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Handout # 3.1 The three keys to Masterful Facilitation Masterful Facilitators are distinguished by an ability to achieve dramatic results with what appears to be minimum effort. This ability is based on understanding three fundamental concepts: 1. Purpose 2. Result 3. Level of Intervention 1. Purpose People and organizations become preoccupied with what they are doing and fail to evaluate the reason for engaging in the activity and the degree to which the activity contributes to a desired outcome The bloom sometimes falls off the rose when we look to see how much of that activity is purposeful – that is, consistent with, and moving toward, a clear vision of a better future state. Clarity of purpose is crucial to organizational and individual effectiveness. When asked to help, the first question a Masterful Facilitator should ask is “What is your purpose” We want to be sure the person requesting facilitation can clearly articulate both the reason for his her actions and how facilitation intervention fits into that purpose. 2. Result “What result do you want?” Most people have an answer to the question – although it’s usually obvious and often inaccurate. Masterful facilitators are distinguished by their ability to continue probing to discover what is really wanted, and to help the person or organization direct energies toward achieving objectives as effectively and efficiently as possible. The facilitator should examine each facilitation exercise, activity, format, and agenda to see how it contributes to the desired outcome, throwing out those interventions that add little or no value. 3. Level of Intervention - Intellectual Personal Level Intellectual Personal Past Present Future The goal of masterful facilitation is to create lasting change in the most effective and efficient manner possible, facilitator should intervene at the personal level at present state. (here and now) The most powerful, most effective, and most efficient intervention occurs when you address what is happening in the room at the moment. This requires that you be alert to behaviors that impact the other party’s ability to achieve his or her desired result, and raise awareness of those behaviors. Purpose, desired result, and level of intervention are the three keys to Masterful Facilitation. The Knowledge and Skills of the Facilitator “Skin like a rhino, eyes in the back of the head, a heart like Mother Teresa’s, the wisdom of Solomon, and the intellect of Einstein – and extrasensory perception. Personal Qualities 1. Self-Awareness 2. Credibility 3. Congruence – The facilitator is authentic, open, and genuine, with no hidden agendas. 4. Empathy – Communicating that you see things from another person’s perspective. 5. Acceptance – ability to take people as they are, without allowing your personal feelings to get in the way of your work. 6. Flexibility 7. Emoting – ability to become aware of and express personal feelings and emotions 8. Assertiveness – ability to be assertive – to suggest ground rules when needed, to stop the action when real learning may occur, and to protect participants from physical or emotional harm. Skills and Abilities 1. Technical Competence 2. Observation Skills – The ability to be aware of what is happening both around you and inside you is the primary means by which you determine the appropriate intervention and measure your progress. a. Is the group progressing toward its desired objectives? Is the work getting done? b. Are the team members building positive relationships? Are the relationships helping achieve the objectives? c. Is the facilitator fully engaged and focused on helping the group achieve its objectives? “What is going on inside of you? 3. Communication Skills – Superb communication skills – with minimal, wellchosen, verbal, nonverbal, and written interventions 4. Teaching Skills – Teachable moments: opportunities for people to gain new knowledge and perspective. 5. Directing Skills – There are times when the group may be floundering and the facilitator must become directive, taking a more assertive approach to pushing for change. There are ways to influence direction without allowing the other party to abdicate responsibility for results. Facilitators use control with a great deal of restraint.