Facilitating on the tube

Just imagine: sitting on the tube, rocking to and fro. Being forced to listen to some monotonous MP3 beat, watching the faces of all those strangers.
You stand up and welcome all 50 people to the short meeting. Astonished and worried and nervous and embarrassed and perhaps also excited, the 50 faces either turn to you or instinctively place a hand on their wallets. You pose your question. You tell them you are trying to find out what normal people think about a complex issue. You ask them to turn to their neighbour and discuss for a minute or two. And then you reap the fruits of human creativity.
I would have loved to have asked my train load of commuters and stick carrying elderly hikers and sleepy teenagers this morning for answers to some of society’s buring questions. But I didn’t.
Any facilitation needs framing. But then again, can’t a train load of people with their various purposes, experiences and needs provide us with an adequate framework?
I’m going to think about this some more. Will be back to you on this.

50 youth making a difference to their and my lives

I have had my highlight of the current year: my great friend and wonderful social entrepreneur, Jonas Schuhmacher of Masifunde, invited me to facilitate a group of 50 youth from Port Elizabeth, South Africa. Now I am mother of a 16 year old and have worked with youth on many occasions, so I’m aware of the huge energy and potential of working with young people. However, most people I’ve worked with before have had a comfy bed to sleep in at night, with enough to eat and a more or less clear family structure to go home to. That’s not the case with these Port Elizabethans: they’re all from the less than salubrious township you fly over when you enter Port Elizabeth by plane: Walmer Township.

Jonas and Lubabalo, both directors of Masifunde, a committed education organisation with offices in Germany and South Africa, believe in the potential and power of Walmer Township. I was soon to learn why.

You know when a group just simply works. It sticks. It strives. It writhes at the bit and – as soon as let off – runs ahead, jumping hurdles and laughing all the way. That’s what I had the joy of beholding. I was riding the wave of these kids’ enthusiasm, their creativity and their determination. Half of their friends will die of AIDS. Many of their families are already suffering from alcoholism. And yet they hurl themselves into the future with optimism and faith.

After a few hours working with the group I was hooked. We have, in only two days, created a vision for the township, formulated short term goals, found promising projects to reach that vision and virtually built the education centre for Walmer Township that Masifunde is committed to realising next year.

If music be the food of love, play on. Yes, Africa is music. Yes, Africa is dance and movement. And yes, Africa is full of bursting energy, creativity, determination and faith. I thank my participants for their great dedication and love of their cause and their lives. They have given me so much in such a short time. They deserve to achieve anything. And many of them will. I look forward to seeing them lift South Africa out of the unhappiness and despair it has not yet been able to shake off. I’m so proud to have facilitated some of South Africa’s future leaders.

Please lend your support to Jonas and Lubabalo and their wonderful organisation. Believe me, your help can make a difference: www. masifunde.de

F*** the methods approach – learn to facilitate meaningfully

I do a lot of facilitation training – for my colleagues and for clients who want to introduce more participation into their teamwork or communication with partners, publics and customers. It’s a real pleasure to teach facilitation: somehow I feel the skills we learn and use make us look at people – their thoughts, desires and characters more intensely. It makes the world a more interesting place!

Here’s a list of my priorities. In other words, focus on the top (absolute musts!) and make your facilitation better and better by taking the lower points (pretty much musts too!)  on board too. And avoid the methods approach – learn to facilitate meaningfully and with impact:

1. Have a clear contract with who ever is asking you to facilitate (What are you supposed to be doing with which objective, participants and results, embedded in which process with which consequences for participants’ results, establishing which role your client wants to play and how you’re going to be paid!)
2. Ensure that all participants a) can participate (they have the necessary resources and information and are free to take part without dreadfully stressy organisation); b) want to take part (participants will be able to not only recognise extrinsic benefits, but also have an intrinsic motivation to be there and be active); c) are allowed to take part (there has to be some true and real possibility for participants to have their voices heard and influence some changes – however small – and these areas of influence or decision making have to be totally transparent)
3. Enjoy interacting with your participants and be keen to learn about how they see the topic. They’re not your friends, but like them, be interested in what they have to say and how they feel about the topic and the group!
4. Make sure people know what they are supposed to be doing without mentioning too much method. Don’t say “Now you’re going to use the card method,” as people will concentrate on the method and start discussing the process instead of the topic. Tell people: “So as to capture everyone’s immediate thoughts on the question xxxx, I’m giving you some cards for each of you to write down 1-2 ideas…” Participants who refuse to “do” the process they way you want them too often feel like they’re in Kindergarten and are taking part in a group exercise. They feel uncomfortable. Keep them focussed on the topic, make the instructions clear,  and matter of fact (i.e. your whole concept doesn’t depend on the group feeling passionate about using the methods you’re suggesting)  and they’ll be willing and able to get down to work in any way which seems to help them get to goal.
5. Create a design that’s logical. It can be full of exciting and creative methods, but make sure one step leads on logically to the next. Facilitation and participation is all about learning, so it’s great when participants notice the relevance of firstly dealing with issue 1 before building up on the results of that in dealing with issue 2. Keep the design focussed on objectives and results rather than on methods. That way you’ll stay flexible and be able to keep participants on track. Changing methods should be easy and uncomplicated. Changing objectives demands a critical decision making process with both participants and client. However, we’re never going to get a group to work on an issue that they’re not interested in.
6. Pose clear and challenging questions which open up participants’ thought processes and lead to the overall objectives. You’re responsible for the process, participants are in charge of defining the content. It’s ok to suggest how the process is going to work, but always ask participants to suggest and give answers. If you tell people what to think, you’ll either relegate them to possive viewers of your expertise or create antagonism – against you!
7. Ensure that participants’ basic needs are satisfied: light, fresh air, food and drink need to be easily accessible or participants will go on strike!
8. Allow participants to transfer-in to the topic, the group and the process. This means accessing the “whole person” of each participant – right from the beginning. A good transfer-in (lasting about 15-20 minutes), will stimulate both sides of participants’ brains (rational and creative) to think about the topic from outside of the box. Use stimulants such as pictures to ask how participants view the topic. Participants are often surprised at how creatively and individually they can think about the topic and articulate those thoughts. The transfer-in replaces the usual introduction round, in which participants generally aim to show their relative importance (“I’m an expert in… and have been important for … years…”). Participants bring in their personality and their experience from the start, paving the way to generate unique solutions and answers.
9. Keep up the form! Make sure you know everything you need to about your hosts, experts and formal surroundings. There’s nothing less professional than having to look at your notes whilst introducing an expert because you’ve forgotten his/her name! Learn your first 2-3 lines of welcome off by heart. The start – your first impression – has got to have the right impact!
10. Wrap up, synthesize, summarise constantly to make sure you and the group is on track. It also proves you’re listening and taking the process seriously. Use visualisation if you need formal approval from the group. In an open discussion, try and sort out your thought process to verbally summarise briefly and succinctly. Believe me, if you do this well, it’s really impressive!

There are lots more things I could and will say about this, but it’s about time I posted something again. Hope it’s helpful! Let me know what you think.

Life without a laptop

You have to understand: Sun, sea, bagpipes, wind, mountains, lochs, castles, bacon and tomatoes, Bowmore, Famous Grouse, lobster, venison, Pouillet Fume. Yes, it’s holidays at the this time of the northern hemisphere’s year and I’ve had a glorious time of it without my laptop.

Scotland rained only twice on us (listen, it’s the UK, so it’s perfectly legit to at least mention the weather!). Otherwise, we were sun-smiled on and all our senses spoiled. The smell of Europe’s western sea shore is just untopable. And the taste of the fruits of the Atlantic mouth-melting. I could go on, but I’m starting to sound like a cheap poet or a blubbering travel agent.

So what’s all this got to do with facilitation?

Nothing actually. Not even an excuse for not filling this blog for a while. Just a chance to show a bit of gratitude and acknowledge my luck at being able to explore my world in freedom. It’s good to take a step off this ethereal plane and tank up the senses and the heart with reality and blustery gales, tottering on a mountain with a glorious cooked breakfast inside and the family around.

Now this is going to be good for my facilitation!

The Art of Posing the Right Question

I’ve philosophised enough for the moment about broader issues surrounding facilitation. I think it’s time to get practical and am excited to hear from other facilitators about their practical experiences of asking the right questions (yes, it’s a subtle kick to get writing!)

ask and listen

I’ve just read a useful book (“Wege zur erfolgreichen Teamentwicklung”, by Daniel Meier – http://www.amazon.de/Wege-erfolgreichen-Teamentwicklung-Daniel-Meier/dp/3833406682/ref=sr_1_5?ie=UTF8&s=books&qid=1248809755&sr=8-5) with good tips on using questions to get the the bottom of things. In theory I sometimes think the probing can get slightly annoying: after the “What” question comes the “How”, then the “How many”, “When” then the “And who” followed by more of the “What, how, when, who, etc.” all over again. But I like the logic Meier suggests: After asking participants to formulate their aims, they are asked how they will feel if the aim is realised. And then what their colleagues will say when the aim is realised. And then what their clients will have to say about it too. But it really does work. It’s not as annoying as it looks on paper. Give it a try.

Talking about general facilitation questions, we should look at the no-go question “Why?”. We’re all taught early on to steer well clear of the dreaded “Why” as facilitators. Why? Because when we pose the “Why” question, our participants will immediately feel challenged, threatened or aggravated and will respond with anger, defensiveness or passivity. Hm. I’m not sure that’s really the end of it. I think it depends on why you’re asking “Why?” Let’s look at an example.

Michael (participant) says: “You know, I think we should go for the second option.”
Facilitator: “Why?”

What’s the facilitator possibly voicing with his “Why?”
a) “What do you like most about the second option?”
b) “Who said you should have an opinion on this at all?”

The “Why?” question as posed in version a) is constructive, shows interest in what Michael thinks and the reasons he has for making his suggestion and also draws Michael’s emotions into the discussion with the word “like”. The “Why?” question posed in version b) is aggressive, antagonistic and downright rude. a) is a classic facilitation question. b) is totally unacceptable unless you’d like to stop being a facilitator pretty quick.

But is a) really always better than just asking “Why?” I must admit, I’m not all that experienced at asking the “Why” question. I’m completely paranoid that the result would be understood as b). I’m going to give it a go though, as I’m pretty sure if I transmit enough of the trust and esteem I feel for my participants in actively listening and through my bearing and attitude, the “Why?” will head off in direction a). But, better than a), it’s not at all manipulative. “Why?” is straight and neutral. a) is putting words and concepts into Michael’s head. Who said he “likes” anything at all? He only said, he thinks we should “go” for the second option.

Let’s continue this thought process, dealing next with open and closed questions. I’d love any ideas you may have.

New Podcast: Shawn and Natasha on Facilitation!

Tips and tricks, pet hates, lots of “how to do it” stuff and all that live! Shawn Cunningham, creative and commited facilitator from Pretoria, interviews me on facilitation. Here’s the link to his website, where you can click onto the podcast (called ledcast). Number 2 coming soon!

http://shawncunningham.wordpress.com/2009/07/09/interview-with-natasha-walker-on-facilitation/

Facilitation on the Floor

Since writing about working on the floor I’ve been at it for weeks! It’s a completely different way of visualising and steering a dialogue if your participants are encouraged to view the results of their discussions on the floor as opposed to the wall, screen or flipchart. Why? Here are some arguments which will hopefully direct you away from vertical visualisation methods when facilitating:

1. Teachers and professors, experts and others use vertical visualisation (blackboard, powerpoint slides, etc.) when they’re telling you what you should know, think, believe and do. This puts them in an active role and participants in a passive one. There is a feeling of having to put up one’s hand before speaking…
2. Participants working on a piece of visualisation on the floor can’t help but get involved. It becomes self-propelled. Small groups will form and re-form to deal with details, participants can work for a time on their own, before coming together. Because working on the floor enables participants to continually change and adapt their perspectives, they can focus on details or the big picture – as their needs dictate.
3. If you use the floor to visualise on, you can adapt your space to the content as there are no such boundaries as a screen, flipchart or poster prescribes.
4. Vertical visualisation is 2 dimensional. If you try and go 3D, you’ll most likely be foxed by gravity. Visualising on the floor allows you and your participants to build scenarios using (symbolic) objects which allow a deeper understanding and analysis of the subject matter.
5. A piece of 3 dimensional visualisation created by participants usually looks really good and is a great way of cementing an image of the group’s experience. It’s also effective if you want to show off the results to journalists, clients and others.

What do you think?

Here’s a photo of one of my favourite pieces of  visualisation on the floor:

Facilitating friends of the giant panda

Giant pandas are cute and cuddly (well, I presume they are, although I’ve never touched one personally). I loved my toy panda so much that at about 8 I remember developing plans for saving me and panda in case of fire. There’d have been no way I’d've left him (or was it her?) to die in the fire. And so I guess that’s why lots of people think biodiversity is about saving the panda. WWF’s also to blame for having such a damn effective logo. And I suppose it’s natural that we’re more concerned about watching out for endangered mammels than for a rare sort of wasp, snail or water plant. Anyway, why I’m talking about this is because I’ve just facilitated a fantastic group of biodiversity experts from Europe and they’re pretty frustrated about the difficulties in communicating just what biodiversity is.

Now, I’m not quite sure where this article’s going, but I’ve had a real learning experience so I guess I’m doing some post-workshop reflecting. I hope you’ll stick it out.

Countries all over the world have been trying to protect species of plant and animal, bird and insect – and even landscapes – for years. Germany’s first nature protected areas were established in the 1930s. It’s only in fairly recent years, though, that the rate in which species are being wiped out has become known. And, in terms of numbers, it seems quite scary. But then again, it’s all so far away, all so refering to stuff we’ve never heard of or don’t even like much (the aforesaid wasp). And as long as some birds are chattering in the garden and there are no reports of large beautiful carnivors threatened somewhere far away, we’re not really aware of any changes. Or really bothered about endangering another sort of bat or mouse or fern or mangrove tree.

However, biodiversity, as I learnt from so many wise and committed people over the last 5 days, is about making sure that the various ecosystems – such as wetlands, deserts, lakes, rivers, mountains, agricultural landscapes – remain able to provide us humans with essential “products” – so-called ecosystem services.

Anyway. That all means that a forest is also an air conditioner (i.e. stopping cities like Sao Paulo becoming unbearably hot); a river is a road; fish are food and a mountain may even have the ecosystem service value for some cultures of being their god.

Anyway, what’s that got to do with facilitation?

Well, in safeguarding our ecosystem services we are automatically caught up in facilitating a process of apparently different interests. Fishermen, industry, administrations and environmental NGOs will all have a lot to say about saving a lake from putrification. And they will, in a target oriented facilitated process, be able to come to co-operate and achieve results. Because every process to protect or develop ecosystems services will need a) to achieve joint fact finding, b) to decide on possible interventions to increase the resilience of the ecosystem, c) to make decisions on priorities and d) to implement the results. This is one of those ideal cases for facilitators.

It’s a complex system and complexity can be either reduced by scientists or managed by facilitators.

The giant panda is not what biodiversity’s all about. Neither is the gnat, bat or any other single species of flora or fauna. Biodiversity is about managing complex socio-ecological systems in which humans utilise and protect the ecosystems services they need today and – potentially – tomorrow.

What do you think?

Facilitation and Humour

I do lots of work in Germany. And it’s a frequently voiced myth that Germans have no humour. In fact, just to muse for a bit about humour in general, it’s also a frequently voiced myth that the British have all the humour. Be it black (The Young Ones), slapstick (Benny Hill) or Monty-Pythonesque, some of the wierdest things laughed at the world over do seem to come from the island. What I most love about British humour (to continue on this broader line) are the gentle and cleverly-silly comedies championed by famous Brits from Will Shakespeare, Jane Austen and Charles Dickens to Steven Fry and Hugh Laurie (wow, he’s really famous now), Blackadder (as opposed to Rowan Atkinson’s Mr Bean), Hugh Grant and Richard Curtis, who really is genius and is behind most cool British humour since the mid-80s.

Ok, so that’s enough of my uninformed and nostalgic look back on the sort of pleasant stuff I enjoy laughing at over and over again. What’s it all got to do with facilitation? I’ve stressed elsewhere the importance of placing an issue or topic at the centre of all facilitation; of ensuring that questions are asked, expertise accessed and results reached. And all that’s true. But I’ve also said somewhere else (I think) that it’s vital to get every participant connected with a) the issue and b) the group, in order to understand how his/her voice can be part of the overall results. And that’s where humour has to play a part.

I would argue that if a group of people who are expected to work together to solve a problem can’t laugh a bit together, they may as well forget it. Laughing helps us to bond - I’d say 100000 times quicker than talking about bonding. It helps us to shake off little niggles and focus on the broader picture. It helps an individual stop thinking about what he/she wants to say next and to listen to others. How does it do this? (I’d love a brain scientist to give me some information on this.) I think it’s that in relaxing and throwing off the bondage of being right or better or wiser than others, we are able to come to deeper understandings. We relax when we laugh together. ”Laughter is one of the universally shared expressions of emotion we are ‘allowed’ to display publicly”, Felix Oldenburg, my friend and colleague, once said.

Careful of Irony: Irony is the elder sister of sarcasm. Irony has been to better schools and done her hair neatly. She’s perfected her speech and style and has a first at Oxford. Sarcasm, the little sister, is rude and dirty. Irony is always exclusive. We set ourselves apart from what we have said and it’s also judgemental of others. It doesn’t work in facilitation. We, as ironic facilitators, will make enemies of our participants at worst and frighten them into passivity at best.

Working on the Floor

I’m just about to give a lecture to colleagues about using the floor to visualise. I’ve read the following blog article by Scott Ginsberg on working on the floor and really like it. Will keep posting stuff about this, as I really believe that participation happens best horizontally and looking at a picture is best vertically. Here’s Ginsberg’s thoughts:

http://ezinearticles.com/?Working-on-the-Floor&id=1535829