This document outlines 10 modules on facilitation skills. Module 1 discusses the responsibilities of a facilitator in leading a group and promoting a safe space for opinions. Module 2 explains how facilitation differs from training and presentations by having participants present as members of a team to recommend new ideas. Module 3 provides suggestions for facilitators in managing group processes. Module 4 discusses the importance of body language in facilitation. Module 5 lists common group process techniques. Module 6 offers guidance on handling difficult team members. Module 7 lists personal attributes important for cultural diversity facilitators. Module 8 outlines active listening skills. Module 9 presents scenarios for facilitator responses. Module 10 recommends effective communication skills for facilitators.

2. Facilitation Skills
By Allah Dad
Khan

3. Bifurcation of Presentation
Module 1.Responsibility of Facilitator
Module 2. How facilitation differs from training and
presentation
Module 3.Suggestion for facilitators
Module 4.Body Language and facilitation
Module 5.Group Process Techniques
Module 6.Handling Difficult Team member
Module 7.Personal attributes of the cultural diversity
facilitator
Module 8.Active Listening Skills
Module 9. Facilitator Moments
Module 10. Effective communication skills for facilitator

4. Module 1.Responsibility of Facilitator
1. The Facilitator Leads
2. The Facilitator is knowledgeable enough
3. The facilitator is not an answer provider
rather a guide.
4. The Facilitator promotes the concept “ safe
space “ opinion
5. The Facilitator may have some “probing
question “ ready

5. Module 2. How facilitation differs from training and
presentation
• 1. Training
• 2. presenting
• 3. Facilitation

6. Training Presenting Facilitation
Participants are present
to learn
Participants are present to
received prepared remarks
Participants are present as
member of team and
recommend new ideas and
improvements
Objectives are based on
learning
Objectives are based on
What to communicate
Objectives are based on
Process of improvement
Lesson plans are prepared
to enhance learning
structure
Presenter ,s outline
structure as a logical
presentation
An agenda is used to
structure the meeting for
effectiveness
Instructor is a catalyst Presenter primariliy answer
rather ask question
Questions are used to
develop individual
involvement in the group
Visual and Training Data , Charts , Graphs use tools for problem
solving
Instructor ask question Visual Aids Flip Charts
Involvement for learning One way presentation Facilitator manages the
meeting structure , not
content

7. Module 3.Suggestion for facilitators
1.Be aware of physical environment and how it can influence group
behaviour .
2.Orient group to the time frame and task at the beginning of each
session.
3. Explain the product that is expected .
4.Developing groups ground rules , or norms for operating and use
them.
5.If you do not have co facilitator , select someone to write key points .
6.If group is large, use name tents to remember everyone's name.
7. Stay focused on the group and group needs.
8.Choose a decision making method .
9.Avoid conflict in group , solve through a desirable behaviour.
10. Call a pulse check , how people are feeling
11. Close each session with recognition of the group “ job wel done”

8. Module 4.Body Language and facilitation
1. It is critical to facilitative leadership.
2. Constantly flowing from team members to
facilitator and vice versa.
3. Be careful not to send nonverbal cues or
body language.
4. Be keenly aware of the non verbal cues given
off by team members.

9. Module 5.Group Process Techniques
1. Brainstorming
2. Response round
3. Sub group
4. Force Field analysis.
5. Questioning techniques.
6. Other

10. Module 6.Handling Difficult Team member
When to handle a difficult team Member
Generally , a facilitator should not be too
concerned about an individual's conduct with
in the early stages.
If the behavior does not subside in an
appropriate time period, , or is a severe
nature, the facilitator should take action to
address the troublesome members conduct.

11. How to Handle a Troublesome Team
Member
1. Should never verbally embrass the individual
in front of the given or even privately.
2. Your first opportunity to correct troublesome
behavior should be during the meeting.
3. A second option is to talk with the person
candidly about the behavior in private.
4. A third option is to use the team,s informal
leaders – those members most respected for
their knowledge and experience.

12. Four Common Types of Troublesome
Team Members
1.The Mummy:- This person will not freely participate in
discussion, due to inferiority complex, confusion or
feeling of superiority.
2.The Windbag:-This person comments too frequently
and tends to dominate discussions, and tends to be the
first to speak on each issue.
3. The Rambler :-This type of person will often off track in
his remarks, misses the point, or uses far-fetched
examples to make a point.
4. The Homesteader :- A person who takes an initial
position and is highly reluctant to budge or conside
other viable alternatives.

13. Module 7.Personal attributes of the
cultural diversity facilitator
1. Cognitive and behavioral flexibility.
2. Cultural self awareness
3. Empathy
4. Enthusiasm and commitment
5. Interpersonal sensnsitivity and relations
6. Openness to new experiences and peoples
7. Patience
8. Personal self awareness
9. Sense of humility
10. Sense of humor
11. Tolerance of ambiguity
12. Tolerance of differences.

14. Reluctant Team Members
We advise that you not force involvement , but
rather allow the dynamics of the team process
and the excitement of other team members to
arouse their interest and motivate them to
fully participate in the team concept .

15. Module 8.Active Listening Skills
 Ask open ended question as What ? And How?
 Be aware of body language and non verbal behavior.
 Be aware of your own emotional response to what you are
hearing
 Cultivate empathy
 Do not confuse content and delivery
 Do not let the person ramble
 Do not jump a head to complete the sentence
 Do not jump in the conversation too soon .
 Face the person or group head on
 Focus your energy and attention on what is being said to you.

16.  Give the person time to correct an obvious mistake.
 Keep as open posture , don't cross arm
 Listen for feeling as well as content .
 Listen for for the main thoughts or idea , rather than
trying to memorize every world.
 Maintain good eye contact
 Pause a few seconds before giving feed back or answering
a question
 Refrain from evaluating what is being said
 Stay relaxed in your overall manner .
 Show encouragement
 Show Support

17. Module 9. Facilitator Moments
1. 1.Put on your facilitator ,s hat , then try to finish as many
of these sentences as you can.
2. When one group member seems to do most of the talking
, I might ----
3. When an individual is silent for a long period of time , I
might ----
4. When some one in the team “puts down” another
member , I might ---
5. When a group seems to want to reach a decision , but
appears unable to , I might ----
6. When someone's come late , I might ----
7. When group members are excessively polite and unwilling
to confront each other ideas , I might ----

18. Module 10. Effective communication skills for facilitator
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• Allah Dad Khan