1. facilitation basics mbc
TRANSCRIPT
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Marlene B. De CastroNovember 2009
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What is Facilitation Who is a Facilitator? Preparation and
Planning Planning the
Activity, Meeting or Event
Delivery Links & Resources The SRRA Method
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Define your topic List the steps to prepare Use the steps to design and practice facilitating Practice designing focus questioning to support outcomes Review guidelines for working with conflict Identify key facilitation support resources
and openers
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For each participant to feel safe and valued and supported as we explore our experiences and discover our strengths
Have a positive and engaging learning experience
Discover meaning by stretching without breaking , bouncing back to a new learning place.
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A process of.. Clarifying confusion on self, relationship,
expression of independence and misinformation on related concerns.
Giving correct and appropriate information. Providing an avenue for participatory and
responsible decision. Influencing participants to make positive
behavioral change. Helping them sustain these positive
behaviors.
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Walkabout Poll
How often do you facilitate or lead?What kinds or meetings?
( board, town hall, others)How confident do you feel in this role?
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Someone who uses knowledge of group processes to develop and provide the needed structure for meeting interactions to be effective
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Is not an expert on the issue (but could be)
Expertise is in the process
Is trained/attentive to communications, resistance, group dynamics, decision- making, meeting/workshop design and dealing with crisis.
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Table talk (activity) Think about your best facilitation experience
What made it best
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Rational aim- What people need to know, decide, accomplish or discuss during the meeting
Experiential aim - What needs to happen among the
group, what kind of experience you want them to have
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Preparation and Planning 1. Why are we meeting?2. What is the situation?3. Who's coming?4. What will we do?5. Details, details details.
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What’s the situation?
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What kind of meeting?
Small meetings?Large meetings ?
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Purpose: Clear intentions in advance Limit: agreed upon beginning &
ending time Agenda: specific areas to be discussed/ timed Next: meeting , steps, agenda Critique: how could the meeting be improved?
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Who’s Coming?
Participant Profile Worksheet:
Who is expected to participate? How many?
What is the age range and gender mix? What is the sector mix (Private, Public
or non profit) How are they being selected? Why has each particular person being
invited? What are they being told about the
event? Are there potentially too few or too
many participants for the events purpose and limitations?
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Participant’s
Attributes
Participants attributes:
What are the participants expecting in terms of both process and of outcomes? Are the participants
expectations realistic? Is there a need to manage their expectations?
What levels or positions do the participants represent?
What is their knowledge and experience of the topic
Are the participants familiar with the facilitating processes?
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Special Needs: Are there language, literacy,
ort disability needs to be identified and dealt with
Are there part time pax? What are their roles in the event/
Is there any recent history of discussion related to the topic/
What are the general positions of agendas that the individuals may be bringing into the event
Special Needs
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Intra group Relations: Are there guest speakers or
other non participating people attending
Are there political and status relationships to be considered
Are there potentially some group dynamics issues to be aware of, such as dominating personalities, angry participants etc?
Intra group
Relations
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Powerful questions Designing a Focus question
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Who What Which When Where Why How
More powerful
Less powerful
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• Is the question relevant to the real life and real work of the people exploring it?
• Is this a genuine question one for which we do not know the answer
• Is this question likely to invite fresh thinking or feeling?
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Focus Question
Rational aim
What the groupwill explore orwhat decision
theywill make
Experiential aim
what the groupwill experience
Participants
who will be at the
event and howthey will
represent the
stakeholders
Stakeholders
who will be affected by theresults
Subject
the topic or area of concern
Geography & time
frame
place and period
of time covered by
the plan
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Brainstorm possible activities to achieve aims
Materials Time Space
Rational Aim Experiential aim
Activity Planning Worksheet
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ActionPlanning
Energizers
Gamesactivities Workshop
s
Role playTable talk
Icebreaker,
brainstorm,
consensus,
conversation
Reflection
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Logistics/Details
Refreshments (What kind of refreshments work best for the participants
Communications
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what could get in the way
• outside stress that keeps us from our tasks
• Distractions. Disinterest
• Blame or Judgment• Being closed minded
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Ground rules:1.Show up body, mind emotions, spirits2.Pay attention- to what has heart/meaning to you3.Tell the truth- w/o blame or judgment4.Stay open to outcomes thru the end
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Topic:Rational Objective Experiential Objective
Introduction:
Objective: getting the facts
Reflective: feelings, associations, imaginations, intuition
Interpretive: values, meaning, purpose, learnings, Insights
Depth: Deeper sharing within the group, future resolves
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Trust Respect Unity of purpose Non violence Self empowerment Cooperation Conflict resolution Commitment to group Active participation Equal access to power Patience
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Heirarchical Symbolic Bureaucratic FacilitativeASSUMES
Top down authority Power of influenceRespect and permission to lead
Power & authority and assignmentInsert in a box;Division head, SupervisorTeam leader
Power ofthe groups diversity
KNOWS
Knows what to do Breadth/depth & content The heart of the group
How the system works and the history (p0past decisions)Then… now
Methods how to:
SEEKS
The right decision To inspireAlso wise and prudent decisions
Workable solutionsCompliance to get things done
Decisions the group will own An arrow with people inside
RELIESON
Individual ability, charisma, expertiseIbns. Pix of a confident face
Vision Problem solving expertise and structuresutersInsert drawing of building w struvcture
Group ability
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Facilitation is…Like a a jazz ensembleToolsPeopleMethods/ processesProducts
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Your best tips from your experience and
what you’ve heard from peers today
Any online links are helpful resources
Where to go for others to learn
with/from?
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CYCLE OF LEARNINGACTION REACTION
REALIZATION
SITUATION
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CYCLE OF LEARNING
•The Cycle of Learning is a method utilized in processing sessions, activities conducted so that learning becomes more meaningful. • Through the SRRA Method, the facilitator uses a technique that brings out the ideas of the participants. •It is activity and participant focused that facilitate and enhance learning.
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The SRRA Method
SRRA Stands for:
S - SituationR- ReactionR – RealizationA – Action
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What will you ask? How will you ask? Objective
“What did we do?”
“What did we just view?”
“What was the film showing all about?”
Allow the participants to recall what did you do in the activity
Have the participants relate what was the film/activity all about.
Recall the main characters/events in the story.
To help the participants briefly recount the activity conducted that serves as a springboard for deeper discussion.
SITUATION
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“How did you feel?”
Bring out the personal feelings of the participants on the activity conducted/
film showing viewed.
To bring out the feelings of the participants and process these naturally.
REACTION
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“What did you learn from the activity?”
“What did you realize from the activity?”
Ask the participants on what were the learning from the activity.
Elicit their ideas by relating the activity to true to life situations, and what learning does it bring about.
To bring out critical thinking of participants to discern learning given particular situations.
REALIZATION
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ACTION
Based on what have learned, what will you do now?”
If you were in that situation, what will you do?”
Have the participants share their personal actions/s commitment based on what they have learned.
To make the participants practice consciously to enact what they have learned, to make the learning worthwhile.
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CYCLE OF LEARNINGACTION REACTION
REALIZATION
SITUATION