Craig Forman

Culture is developed through consistent displays that showcase the words and actions are in alignment with overall values and stated beliefs. I share this because if you are developing a unique culture for how you want collaboration, it is critical that organization defines this, highlights examples and displays it via their leaders consistently. If you are truly committed to a particular "culture" around collaboration, you can't say one thing and do another. You must be clear and insist that this is how its being doing from the top down.

Humans naturally behave in different ways in different settings. As facilitators, we can use this in our design. For example, I know that if I have 100 people on a call or even in a room and ask a question, it is highly unlikely any one person will just jump up and answer. However, if I break them into groups and have them discuss the questions among their smaller groups, it is much more likely that they will engage. Then, bring them back and ask for reflections or thoughts. I always think of my facilitations using self-reflection, small-group conversation, and summary reflections in larger settings.

To acknowledge emotions, we first have to create structures and frameworks to make it safe to do so. This is why creating agreements at the start of the engagement is so important. We can also share a core set of emotions to the group to help simplify the process and make it easier for those who don't often use much language around emotion. Finally, figure out a way to model this for the group and help normalize the behavior.

Peer-to-peer learning and feedback greatly enhance facilitation. Contrary to thinking more facilitator input equals greater impact, engaging participants in active roles boosts their engagement and value gained. Facilitating mutual support and collaboration not only strengthens team connections but also equips them with lasting skills. A facilitator who leaves a team more connected and skilled becomes highly valued, often invited back for more sessions. This approach not only improves the learning experience but also fosters a cohesive, supportive team environment.

Incorporating diverse facilitation methods, including individual, small, and whole group activities, alongside a mix of written, video, and live content, is essential for engaging learning experiences. This variety caters to different preferences, keeping minds active and preventing disengagement. Using participant feedback enriches content, ensuring it resonates more deeply. Regularly transitioning between formats keeps the session dynamic, fostering a vibrant learning environment. Such adaptability not only boosts learning outcomes but also leaves participants feeling inspired and connected to the material.

Understanding unique learning styles is key to effective team facilitation. By assessing these early, facilitators can design more impactful programs, supporting personal adaptation and team cohesion. Introducing an exercise to explore learning preferences helps individuals recognize their strengths and challenges, fostering group discussion on how diverse approaches enhance collaboration. This approach not only aids facilitators in tailoring content but also primes the team for improved cooperation, moving beyond one-size-fits-all solutions to foster a deeper connection and efficiency within the team.