http://www.chrispearson.org/pages/articles/facilitation/facilitation02.asp
20h21
Monday, 1. December 2008

TEAM FACILITATION

Pre-positioning An envelope and a name . . .

When you give a hitman an envelope that's full of cash and with a name on the front, you aren't expecting him to look up an address and deliver the money.

You know exactly why you've put someone's name on the envelope and so does the hitman.

You know what the money inside is for, too. And so does the hitman.

You both understand the process and you understand the role of each of the particpants: The contract, its principal, the contractor and the victim.

Either through an extensive life of criminal endeavour or through extended exposure to American entertainment, both you and the hitman have been properly and effectively pre-positioned. There is no doubt in anyone's mind about what happens next.

If only life were that straightforward! Brutality aside, it's a great model, isn't it. An envelope, some banknotes and not a word spoken but still the job is done.

The principle demonstrated by this example is that, given enough exposure to enough versions of the same scenario, everyone knows what to expect. It probably seems intuitive, even though it probably isn't. All of those previous exposures have been examples of pre-positioning. And, like the examples of good pre-positioning in a project environment, these exampes have been stated, re-stated, paraphrased and made memorable by countless movie plots.

Having said all that, it hardly seems worth discussing the steps required to pre-position your team sponsors or members of your team . . .

You need to ensure they know what to expect. Tick the box!

You need them to understand what it is they are dealing with. Tick the box!

Except, I am making an assumption that - as a team facilitator - no-one should ever make! I have decided, quite without any evidence, that whoever reads this piece will have seen all those American movies that have lodged in my own consciousness.

Uzi 9mm

Why should anyone have shared my own experiences?

That is why pre-positioning is an essential step in preparing participants for a task. We all start out with different experience, different understanding and different expectations. The process of pre-positioning brings everyone to the same level of knowledge and understanding with exactly the same expectations.

And repeated exposure to the same theme is an excellent way to achieve this goal.

Changing the scenario and re-stating the message is an excellent way to re-inforce the message without loosing the participant's interest. A different story with the same moral will avoid boredom while strengthening understanding.

Pre-positioning is all about getting a message across, then getting it across again and making sure everyone involved understands. Then it is about addressing issues and concerns, so everyone is supports the same aspirations.  

It is often quite difficult to persuade everyone in a group that one goal is the goal and there is only one way to reach it.

What does pre-positioing aim to achieve?

Understanding of the process

Acceptance of the process

Commitment to a common purpose and comon goals

Common working approach

Mutual accountability

Enthusiasm

Willingness to set aside prejudice

How are those aims achieved?

Explanation

Example

Shared planning

Clearly defined responsibilities in the process

Clearly defined commitment of time

Deciding what your boss thinks about it and how to handle that

Knowing what happens when this task is finished

Knowing why you have been selected for this role

What are the difficulties?

Personal

Process

Other duties

Peer group

Statement

Re-statement

Paraphrasing

More examples

Scenarios but no war stories . . .

And don't shoot the facilitator.

Tasks the facilitator can take on to support the participant's learning and understanding

Support tasks for faciltators

How to support effective pre-positioning or the grunt work you can do

  • Data administration
  • Policy and standards
  • Communications and buy-in
  • Cost-benefit analysis
  • Issues resolution

Do these and everyone will want you to be their friend!

Top of this page
 

 

Managing communications  

WHAT?

The purpose of team communications

To establish then maintain a flow of information to and from stakeholders

This process generally consists a process of informing those with an interest in the team's activities then getting feedback.

WHY?

The aim of team communications

Commitment depends on understanding
Communication provides the knowledge that allows stakeholders to understand

The communication process must state, re-state and paraphrase, ensuring that its message is clear and relevant to everyone involved.

HOW?
FEATURES COMMON TO EFFECTIVE COMMUNICATIONS STRATEGIES

Both formal and informal

Sized to match the project or task

Open and honest

Provoking discussion and inviting questions

Interative and cumulative

Regular and accessible

Introduces ideas and addresses concerns

Summary:

Effective strategies see both sides of the coin!

 

The process of engaging people's interest then informing them
is varied . . .

Live events

  • Seminars
  • Workshops
  • User group meetings
  • Roadshows
  • Demonstrations
  • Presentations
  • Walk-throughs

Media

  • Bulletins
  • Newslatters
  • Web sites
  • Videos
  • CDs and DVDs
  • Press releases

Merchanidising

  • T-shirtsand sweatshirts
  • Project logo
  • Ties
  • Pens and stationery
 

Interactive

  • Discussion
  • Project feedback sessions
BEHAVIOUR
Behaviour that helps a facilitator build an effective team - then keep it going!

A team facilitator must challenge

  • Lack of conviction
  • Discomfort
  • Weak organisational performance ethos
How?

Build trust

  • Promise, then follow through
  • Demonstrate commitment
  • Be consistent
  • Be reliable
  • Manage to the objectives
  • Listen to concerns
  • Respond to concerns
  • Be open and honest
  • Respect confidences

Become a role model

  • Be enthuastic
  • Be committed
  • Be open to new ideas
  • Deal with issues not personalities
  • Be inclusive
  • Leave baggage outside
CHECKLIST  
 

This checklist applies equally to a single team meeting or an entire project; the plan can be a meeting agenda, a workshop running order or a vast project plan.

Over a number of years it has proved to be both relevant and scalable.

1

Landscape

 
  Agree objectives
  Agree plans
  Agree process
2 Navigation  
  Remind everyone where they are in the landscape
  Remind everyone where it is they are going
3 Map  
  Write down goals and objectives
  Write down plans and agendas
  Write down process steps
  Write down agreements
 

At every step

  • Headline
  • Paraphrase
  Never reject an idea: No idea is a bad idea
4 The job  
  Listen
  Document
  Clarify
  Don't become a team member
  Don't get involved in the discussion
5 Control  
  Time out
  Enforce the methodology
  In a session, do you have . . .  
  Plan/Agenda?
  Tools/Materials?
  Facilities?
  Issues board? (A flipchart, maybe)
  Do you . . .  
  Enforce the rules?
  Assist and support without becoming involved?
  Deal with issues not personalities?
  At the end of a session, have you dealt with . . .  
  Benefits?
  Concerns?
  Next steps?
  Debrief with the team leader?
  Personal wrap-up?
  Documentation check?
 
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