Agile team facilitation, facilitation techniques in general, Position diagram, servant leadership, Facilitator mindset, Decision making, Prioritisation and power questions.
NOTE: I am making this available as a free resource to support organizations during the COVID-19 pandemic, as more individuals are working from home. Please share responsibly with attribution.
This is a tool created to provide positive and forward-looking questions to use as openers to enhance meetings. Designed for small groups and individuals as a way to build their emotional intelligence, relationships, and leadership skills.
Agile team facilitation, facilitation techniques in general, Position diagram, servant leadership, Facilitator mindset, Decision making, Prioritisation and power questions.
NOTE: I am making this available as a free resource to support organizations during the COVID-19 pandemic, as more individuals are working from home. Please share responsibly with attribution.
This is a tool created to provide positive and forward-looking questions to use as openers to enhance meetings. Designed for small groups and individuals as a way to build their emotional intelligence, relationships, and leadership skills.
Gives an overview of professional coaching arc of conversation, Coaching stance and ICF core competencies. It helps leaders to understand the core skills to be practiced when they are wearing "Coach" hat.
group discussion- method of teaching
NEED FOR GROUP DISCUSSION
Group discussion allows you to exchange information and ideas and gives you the experience of learning in a team. In the workplace, discussion enables management to draw on the ideas and expertise of staff, and to acknowledge the staff as valued member of a team.
For example, team nursing, and evening instances where the nurse maybe sole one engaged in nursing a patient (private duty), she is still working in a group the patient and herself.
This is a Peer Mentor Training program I created in Fall 2015. It's foundation is in Schlossberg's 4S Model. This presentation has been edited to allow it for public use.
Feel free to use it, share it, or further develop it!
www.studentaffairsshane.com
Introduction to the use of the Concerns Based Adoption Model as a framework for planning strategically for professional learning and development programmes in your school
This is my presentation and handout from my workshop at SACNAS 2013. It presents a new concept of "mentoring up" to help equip and empower mentees to pro-actively manage their mentoring relationships.
Gives an overview of professional coaching arc of conversation, Coaching stance and ICF core competencies. It helps leaders to understand the core skills to be practiced when they are wearing "Coach" hat.
group discussion- method of teaching
NEED FOR GROUP DISCUSSION
Group discussion allows you to exchange information and ideas and gives you the experience of learning in a team. In the workplace, discussion enables management to draw on the ideas and expertise of staff, and to acknowledge the staff as valued member of a team.
For example, team nursing, and evening instances where the nurse maybe sole one engaged in nursing a patient (private duty), she is still working in a group the patient and herself.
This is a Peer Mentor Training program I created in Fall 2015. It's foundation is in Schlossberg's 4S Model. This presentation has been edited to allow it for public use.
Feel free to use it, share it, or further develop it!
www.studentaffairsshane.com
Introduction to the use of the Concerns Based Adoption Model as a framework for planning strategically for professional learning and development programmes in your school
This is my presentation and handout from my workshop at SACNAS 2013. It presents a new concept of "mentoring up" to help equip and empower mentees to pro-actively manage their mentoring relationships.
El autor pertenece a la comuna de Recoleta y el objetivo de la presentación es destacar este importante centro histórico/patrimonial de mi comuna donde permanecen enterradas figuras ilustres de la historia de Chile.
Profesora de educación general básica, actualmente trabaja en un programa de nivelación, lo que significa que debe aplicar su creatividad al máximo para lograr los aprendizajes esperados en sus alumnos.
Supervision training for volunteers and novis supervisorsImke WoodT&C
Mostly visual backdrop to define best practise Clinical Supervision for novises in the filed, peer supervision, new supervisees, rethinking best practise in clinical supervision. This applied tyraining in a youth charity.
Facilitation Skills for Train the Trainer (TTT) Programme
Facilitation is an art and science and can be learned and improved upon with practice and it is a required skill for any project or team manager.
This is a presentation on training strategies for teaching prepared at Kendriya Vidyalaya Sangathan, ZIET Mysore by Mr. Binoy PGT English and Faculty Member of ZIET Mysore.
Presentation Skills and Personality DevelopmentShrineDasgupta
MDU PSPD SYLLABUS - UNIT 1 AND UNIT 2
1. presentation
2. types of presentation
3. planned and unplanned presentation
4. planning a presentation
5. process of planning a presentation
6. points to keep in mind while planning a presentation
7. case studies
8. methods of presentation
9. delivering a presentation
10. tips for being an effective presenter
11. dealing with difficult situations
12. how to keep your attentive
13. hoe to motivate your audience
14. outcomes of presentation
15. case studies
Tell It Like It is - Sexual Health and Wellness Education
TLC Presentation_Sinki Ho_2.24.17
1. Participant Centered facilitate group
discussion (FGD):
Talk, Listen, and Connect (TLC)
Sinki Ho
WIC Head Nutritionist
Wyckoff Heights Medical Center
2. Your thoughts on FGD
• What does an effective group mean to you?
• What are your concern and challenge?
3. From traditional to new approach in WIC
• Provide fact-based information vs. emotion-
based
• Remain professional like a teacher vs. group
discussions to connect participants
• Distribute handouts to use images to connect
4. Characteristics of Effective Groups
• Clear and consistent group goal
• Active participation
• Clear communication
• Listen to others
• Share ideas
• Safety and trust
• Good leadership
5. Purpose of FGD
• Provide an opportunity for participants to
learn in a pleasant, informal atmosphere
• Encourage participants to educate each other
by discussing their knowledge of a topic and
sharing real-life experience
• Built self-esteem
• Enable participants to give and receive
support about their concern and make desired
behavior change
6. Role of the Facilitator
• Make others what they need to do easily
Create a safe and comfortable environment
As a person to initiate and moderate the
group
Guides the discussion
Mindful participants needs and interests
Clear with the compents of FGD
Well-prepared
7. Components of FGD/TLC
Take about 15-20 minutes long
4-8 participants but can be 2-10
• Open
• Share and Connect
• Summarize and Act
• Emphasis on feelings and experiences
8. Opening the session
• Introduction: greeting, introduce yourself and
the group
• Conversation Starters: ask Open-Ended
Questions
– Can not be answered with a ‘yes’ and ‘no’ or a
specific question
– Sample starters: What…When…How…Where…Tell
me about…
9. Share and Connect
Affirmation: validate speaker’s effort, experience,
and strength -> encourage sharing
- ‘Thank you for sharing. Good job! Keep it up!’
Generalizing: normalize speaker’s experience,
feeling and perception -> help challenging
questions or statements, encourage sharing
- ‘A lot of participants…’
Paraphrasing: use your own words to restate
message -> check understanding, validate the
participant
- ‘Do you mean…? What I heard from you…?’
10. Summarizing
• Bring ideas together
• Facilitator can highlight ideas and points made
in the group
• Repeat relevant information
• Get back on focus
11. Act
• Ask participants for something they are taking
away from the group
– What may you try this week/month?
– What is one new thing you heard or learnt today?
12. Group behaviors
• Emotion triggers behavior change
• We want them to change their challenging
behaviors but not the person
• We encourage a positive experience for
participants