Facilitating Sessions


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Facilitating Sessions

  1. 1. Facilitating Sessions <ul><li>Delivery plan/session plan is a blueprint or map of the session for you to follow </li></ul><ul><li>It sets out the: </li></ul><ul><ul><li>Duration of each activity or exercise </li></ul></ul><ul><ul><li>Learning objectives </li></ul></ul><ul><ul><li>Formative assessment opportunities </li></ul></ul><ul><ul><li>Delivery resources </li></ul></ul>
  2. 2. Other planning <ul><li>OHS considerations </li></ul><ul><li>Room set-up </li></ul><ul><li>How relationships between learners will be established and how you will ensure this is inclusive </li></ul><ul><li>Special technology or equipment required </li></ul><ul><li>Additional people who may provide support </li></ul><ul><li>How you have integrated cultural protocols </li></ul><ul><li>How you provide flexibility for the learners </li></ul><ul><li>Contingency – how you have allowed for the things that might go wrong </li></ul><ul><li>How you have taken into account relevant policies, legislation, regulations, standards, codes of practice </li></ul>
  3. 3. Effective delivery <ul><li>Effective sessions are based on: </li></ul><ul><ul><li>The application of adult learning principles, theories and models </li></ul></ul><ul><ul><li>Giving learners opportunities to practice </li></ul></ul><ul><ul><li>Using the diversity of the group as a learning resource </li></ul></ul><ul><li>Effective delivery facilitation is: </li></ul><ul><ul><li>Engaging and relevant </li></ul></ul><ul><ul><li>Where learners are motivated and participating </li></ul></ul><ul><ul><li>Where the required knowledge and skills are being transferred to learners </li></ul></ul><ul><ul><li>Where group dynamics and inappropriate behaviour is managed to ensure effective relationships and inclusivity </li></ul></ul>
  4. 4. Creating the environment <ul><li>The physical environment in which learning occurs can have a significant impact on the learning experience </li></ul><ul><ul><li>Must above all other things be safe </li></ul></ul><ul><ul><li>Consider the implications of: </li></ul></ul><ul><ul><ul><li>Lighting </li></ul></ul></ul><ul><ul><ul><li>Thermal comfort </li></ul></ul></ul><ul><ul><ul><li>Chairs </li></ul></ul></ul><ul><ul><ul><li>Equipment </li></ul></ul></ul><ul><ul><ul><li>Physical layout of the space </li></ul></ul></ul><ul><ul><ul><li>Aesthetics – i.e. appearance and smell </li></ul></ul></ul>
  5. 5. Preparing your learners <ul><li>Establishing relationships within the group between: </li></ul><ul><ul><li>You and the learners </li></ul></ul><ul><ul><li>The learners and each other </li></ul></ul><ul><li>Communication and interpersonal skills to support and build positive relationships involves: </li></ul><ul><ul><li>The use of language, terminology, literacy and numeracy appropriate to the learners </li></ul></ul><ul><ul><li>Speaking clearly and slowly enough </li></ul></ul><ul><ul><li>Maintaining open body language </li></ul></ul><ul><ul><li>Effective questioning and active listening </li></ul></ul><ul><ul><li>Honesty </li></ul></ul>
  6. 6. Beginning <ul><li>Effective training begins with a well planned delivery/session plan </li></ul><ul><li>Arrive early to complete any setting up and to prepare yourself for the session ahead giving yourself time to be ready </li></ul><ul><li>Have a good introduction (you want to make a good first impression) </li></ul><ul><li>Conduct an icebreaker that will allow the group to get to know each other </li></ul>
  7. 7. Roles of the facilitator <ul><li>Two functions </li></ul><ul><ul><li>Content facilitation </li></ul></ul><ul><ul><li>Process facilitation </li></ul></ul>
  8. 8. Content facilitation <ul><li>Presenting new information and material for the group to consider </li></ul><ul><li>Demonstrating new techniques or skills </li></ul><ul><li>Setting tasks and activities for the group to explore </li></ul><ul><li>Clarifying confusing statements or actions </li></ul><ul><li>Identifying themes or common threads in a discussion </li></ul><ul><li>Summarising, documenting (on a whiteboard or butcher’s paper) and organising the ideas generated by the group </li></ul>
  9. 9. Process facilitation <ul><li>Modelling appropriate learning behaviours </li></ul><ul><li>Making sure everyone gets a chance to participate and provide input </li></ul><ul><li>Monitoring group process and performance </li></ul><ul><li>Providing additional guidance as required </li></ul><ul><li>Identifying feelings that are interfering with the group’s work </li></ul><ul><li>Helping members to express and deal with conflict </li></ul>
  10. 10. Presentation skills <ul><li>Show enthusiasm for your topic </li></ul><ul><li>Demonstrate confidence </li></ul><ul><li>Speak with a clear, audible voice </li></ul><ul><li>Use language appropriate to your audience </li></ul><ul><li>Use visual aids to support your presentation </li></ul><ul><li>Create two-way communication by using and encouraging questions </li></ul><ul><li>Synthesise information and ideas after discussion </li></ul><ul><li>Summarise key points </li></ul>
  11. 11. Presenting a skill-based session <ul><li>Demonstrate </li></ul><ul><li>Explain </li></ul><ul><li>Demonstrate slowly </li></ul><ul><li>Imitate </li></ul><ul><li>Coach </li></ul><ul><li>Trial or test </li></ul>
  12. 12. Questioning techniques <ul><li>Question types: </li></ul><ul><ul><li>Open </li></ul></ul><ul><ul><li>Closed </li></ul></ul><ul><ul><li>Direct </li></ul></ul><ul><ul><li>Indirect </li></ul></ul><ul><ul><li>Leading </li></ul></ul><ul><ul><li>Factual </li></ul></ul><ul><ul><li>Probing </li></ul></ul>
  13. 13. Group dynamics <ul><li>Group development – Tuckman model </li></ul><ul><ul><li>Forming </li></ul></ul><ul><ul><li>Storming </li></ul></ul><ul><ul><li>Norming </li></ul></ul><ul><ul><li>Performing </li></ul></ul><ul><ul><li>Adjourning </li></ul></ul>
  14. 14. Functional roles <ul><li>Information seeker </li></ul><ul><li>Clarifier </li></ul><ul><li>Analyser </li></ul><ul><li>Coordinator </li></ul><ul><li>Summariser </li></ul><ul><li>Opinion giver </li></ul><ul><li>System organiser </li></ul><ul><li>Initiator </li></ul><ul><li>Follower </li></ul><ul><li>Opinion seeker </li></ul><ul><li>Standard setter </li></ul><ul><li>Mediator </li></ul><ul><li>Encourager </li></ul><ul><li>Harmoniser </li></ul>
  15. 15. Dysfunctional roles <ul><li>Dominator </li></ul><ul><li>Aggressor </li></ul><ul><li>Critic </li></ul><ul><li>Dissenter </li></ul><ul><li>Manipulator </li></ul><ul><li>Show off </li></ul><ul><li>Sympathy seeker </li></ul><ul><li>Saboteur </li></ul><ul><li>Ideas squasher </li></ul><ul><li>Approval seeker </li></ul><ul><li>Cynic </li></ul><ul><li>Status seeker </li></ul><ul><li>Sarcastic remark maker </li></ul><ul><li>Disruptive clown </li></ul>
  16. 16. Managing Conflict <ul><li>Conflict between group members </li></ul><ul><li>Conflict between you and the group </li></ul><ul><li>Conflict between group members and their work environment </li></ul>
  17. 17. Sources of conflict <ul><li>Might include: </li></ul><ul><ul><li>Differences in needs, objectives and values </li></ul></ul><ul><ul><li>Differences in the way we perceive motives, words, actions and situations </li></ul></ul><ul><ul><li>An unwillingness to work through issues </li></ul></ul><ul><ul><li>Differing expectations of objectives </li></ul></ul>
  18. 18. Stages of conflict <ul><li>Discomfort </li></ul><ul><li>Incident </li></ul><ul><li>Misunderstanding </li></ul><ul><li>Tension </li></ul><ul><li>Crisis </li></ul><ul><ul><li>The earlier conflict is addressed the less likely it is to escalate – left unresolved it becomes more difficult to deal with </li></ul></ul>
  19. 19. Conflict management styles <ul><li>Kenneth Thomas and Ralph Kilmann model – five styles </li></ul><ul><ul><li>Competing </li></ul></ul><ul><ul><li>Accommodating </li></ul></ul><ul><ul><li>Avoiding </li></ul></ul><ul><ul><li>Collaborating </li></ul></ul><ul><ul><li>Compromising </li></ul></ul>
  20. 20. Conflict resolution and negotiation <ul><li>Skills useful for facilitators include: </li></ul><ul><ul><li>Identifying critical points, issues, concerns or problems </li></ul></ul><ul><ul><li>Bringing the parties together </li></ul></ul><ul><ul><li>Managing discussions </li></ul></ul><ul><ul><li>Moving parties forward </li></ul></ul><ul><ul><li>Presenting solutions </li></ul></ul><ul><ul><li>Ensuring equitable outcomes </li></ul></ul><ul><ul><li>Providing face-saving options </li></ul></ul><ul><ul><li>Obtaining agreement </li></ul></ul>