How to Create and Sustain a Participatory Environment

The primary responsibility of a facilitator is to protect the participants.  Secondarily, the facilitator helps drive the group toward its desired deliverable.  Since the deliverable is built to serve the participants, the people take priority over the issues.  To some extent, both people and issues are managed by creating an environment that is conducive to productivity.  Easier said, than done.

Additionally the International Association of Facilitators (IAF) encourages you to “Demonstrate effective participatory and interpersonal communication skills . . .

  • Apply a variety of participatory processes
  • Demonstrate effective verbal communication skills
  • Develop rapport with participants
  • Practice active listening
  • Demonstrate ability to observe and provide feedback to participants”

The “zen” of the experience warns us that participants will respond to stimuli differently.  Psychologist Howard Gardner identified eight distinct types of intelligence.  He claims that all humans have the spark of genius buried within, but they manifest differently among us.  The eight types include:

  1. Bodily-Kinesthetic Intelligence (“Body Smart”)
  2. Interpersonal Intelligence (“People Smart”)
  3. Intra-personal Intelligence (“Self Smart”)
  4. Linguistic Intelligence (“Word Smart”)
  5. Logical-Mathematical Intelligence (“Number/ Reasoning Smart”)
  6. Musical Intelligence (“Musical Smart”)
  7. Naturalist Intelligence (“Nature Smart”)
  8. Spatial Intelligence (“Picture Smart”)

You can begin to appreciate the value of applying a variety of participatory tools to solicit input from your participants.  Clearly and factually, not all of them will respond effectively to a strictly “verbal” environment.  Thus it is critically important to interview your participants in advance.  How else will you understand them and the method that may best serve them?  As we say in FAST class, there is no “silver bullet” to be an effective facilitator.  If you don’t show up prepared, your performance will likely be sub optimal.

Once we understand our participants better, and can improve the selection of tools that we choose to use in our meetings and workshops, effective facilitation relies heavily on active listening.  When conflict develops, people frequently do not listen to the other person or side of the story.  The facilitator’s role becomes indispensable to provide reflection on what is being said, because more participants will listen to the facilitator.  Don’t forget to confirm however, that you got it right.

Or write, as in, capture the reflection in writing.  If you capture the participants’ primary thoughts (frequently referred to as a causal link as in “I think that . . .”) in writing, such as a large Post-It® on an easel, it becomes easier to have them reflect on what was written down or captured.  Your participants can then confirm the accuracy or offer up corrections or additions as appropriate.

When providing feedback and reflection, scan the room and observe reactions, typically non-verbal.  Determine if it appears that the group understands and perhaps agrees, or if there is resistance —perhaps due to misinterpretation or misunderstanding that you can help clear up through active listening.

Let us know what you think by commenting below. For additional methodology and team-based meeting support for your change initiative, refer to “Change or Die, a Business Process Improvement Manual” for much of the support you might need.

Become Part of the Solution, Improve Your Facilitation Skills

The FAST curriculum on Professional Facilitation Skills details the responsibilities and dynamics mentioned above. Remember, nobody is smarter than everybody, so consult your FAST Facilitator Reference Manual or attend a FAST professional facilitative leadership training workshop offered around the world (see MG Rush for a current schedule — an excellent way to earn 40 PDUs from PMI, CDUs from IIBA, or CEUs).

Do not forget to order Change or Die if you’re working on a business process improvement project. It provides detailed workshop agendas and detailed tools to make your role easier and your team’s performance a lot more effective—daring you to embrace the will, wisdom, and activities that amplify a facilitative leader.

About Facilitation Instructor
President of Morgan Madison & Company, through professional and academic endeavors, Terrence has focused on improving group decision-making quality. His experience has proven that: 1. Evidence-based information assures higher quality decisions. 2. Properly managed conflict, provides groups with more “options” to consider —
 and groups with more options have been proven to make higher quality decisions. With a Baccalaureate in Science from Northwestern University (Evanston, IL) and a MBA from NWU’s Kellogg School of Management, Metz’s core competency has focused on rhetoric: the process of adjusting ideas to people and people to ideas. He is a founding principal partner and president at MG RUSH and a certified Six Sigma Green Belt® from Motorola University. CRC Press, part of Taylor and Francis, publishers since 1798, published his recent book, “Change or Die: Business Process Improvement Manual”. Terrence introduced the concept of holism to the field of structured facilitation as a method for keeping discussions on target and aligning deliverables within and throughout an enterprise. As a public speaker and instructor, he strives to reduce ‘noise’ and ‘distractions’ so that groups and teams can be more successful. Terrence is passionate about using and teaching the FAST Facilitation technique so that people and teams make more informed decisions. He made the FAST technique more robust by adding and enhancing decision-making tools such as PowerBalls and the FAST quantitative SWOT technique that is used worldwide by Fortune 1000 companies. Since 1999, Terrence has taught over three hundred classes.

10 Responses to How to Create and Sustain a Participatory Environment

  1. Mick says:

    Excellent advice.

  2. Pingback: Five Problems with Meetings and What To Do About Them « Facilitative Leadership & Facilitator Training

  3. Pingback: Let’s Be Thankful—Where We Are Winning « Facilitative Leadership & Facilitator Training

  4. Pingback: Five Reasons to Hold a Facilitated Session « Facilitative Leadership & Facilitator Training

  5. Pingback: Change Your Thoughts, Change Your Life « Facilitative Leadership & Facilitator Training

  6. Pingback: How to Design an Agenda « Facilitative Leadership & Facilitator Training

  7. Pingback: How to Manage the Parking Lot and Wrap-up Meetings « Facilitative Leadership & Facilitator Training

  8. Pingback: How to Facilitate Simple Prioritization « Facilitative Leadership & Facilitator Training

  9. Pingback: How to Facilitate Quick and Simple Prioritization Using a PowerBall Method | Facilitative Leadership & Facilitator Training

  10. Pingback: Individual Motivation to Embrace Organizational Goals (aka, Persuasion) | Facilitative Leadership & Facilitator Training

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s


Get every new post delivered to your Inbox.

Join 3,831 other followers