Great Facilitators – 5 Key Differences



Business people listening to speaker and smilingA “newbie” HR person called me in a panic last week. Without any prior experience, Suzanne had been asked to facilitate a series of leadership development workshops. She anxiously asked me for some insights about what makes a great facilitator.

Great facilitators create an inspiring, encouraging learning environment where learners are engaged, ask provocative questions and make perceptive connections to their workplace.

From my own experience coaching facilitators and trainers in dozens of organizations, here’s what I’ve learned.

All facilitators must be able to:

  • Present models and concepts clearly and concisely
  • Ask challenging questions to facilitate discussions
  • Use an appropriate pace for the needs of the group
  • Draw on learners’ experiences and knowledge to make connections
  • Ensure there are plenty of opportunities to practice the skills being taught

What makes a facilitator great? 5 Key Differences. They:

  1. Have personal experience and deep knowledge in the subject matter, e.g. coaching skills, presentation skills, motivating a team, etc.
  2. Demonstrate knowledge of the organization and the learners’ roles
  3. Use stimulating, relevant story-telling, anecdotes and examples
  4. Make effective bridges and transitions between concepts
  5. Adapt to learners’ needs and learning styles

The next time you have an opportunity to observe a facilitator, ask yourself: Are the learners engaged? Using this blog as a checklist, what contributed or detracted from the learners’ experience?

If you would like a free copy of our complete Train-the-Trainer Checklist, or would like to learn more about our train-the-trainer services, please contact me, Joan Hill. Thank you!

 



The Secret Sauce That Will Help You Leverage Your Potential



In my first coaching conversation with a client, I ask: “Do you have a mentor, or someone you turn to for advice”? Because… Mentoring is the secret sauce that helps people realize their full potential. Although some people find mentors by accident, many don’t know how to find a mentor.

How to Find a Mentor…

  1. Develop a profile of your ideal mentor: their knowledge, skills, experience, achievements. What impresses you about them? What do they have that you want?
  2. Approach the individual who best fits your ideal profile. Rather than telling them you are looking for a mentor, take a softer approach such as, “From time to time I’m looking for someone to give me some advice about my career and I value your expertise. Would you be willing to meet with me for 30 minutes in the next few weeks?
  3. Share what you would like to learn and their related experience.
  4. Define your expectations about how frequently you want to meet.
  5. Request a second meeting. If they are reluctant, move on to other potential mentors.

If you are interested in learning about mentoring or CORE’s other leadership development services, please contact me, Joan Hill, at (905) 990-2515 or jhill@coreconsultinginc.ca

You can also visit our website at www.coreconsultinginc.ca



How “Interesting” is Your Personality Assessment?



Recently I’ve been researching personality assessments for clients who are looking for something more substantive than tools they’ve used in the past.

After narrowing the list, I tested several, curious to see how they compared with my self-knowledge and other assessments I work with.

A new tool, the Work Personality Index® intrigued me. It measures 21 traits including two that are so important in today’s work place: Dealing With and Managing Stress and Identifying and Managing Change. It also outlines recommendations that help enhance job fit and career satisfaction.

What were my results? During the debrief, I asked the coach what he thought about my report, given that he works with a huge number of coaches and consultants. His response: “interesting.” When I pointed out that that was the term my mother used to tactfully describe something that she didn’t like, (such as my new coif), he laughed and then volunteered that my report was “unusual.”

The good news: my profile is an ideal fit with my work, interests and preferences.

My high scores: Energy, Innovation, Initiative and Flexibility.

My low scores: Rule-Following and Democratic.

No wonder I’ve been happy helping clients learn, grow and develop in ways they never thought possible.

If you’re keen to try out this tool, please call or email me. We have a limited supply of complimentary assessments available this month.

In the meantime, thanks for giving me opportunities to create, challenge and break some rules!



Can Your Team Improve?



Try Our Team Effectiveness Survey

Want to improve your team’s performance? First determine your team’s strengths and development opportunities. Then generate a conversation with your team about the results and do some action planning.

Our Team Effectiveness Survey assesses 5 key characteristics of high performing teams:
Team effectivness 3 crop

  1. At the centre of our 5-D Model for Team Effectiveness is Trust and Respect. Trust and Respect exist when every team member’s contribution is valued and you have confidence in each other’s intent.
  2. Teams that are Results Focused have a clear vision of the future and what they want to achieve. Your entire team has challenging goals aligned with your strategic plan and the organization’s direction.
  3. When your team has effective Interpersonal Communications, they openly share ideas, information and perspectives. They give each other feedback in a timely, constructive manner.
  4. Team Processes refers to specific processes and models that your team uses to communicate, solve problems, make decisions, share information and resolve conflict.
  5. When members fully support team goals and decisions and are accountable for team results, your team has Commitment.

Keen to learn how your team is doing? Our electronic survey will give you an instant snapshot of your team’s effectiveness. It takes approximately 10 minutes to complete the confidential survey. We then summarize the data for easy analysis and action planning. Your team can then discuss the results (using our leader’s guide) or we can facilitate a dynamic, interactive session for you.

Our Team Effectiveness Survey has provided amazing insights to organizations such as pharmaceutical, hospitality, property management, not for profit, retail and mining. For more information including costs, please contact:

Joan Hill directly at jhill@coreconsultinginc.ca or (905) 990-2515.



Are You Someone’s Best Boss?



In our Coaching for Results workshops, we ask participants to describe the behaviours of their best boss ever. What did she do that motivated and inspired them to do their best? What specific actions did he take that forged engagement?

The joint work teamwork of two people man and girl travelers help each other on top of a mountain climbing team, a beautiful sunset landscape.Our review of hundreds of responses over the past two years reveals the top 5 behaviours that the best bosses regularly demonstrate:

  1. Opportunities to Grow: Giving employees stretch opportunities to develop new skills and confidence.
  2. Open, Honest Communication: Keeping staff informed, asking high gain questions and actively listening to their input.
  3. Feedback: Providing balanced, constructive feedback in a respectful manner.
  4. Delivering on Promises: Doing what they say they will do, walking the talk.
  5. Caring: Demonstrating interest in staff, not just their results.

For more information about our Coaching for Results workshop or our other leadership development services, please visit: www.coreconsultinginc.ca or contact Joan Hill directly at jhill@coreconsultinginc.ca or (905) 990-2515.