Large group facilitation can be a powerful way to generate ideas, solve problems, and foster collaboration among diverse stakeholders. However, it can also encounter resistance from participants who may feel skeptical, defensive, or disengaged. How can you overcome resistance in large group facilitation and create a positive and productive atmosphere? Here are some tips to help you.
Resistance can stem from various factors, such as fear of change, lack of trust, perceived threat, conflicting interests, or unclear expectations. As a facilitator, you need to identify and acknowledge the sources of resistance before you can address them. You can do this by conducting a stakeholder analysis, surveying the participants, or creating a safe space for dialogue and feedback. By understanding the sources of resistance, you can tailor your approach and design your facilitation process accordingly.
This requires you to do due diligence in advance to understand the underlying political issues and concerns of the group before you begin the facilitation.
One of the key elements of effective large group facilitation is building rapport and trust with the participants. This can help you reduce resistance and increase engagement and cooperation. You can build rapport and trust by using icebreakers, warm-ups, and energizers, by showing empathy and respect, by using humor and storytelling, and by being transparent and authentic. You can also use techniques such as appreciative inquiry, positive framing, and active listening to create a positive and supportive climate.
Another way to overcome resistance in large group facilitation is to involve and empower the participants in the process. This can help them feel valued, heard, and motivated. You can involve and empower the participants by using participatory methods, such as brainstorming, voting, ranking, or grouping, by giving them choices and options, by delegating roles and responsibilities, and by encouraging feedback and input. You can also use tools such as flipcharts, sticky notes, cards, or online platforms to facilitate interaction and collaboration.
Another piece to consider is being mindful of how participants engage and the dynamics of who is in the room. For example, if you are leading facilitation exercises where people in the room have supervisory relationships, how do you ensure that you create an environment where individuals feel safe to share ideas, thoughts, etc. without it potentially impacting employee relationships? Also, some of the tools that were named here are great to consider, especially when thinking about how to balance participation to enable introverts to contribute in ways that feel comfortable for them.
Resistance can sometimes lead to conflict and emotions among the participants, especially if they have different opinions, perspectives, or interests. As a facilitator, you need to manage conflict and emotions effectively and constructively. You can do this by setting ground rules and norms, by acknowledging and validating emotions, by reframing and redirecting negative comments, and by using mediation and negotiation skills. You can also use methods such as dialogue, consensus, or compromise to resolve conflict and reach agreement.
Resistance can also arise from confusion or uncertainty about the purpose, goals, or outcomes of the facilitation process. As a facilitator, you need to provide clarity and direction to the participants and guide them through the process. You can do this by defining the scope and objectives of the facilitation, by explaining the agenda and the methods, by summarizing and synthesizing the key points and actions, and by providing feedback and follow-up. You can also use visual aids, such as charts, diagrams, or models, to illustrate and communicate your ideas.
I believe it’s also important that a facilitator be able to translate the facilitation process to the bottom line, vision, or mission of an organization. Most people who are resistant either are apprehensive about time being wasted or fail to understand the “why” behind something.
Finally, one of the best ways to overcome resistance in large group facilitation is to celebrate and appreciate the participants and their contributions. This can help you create a sense of achievement, recognition, and satisfaction. You can celebrate and appreciate the participants by thanking them for their participation, by acknowledging their efforts and achievements, by highlighting their strengths and successes, and by rewarding them with incentives or recognition. You can also use methods such as applause, cheers, or certificates to celebrate and appreciate the participants.
It depends where the resistance is coming from. Major sources of resistance include: 1. Indifference…I.e. the person or group believes they don’t need the solution you are proposing because they do not believe there is a problem. Resolution: Ask questions, do research and situation analysis to identify the problem or need. E.g. Climate change. If you don’t believe it is real you won’t change the behaviours needed to fix it. 2. Skepticism…the person or group believe there is a problem or need but they don’t believe your solution will solve the problem. Resolution: Provide convincing evidence. 3. Misunderstanding…they agree there is a problem or need, but they have misinterpreted some aspect of your solution. Resolution: Correct it!