| |
| |
Introduction: Getting the Most from This Resource | |
| |
| |
| |
Overview of Facilitation | |
| |
| |
| |
Facilitation in Organizations Today | |
| |
| |
Benefits of Facilitation | |
| |
| |
Goals of an Effective Facilitation | |
| |
| |
Facilitation Applied | |
| |
| |
Facilitation and Leadership | |
| |
| |
A Vision for the Future | |
| |
| |
| |
Role of the Facilitator | |
| |
| |
Manager of Group Process | |
| |
| |
Responsibilities of a Facilitator | |
| |
| |
The Evolving Role of the Facilitator | |
| |
| |
Humanizing the Workplace | |
| |
| |
| |
Basic Facilitation Skills | |
| |
| |
| |
Verbal Techniques: What to Say | |
| |
| |
Asking Questions | |
| |
| |
Probing | |
| |
| |
Paraphrasing | |
| |
| |
Redirecting Questions and Comments | |
| |
| |
Referencing Back | |
| |
| |
Giving Positive Reinforcement | |
| |
| |
Including Quieter Members | |
| |
| |
Encouraging Divergent Views | |
| |
| |
Shifting Perspective | |
| |
| |
Summarizing | |
| |
| |
Bridging | |
| |
| |
| |
Nonverbal Techniques: What to Do | |
| |
| |
Active Listening | |
| |
| |
Voice | |
| |
| |
Eye Contact | |
| |
| |
Attentiveness | |
| |
| |
Facial Expressions | |
| |
| |
Silence | |
| |
| |
Body Language | |
| |
| |
Position and Movement in the Room | |
| |
| |
Distracting Habits | |
| |
| |
Enthusiasm | |
| |
| |
Dress | |
| |
| |
| |
Recording Techniques | |
| |
| |
Why Record? | |
| |
| |
What to Record | |
| |
| |
Using Flip Charts | |
| |
| |
Using Someone Else to Record | |
| |
| |
Role of the Recorder | |
| |
| |
Ownership of the Flip Charts | |
| |
| |
Other Uses for Flip Charts | |
| |
| |
Organizing and Handling Flip Charts | |
| |
| |
The Art of Charting | |
| |
| |
Flip-Chart Equipment and Supplies | |
| |
| |
| |
Reading the Group | |
| |
| |
How to Read the Group | |
| |
| |
Group Dynamics | |
| |
| |
| |
Facilitating Consensus | |
| |
| |
Understanding Consensus | |
| |
| |
Problems with Consensus | |
| |
| |
The Flow of Consensus | |
| |
| |
| |
Facilitator Methods and Tools | |
| |
| |
| |
Generating and Organizing Material | |
| |
| |
Brainstorming | |
| |
| |
Structured Round | |
| |
| |
T-Chart | |
| |
| |
Affinity Diagram | |
| |
| |
Fishbone Diagram | |
| |
| |
Timeline | |
| |
| |
Flow Chart | |
| |
| |
Matrix Diagram | |
| |
| |
| |
Ranking and Evaluating Material | |
| |
| |
Multi-Voting | |
| |
| |
Ranking and Prioritizing | |
| |
| |
Nominal Group Technique | |
| |
| |
Force-Field Analysis | |
| |
| |
Quadrant Diagram | |
| |
| |
Decision Matrix | |
| |
| |
| |
Facilitating Difficult Situations | |
| |
| |
Meetings | |
| |
| |
Group Dynamics | |
| |
| |
Environment | |
| |
| |
Leadership and Management | |
| |
| |
Resources | |
| |
| |
| |
Facilitating Conflict Resolution | |
| |
| |
Definition of Conflict | |
| |
| |
Causes of Conflict | |
| |
| |
Negative Effects of Conflict | |
| |
| |
Positive Aspects of Conflict | |
| |
| |
How People Manage Conflict | |
| |
| |
Facilitator's Role in Conflict Resolution | |
| |
| |
How to Facilitate Conflict Resolution | |
| |
| |
Teaching Others to Use Positive Conflict Resolution Skills | |
| |
| |
A Process for Resolving Conflict | |
| |
| |
Resources | |
| |
| |
| |
Designing Effective Facilitations | |
| |
| |
| |
How to Design a Facilitation | |
| |
| |
Ten Steps for Designing a Facilitation | |
| |
| |
Collaborating with the Client | |
| |
| |
Completing the Design | |
| |
| |
Designing On-the-Spot | |
| |
| |
Designing as a Creative Process | |
| |
| |
| |
Organizing and Enhancing Group Work | |
| |
| |
Optimum Group Size | |
| |
| |
Working with Large Groups | |
| |
| |
Round-Robin Technique | |
| |
| |
Dividing the Group | |
| |
| |
Individual Work | |
| |
| |
Adding Variety to Group Work | |
| |
| |
Icebreakers | |
| |
| |
| |
Opening and Closing Activities | |
| |
| |
General Guidelines | |
| |
| |
Opening a Group's First Meeting | |
| |
| |
Opening a Group's Subsequent Meetings | |
| |
| |
Closing a Group's Ongoing Meetings | |
| |
| |
Closing a Group's Last Meeting | |
| |
| |
| |
The Facilitator in Action | |
| |
| |
| |
Levels of Facilitator Competency | |
| |
| |
Facilitator Competency Matrix | |
| |
| |
| |
Facilitating Meetings | |
| |
| |
Facilitator's Role During the Meeting | |
| |
| |
Electronic Meetings | |
| |
| |
| |
Facilitating Teams | |
| |
| |
Role Clarification | |
| |
| |
Team Boundaries | |
| |
| |
Developing Facilitation Skills in Teams | |
| |
| |
Internal Versus External Team Facilitator | |
| |
| |
Providing a Team Road Map | |
| |
| |
Celebrating Team Milestones | |
| |
| |
Diversity and the Team Facilitator | |
| |
| |
Resolving Team Conflict | |
| |
| |
Evaluating Team Performance | |
| |
| |
| |
Facilitating Virtual Teams | |
| |
| |
What Is a Virtual Team? | |
| |
| |
Facilitation in Virtual Teams | |
| |
| |
Strategies for Facilitators | |
| |
| |
Facilitating Across Distance | |
| |
| |
Involving Team Members in Creating Successful Processes | |
| |
| |
Improving Distance Facilitation Skills | |
| |
| |
Summary | |
| |
| |
| |
Facilitating Organization-Wide Projects | |
| |
| |
The Consulting Role | |
| |
| |
Skills Required | |
| |
| |
Intervention Defined | |
| |
| |
Types of Clients | |
| |
| |
Steps in Working with Clients | |
| |
| |
| |
Facilitator Excellence | |
| |
| |
| |
Managing Yourself | |
| |
| |
Ego, Power, and the Facilitator | |
| |
| |
Being Centered and Authentic | |
| |
| |
Improving Performance as a Facilitator | |
| |
| |
Avoiding Burnout | |
| |
| |
| |
The Art of Facilitating | |
| |
| |
Excellence Versus Perfection | |
| |
| |
The Natural Flow | |
| |
| |
Love the Questions | |
| |
| |
| |
What Makes a Great Facilitator? | |
| |
| |
Finding Your Core Purpose | |
| |
| |
Summary | |
| |
| |
Resources for Facilitators | |
| |
| |
Index | |
| |
| |
About the Author | |