At one time or another, most of us have experienced a leader sabotage the agenda, dominate the discussion, openly negate staff input – behaviours that effectively shut down staff from contributing. On the other hand, some of you have simply never had the chance to…
As facilitators, most of us are going to find ourselves met with resistance daily. With workplace demands extending beyond the office thanks to mobile technology, extra demands on time, attention and resources can provoke more push-back than ever. In my previous post “Pull vs. Push”,…
Creating lofty action plans seems to be the rule of many strategic planning sessions these days. Most team members truly intend to fulfill their obligations during the planning session – but following the session is another matter entirely!
It’s not uncommon for interpersonal or political considerations to result in meeting bloat, where too many people end up invited to a meeting that takes too long and doesn’t achieve all its objectives. So, how do you decide if you really need to attend?
At our Facilitating Through Conflict workshop last week, the class really embraced my suggested approach when dealing with resistance. We see resistance when new processes are suggested, old ways of thinking are being challenged, or staff are being challenged to innovate or take risks.
Setting the Tone and Expectations with Purpose. The meeting purpose, or the “why” of the meeting, needs to get at the heart of the reason you’re convening.
Creating lofty action plans seems to be the rule of many strategic planning sessions these days. Most participants truly intend to fulfill their obligations during the planning session – but following the session is another matter entirely! Day-to-day operations, putting out fires, organizational and competitive pressures, and shareholder requirements overtly and covertly stop us from even initiating our action plan.
Two of the biggest obstacles faced by internal facilitators include short notice and competing demands that result in poorly prepared meetings. As staff is being asked to take on more roles and responsibilities, this trend of limited prep time is something we need to tackle head-on.