Workplace Facilitating Insights 2

Workplace Facilitating Insights 2

Summary: Here are 21 Workplace Facilitating Insights 2 of 2. Drs. Stephen Hobbs and Laurie Maslak each prepped 10 questions they combined into this list. They added a bonus insight. The insights are important to facilitate meetings and learning events. 

21 Essential Insights for Facilitating on Intention (Part 2 of 2) ... 

Two experienced facilitators, Dr Laurie Maslak and Dr Stephen Hobbs, met and shared a conversation regarding their insights about facilitating.

The two facilitators have worked together on various corporate, community, and government projects. many of which were framed by appreciative inquiry.

For one corporate client, they prepped and delivered a Facilitation-Facilitating workshop. During the preparation process they sat down and taped their conversation. They each shared their 10 facilitating insights important to facilitators of meetings and staff learning processes. Results: 20 Insights + a bonus.

The Remaining Ten Workplace Facilitating Insights 2 of 2 + bonus.

The first 10 insights are available here ... 

11~ Ensure a quick evaluation of the meeting ... ask what were the positives, negatives, and/or interesting aspects of the meeting. Take notes and improve at least one element of the meeting for next time.

12~ Flexibility: Use an agenda only as a template – be prepared to let the session be constructed “in the moment”. However, make sure two topics are covered at minimum – What is facilitation? What insights are requested from your involvement?

13~ Focus on Application: People need many structured opportunities throughout the session and in the workplace afterwards, to apply the theory to real life situations and learn from doing. It is through debriefing activities that many “ahas” occur for individuals.

14~ Follow-through and Follow-up: One of the most important features of any good facilitation is the attention to follow-up and evaluation of the impact of the session on future behaviour, attitudes, initiatives, etc. An opportunity to review learning, commitments, and shifts noted, or to provide a summary report on the session, must be built into every planned facilitation.

15~ Preparation: Prior to the session, research who is attending, the purpose of the session (the stated and the unstated), any current issues between participants, and prepare appropriate materials/exercises based on this information. Also know what to wear!

"Facilitating is about drawing the ideas from others so they can answer their questions in their words."

16~ Setting up for Success: Confirm that the room set up is conducive for the type of session being held. Never scrimp on attention to detail: see to it that refreshments and lunch are provided, as is access to materials and AV aids. Allow for dialogue in smaller groups or dyads, as well as an open space for large group discussion and set-up so everyone has visual access to the AV equipment being used. I also like to vary the room set-up throughout a longer session (full day or longer) to encourage movement and more extensive dialogue.

17~ Use collaborative learning techniques ... to increase participation and creative flow. Brainwriting is an example; each person is given the same or different question on a sheet of paper. They answer the question within a set time. Then the paper is rotated one position clockwise and the next person answers the question by adding to the first response, and so on. Works best in groups of three to five people.

18~ Wait through the silence when a question is asked … wait until one of two things occur … a person asks for clarification or an attempt is made to answer your question.

19~ When needed, use your own life experiences to illustrate points … your presence sets the mood and tone for the meeting.

20~ When persons challenge other persons, encourage the challenge in the form of a question rather than as an ‘attacking’ statement.

Bonus~ Because Silence was mentioned twice (#4 and #18), here are two additional ideas. First, silence is not the consensus. Everyone’s opinion matters, everyone needs to be heard! Second, silence is part of reflection. Some peoples’ learning and personality preferences require time for reflection. In all ways, use silence to your advantage.

Which insight calls to you having read the list – and why?
Appreciate your comments below ... 

Co-authors ... Stephen Hobbs, EdD and Laurie Maslak, PhD 

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workplace culture awareness

Yours for the wellth of it,

Legacy signature Stephen Hobbs

Keywords: Workplace Facilitating Insights 2


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