Facilitator Learning Modules
Each facilitator learning module is priced from $7.95 to $24.95. Learning modules are provided immediately in downloadable PDF format. If you are not satisfied with the module you have chosen, you may email us to receive another one. ~Download Flyer~
| 100 Great Questions **This module is FREE when you sign up for our newsletter** |
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Need help in making more meaningful conversation or creating great facilitated group discussions? This handout contains 15 tips to maximize the effectiveness of asking questions. In addition, the 100 plus questions are organized into handy topic areas we use every day. Please note an expanded version of this module is now included in Module 3 “Leading Focused & Productive Discussions” of the Engaging Meetings Toolkit or can be purchased as a stand alone module below. | |
| Assessing Client Needs | ||
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As a facilitator, you will help your clients attain great results only if you have a very clear picture of their situation and the underlying issues. This handout will give you a six step process to help you understand the group participants, assess their needs and clarify desired outcomes so you can create truly powerful workshops. Three tools and a powerful set of effective questions are included to help you successfully navigate every situation from simple to complex client needs. | |
| Client Follow Up | ||
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Who loses when you don’t follow-up with a group with which you have worked closely for hours, days or weeks? Everyone! The follow-up phase of facilitation is often neglected yet easy to implement if you know what to do. This café will outline why, when, with whom and how you follow-up. | |
| Collaborative Organizations | ||
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A relatively recent trend in the last two decades has been for organizations to restructure themselves into distinct teams and expect them to work interactively both within the team and between teams. As facilitators, we often help: “get everyone on the same page”; align individuals with the organizational mission or work more effectively together. Learn what collaborative organizations look like, what conditions must be present in organizations for collaboration, what leadership styles foster collaboration? | |
| Complex Facilitation | ||
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Imagine that you have been asked to design and facilitate a challenging workshop or event. Where do you even begin? This handout presents five steps to design a “no fail” event. Steps include: complexity checklist to evaluate how complex your event is with your client; the four life cycle phases of an event; the FACETS of Success; list of generic tools; and a template to map out your preliminary design with appropriate activities, tools and processes. | |
| Consensus & Decisions:The Gradients of Agreement Scale | ||
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Every decision essentially has three parts to it. In this handout, we’ll learn what these three parts are and describe the overall process of decision-making and offer a framework to describe and understand the process based on Sam Kaner et al’s work and the OneSmartWorld system. We also offer a modified version of Kaner’s decision-making “gradients of agreement” scale (a facilitator’s tool!) which can be used to help a group decide what levels of agreement they are having for important decisions that need to be made by larger group. | |
| Contracting with Clients:Ensuring Success for Them & You | ||
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There are no right or wrong ways to contract with your client. However if you follow a few basic rules you are much more likely to have success, make difference, and be rehired when the need arises. This module helps you define who the client really is, how to be careful around what you promise to deliver (i.e. scope of work), determining what amount of time and budget is realistic, and what resources and support both you and they will provide. We provide sample questions to ask your client at each stage of the contracting process (yes there are stages), and self reflective exercises to help you prepare for success with every contract you negotiate. This module will help in-house and external facilitators, and those who offer other consulting services. | |
| Creativity & Energizers:7 Ways to Stimulate Group Energy & Innovative Thinking | ||
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If you are facilitating a half day or longer session, the group’s productivity, team spirit, and endurance are greatly enhanced if you know how to intentionally foster creativity. The traditional way of boosting a group’s endurance and thinking power is to periodically introduce short games or “energizers”. This module not only offers ideas for energizers, but systematically explains why and how to introduce creative thinking exercises with any group. We also give you tips for ensuring rich brainstorming sessions. | |
| Dealing Compassionately with Groups in Conflict | ||
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Participants and groups’ behaviors may seem “difficult” when their needs are not being met or their values are being threatened. In this handout, we explore the Non-Violent Communication (NVC) model, developed by Dr. Marshall Rosenberg, to develop skillful language when dealing with annoying or irritating behaviors in groups and ten tips to ensure difficult participants don’t undermine your ability to help the group. Please note an expanded version of this module is now included in Module 3 “Leading Focused & Productive Discussions” of the Engaging Meetings Toolkit or can be purchased as a stand alone module below. | |
| Designing Productive Meetings:Agendas That Work Like Magic | ||
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Are you ready to start designing meetings? Why should you even have an agenda? How can you be expected to know how to put together a really solid agenda that will achieve exactly what the group needs? There are steps as in anything else. In this module, we are going to teach you those steps so you can replicate “great design” any time it is required. (Module #2 of 6 in the Engaging Meetings Toolkit) | |
| Difficult Behaviors:Working with Reluctant, Hesitant or Dominant Participants | ||
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One of the most frequently asked questions I receive as a professional facilitator is how to deal with “difficult people”. There are probably no easy answers or recipes for dealing with the behaviors that perplex you the most. Rather, it is a combination of your facilitator skill and your stance that will alleviate or minimize any particular behavior. The good news is that there are only two behaviors that people find most perplexing. They are when group members either over or under participate. In this learning module, we’ll specifically address leader or facilitator strategies to effectively reduce the disruption and/or challenge of a variety of these behaviors. | |
| Documenting Groups Work | ||
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Often people fail to document the work they do in a way that energizes the group to action after a facilitation event. In this handout, we discuss the importance of documenting accurately, when and what to document, and a detailed summary list of what to be sure to include in your documented events. Also included is a sample document of a group that crafted its core values and beliefs. | |
| Effective Consensus Building | ||
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The importance of consensus for facilitators cannot be overstated. If you don’t know what it is and how to get there, you will not be able to serve most groups. This handout briefly outlines four consensus making techniques that range from simple to complex that can be used to help a group attain consensus. | |
| Energize Them:Introducing Meaningful Toys, Games & Play Into Your Workshops | ||
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In facilitated workshops, appropriate toys, games and play activities help bring participants to a positive emotional state – an essential requirement for learning, creative thinking and idea-generation. It can also diffuse tension and increase group members’ sense of discovery, participation, and involvement. Find out all you need to know about introducing play into your groups and four unique group energizers. | |
| Engage Group Learning with Color, Music & Movement | ||
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Each of us is unique in the way we learn and retain information. Accelerated learning is a system of tools and techniques designed to help learners of all ages access more of their brain’s thinking potential. This handout briefly describes the latest brain research on learning. The intent is to help you work more skillfully with other’s learning preferences and engage participants more effectively. | |
| Faciliator Toolbox: What Props & Supplies? | ||
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What are the basic supplies and props you should take on the road with you? How do you store and transport all these supplies? Where are the best locations to purchase these items? This handout answers these questions and contains an itemized supply check list you can use for every workshop you facilitate. | |
| Four Phases of Organizational Change:Acknowledging the Emotions & Easing the Transition | ||
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How can we help ourselves and groups face change and deal with the difficulties that change encompasses? Gary Austin, created an excellent change model that individuals and groups can reference to make sense of the thoughts, feelings and behaviors that they experience as they go through change. Leaders, facilitators and mediators will find this model particularly useful in helping their groups successfully weather the transition period. The handout also includes what to expect in each of the four phases of change and a range of tools and strategies that can be used in each phase. | |
| Getting to the Root of the Issue | ||
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Root cause analysis is any technique that helps a group identify the underlying causes of surface issues. It is not about solving isolated issues but really digging deeper to get at the root cause of symptoms. This handout provides two ways to help a group work through challenging issues successfully. | |
| Graphic Facilitation Techniques for Non-Artists | ||
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80% of the brain’s processing is handled visually so people tend to retain visual information longer than information presented most other ways. That is why graphic facilitation is helpful to a group. You don’t have to be an artist to draw great graphics. These simple tips and samples will show you how to use easy graphics to powerfully motivate a group. | |
| Group Decision Making:Decision Grid & Multi-Voting Techniques | ||
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Decision making in groups can be a daunting task. This handout outlines some core principles to keep in mind when helping groups make decisions and offers step by step instructions (including why, when, supplies needed and how) for two techniques called the Decision Grid and Multi-or Dot-Voting. | |
| Group Problem Solving | ||
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One way to assist groups with a problem or challenging topic is by using Dr. De Bono’s quick, highly structured “Six Thinking Hats” technique. It helps a group think creatively and sequentially, and avoids argumentative thinking modes or debating. Learn how to use this technique through an overview of the Six Hats thinking styles, when and how to use it, and example exercises. Please note an expanded version of this module is now included in Module 3 “Leading Focused & Productive Discussions” of the Engaging Meetings Toolkit or can be purchased as a stand alone module below. | |
| Herrmann Brain Diversity Game | ||
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The Herrmann Brain Diversity Game helps groups learn what brain dominance is, what each individual’s learning style is and how to appreciate, work and communicate with other’s unique styles. In this handout, we give you step by step instructions to use this team building and capabity building tool with all group sizes. | |
| IAF Facilitator Ethics and Values | ||
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Sometimes as facilitators we face challenging situations where we are not sure what to do. We sense a conflict but if we do not have a very thoughtful written code to measure up against, we can do harm. This handout not only contains the IAF code of ethics but will help you reflect on what your values are and how they change when you take on the role of facilitator. | |
| Importance of Facilitator Presence | ||
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The mindful and aware facilitator cultivates qualities of being present at every moment with the group. This is a quality we need to continually work on because if we get caught in our own issues or ego, we cannot fully serve the group. In this handout we explore what are the qualities of presence and three tools for cultivating perresence. | |
| Integrating Learning with Story, Song and Symbol | ||
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There’s a process in a workshop I use developed by the Institute of Cultural Affairs for assisting groups to team-build or integrate their work. It’s called the Story, Song, Symbol Workshop. This handout explains what this technique is, how to use it, and why it’s such a valuable tool. | |
| Large Group Facilitation | ||
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Few organizations escape the pressures of needing to adapt to new technology, new mandates, decreased funding, market changes and more. They need to find ways to align and engage large numbers of people around a common, effective strategic focus. And they realize that it is not helpful to expect top management to have all the answers. While large group facilitation is a challenging task, this handout will share some of the processes and details we have found helpful to execute very successful large group events. We also offer starting points and examples of templates for facilitator guides, small group instructions and an example case study. | |
| Leading Focused & Productive Discussions – Facilitator Tools for Sharing Ideas in Meetings | ||
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Learn how to make every important conversation a naturally flowing one. Ask questions that encourage people to offer their honest and deepest thinking on any topic, how to care for yourself and others in regular and difficult conversations. Learn techniques to help you finish conversations with everyone feeling clearer and more satisfied. This module includes 3 discussion frameworks: The ToP® Focused Conversation Method, Dr. De Bono’s Six Thinking Hats, and Dr. Rosenberg’s Non-Violent Communication Conflict Model; 7 keys for setting up important conversations; and practice exercises for sequencing open-ended questions for each ot these 3 frameworks. (Module #3 of 6 in the Engaging Meetings Toolkit) | |
| Learning the Art & Science of Engaging Meetings:Just Say No to “Soul Killing” Meetings | ||
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Are you leading soul-killing meetings? We drain people’s energy and enthusiasm when we run long, boring, non-participatory meetings. When this is done on a daily basis, it significantly reduces work or volunteer productivity and satisfaction. Learn practical suggestions on how to lead soul enriching meetings that encourage friendly, full and focused participation! (Module #1 of 6 in the Engaging Meetings Toolkit) | |
| Making Every Meeting Stellar | ||
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How do you handle aggressive people in a meeting? Should participants be able to alter an agenda? Should you start with or without attendees that are consistently late? These frequently asked questions and more are answered in this handout. It also includes 10 important facilitator tips to enhance meeting outcomes and make every meeting stellar! | |
| Mapping Organizational Development | ||
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This module is a powerful way to help the leadership of an organization understand and communicate change. The Organizational Development Mapping Tool developed by ICA Canada, is based on research and synthesis of many concepts related to organizational development. The tool allows you to see where there is alignment in an organization; assess where the organization is currently and where it wants to be; and have non-threatening critical conversations with others about change. The module describes the four phases of organizational change and the characteristics of these phases as they relate to leadership style, employee skills, values, mission, etc. Facilitators brought into help an organization become more collaborative will find this module especially helpful. | |
| Meaningful Everyday Conversations | ||
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How is it that with some people we seem to have no problem having a great, satisfying conversation? Yet with others, we seem unable to draw them out or get to the results we want. With this handout, learn how to make every important conversation a natural one. Learn how to ask questions that encourage people to offer their honest and deepest thinking on any topic. Learn also how to hear and care for both yourself and others in both regular and difficult conversations. Finish your next conversation clearer and satisfied with how the conversation occurred and what you decided together. Some of this material is covered in the longer module called “Leading Focused & Productive Discussions”. | |
| Mind Mapping:A Tool to Help You Be Innovative and Creative Planners and Thinkers | ||
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This technique is very useful as an organizing, brainstorming and decision-making tool for both individuals and group work by using color, key words, and images to summarize, sort, and retain information on any topic. It allows the thinking mind to be flexible and make associations between different ideas and aids long term memory retention. Learn how to use this powerful graphic technique for your own personal use or upcoming group work. | |
| Neutral & Impartial Facilitator:Are You and How Do You Remain So? | ||
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Neutrality is sometimes called the MOST important skill and quality that a facilitator can have. Not displaying neutrality can damage a group’s ability to function well together in the future and is worse than any other mistake you can make. What is neutrality? Why is it crucially important? How do you practice it? This handout has the answers. | |
| Open the Door to Cultural Competency | ||
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Cultural competency is an individual’s or organization’s capacity, skills, attitudes and behavior to deal fairly and compassionately with the non-dominant culture – i.e., anyone who is different from us. Why start the journey to be culturally competent? What are the steps to start? This handout is packed with information that will help you lead a group in the development process. | |
| Plotting a Group’s History | ||
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This is a great tool developed by the Institute of Cultural Affairs (ICA) to assist complex decision-making or precede strategic planning. This technique will often bring the breakthrough a group needs. They realize they have weathered difficult decisions and/or events before and have enormous experience to undertake the change needed ahead. Here is the most common way I use this technique. | |
| Reconciling Differences: Shifting Entrenched Thinking | ||
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As leaders and facilitators, we often find two groups or individuals who appear to be in complete opposition to each others’ ideas. When one side is not able to hear the other and digs deeper to defend a point of view, this might be called entrenched thinking. In this handout we will explore a few examples of differences as they apply to groups who are presenting entrenched thinking. The model is called “circles of reconciliation” by Trompenear and Hampden-Turner. Then we will apply the model to relevant personal or professional situations of our own. | |
| Secrets of Strategic Planning | ||
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A good strategic plan acts as a compass. It helps an organization focus on its goals for the future and how to achieve them. In times of chaos and change, a coherent strategic plan helps team members decide what actions to take and know why they are taking them. Learn the what, why, when, who and how of strategic planning. Also included are two tools that will help assess what is really important to your group in SP and a simple, short way to help a group develop its mission and purpose statement. | |
| Six Great Visioning Tools | ||
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A vision gives a practical vision of a desired future. When a group collaborates in creating a common shared vision and referring to it constantly after the process, they are more likely to reach their goals effortlessly. Find out in this café how you as the facilitator can implement six visioning tools that will help ensure your group’s vision will be fulfilled. | |
| Starting a Facilitation Business | ||
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One of the first competencies required by the International Association of Facilitators (IAF) for professional facilitator certification is called “Create Collaborative Client Relationships”. The consistent ability to do this is THE key to building a successful facilitation practice. Other aspects of building a facilitation business include: knowing the price your market will bear, gaining continuous confidence and experience in a number of core facilitation tools and concepts, having organized and accessible files and bookkeeping records, and maintaining and nourishing your “personal spirit” on a regular basis. This café handout will briefly explore each of the items listed above. | |
| Trust & Mistrust | ||
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We have all experienced the pain of losing trust in someone. Once trust is lost, it is dreadfully hard to regain it. Often, we are called upon as facilitators to assist leaders, other individuals and organizations to rebuild this trust. This handout discusses the steps to reduce mistrust and build trust, the three main types of trust, and the four core characteristics of transformative trust. | |
| Working with Group Spirit | ||
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The work of the facilitator is indeed sacred and creative. So how can we help lift the spirit of others when we are working with them? 20 core principles are addressed in this cafe to answer this question as well as to provoke contemplation for other group process practitioners and help you see the connection between your personal life and working with groups professionally. | |
| Working with Multi-Cultural / Multi-Lingual Groups | ||
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This module sets the stage for working across cultures. It includes specific tips regarding:understanding the concept of dominance; understanding the implications of invisibility for some; working with multi-lingual groups with a special emphasis on the “do’s” of working with an interpreter team; 13 strategies for ensuring greater participation of all cultures/languages; understanding and accommodating both low and high context cultures. | |
