Marlene B. De CastroNovember 2009

What is Facilitation Who is a Facilitator? Preparation and

Planning Planning the

Activity, Meeting or Event

Delivery Links & Resources The SRRA Method

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

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.

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.

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?

Someone who uses knowledge of group processes to develop and provide the needed structure for meeting interactions to be effective

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.

Table talk (activity) Think about your best facilitation experience

What made it best

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

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.

What’s the situation?

What kind of meeting?

Small meetings?Large meetings ?

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?

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?

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?

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

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

Powerful questions Designing a Focus question

Who What Which When Where Why How

More powerful

Less powerful

• 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?

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

Brainstorm possible activities to achieve aims

Materials Time Space

Rational Aim Experiential aim

Activity Planning Worksheet

ActionPlanning

Energizers

Gamesactivities Workshop

s

Role playTable talk

Icebreaker,

brainstorm,

consensus,

conversation

Reflection

Logistics/Details

Refreshments (What kind of refreshments work best for the participants

Communications

what could get in the way

• outside stress that keeps us from our tasks

• Distractions. Disinterest

• Blame or Judgment• Being closed minded

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

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

Trust Respect Unity of purpose Non violence Self empowerment Cooperation Conflict resolution Commitment to group Active participation Equal access to power Patience

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

Facilitation is…Like a a jazz ensembleToolsPeopleMethods/ processesProducts

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?

CYCLE OF LEARNINGACTION REACTION

REALIZATION

SITUATION

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.

The SRRA Method

SRRA Stands for:

S - SituationR- ReactionR – RealizationA – Action

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

“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

“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

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.

CYCLE OF LEARNINGACTION REACTION

REALIZATION

SITUATION