,
        my job is to help them
        access that knowledge
    - - Create a container
        that fosters trust,
        connection & inclusiveness
      - Design group processes
        that engage the whole group
      - Make it safe
        for all voices
      - Ask
        for the opposing voice
      - Find the thread that leads to consensus,
        and help the group pull it through
- - - - WHAT
        
        it allows to understand other people
        how they perceive
        you
        your attitude
        your response to them in the moment
        
        clear perception of your personality
        strenghts & weaknesses
        thoughts & beliefs
        motivations & emotions
        
        it's one of the attributes of
        emotional intelligence
      - WHY
        
        it enables to make the changes
        in thoughts & interpretations
        you make in your mid
        
        changing interpretations allows you
        to change your emotions
      - DEVELOPMENT
    - - Development
        
        it's an introspective process