How do you transform a facilitation session?

1 Assess the situation

The first step is to identify the root cause of the problem. Is it a technical issue, such as poor audio or video quality, or a human issue, such as boredom, confusion, or frustration? Is it affecting one person, a group, or the whole session? You can use different methods to assess the situation, such as checking in with participants, observing their body language and tone, or asking for feedback. Once you have a clear picture of what is going wrong, you can decide how to address it.

2 Adapt your plan

The second step is to adjust your facilitation plan according to the situation. This may mean changing the agenda, the format, the pace, the tools, or the activities. For example, if the session is too slow or dull, you can introduce some energizers, icebreakers, or games to boost the mood and motivation. If the session is too chaotic or tense, you can use some techniques to calm the emotions, clarify the expectations, or resolve the conflicts. The key is to be flexible and responsive to the needs and preferences of the participants.

3 Engage your participants

The third step is to involve your participants in the transformation process. You can do this by asking for their input, suggestions, or feedback on how to improve the session. You can also give them some choices, options, or roles to increase their sense of ownership and responsibility. For example, you can ask them to vote on the next topic, to share their best practices, or to co-facilitate a part of the session. The more you engage your participants, the more they will feel valued and interested.

4 Reinforce your purpose

The fourth step is to remind your participants of the purpose and the outcomes of the session. You can do this by revisiting the objectives, the agenda, or the ground rules at the beginning, during, or at the end of the session. You can also highlight the benefits, the relevance, or the impact of the session for the participants and their work. For example, you can show them how the session aligns with their goals, how it helps them solve a problem, or how it contributes to a bigger vision. The more you reinforce your purpose, the more they will feel motivated and committed.

5 Celebrate your success

The fifth step is to acknowledge and appreciate the efforts and achievements of your participants. You can do this by giving them positive feedback, recognition, or rewards for their participation, contribution, or learning. You can also invite them to share their feedback, reflections, or learnings with you and with each other. For example, you can ask them to rate the session, to identify one thing they learned, or to thank someone who helped them. The more you celebrate your success, the more they will feel satisfied and inspired.

6 Learn from your experience

The sixth and final step is to learn from your facilitation experience and improve your skills. You can do this by reviewing the feedback, the results, or the challenges of the session. You can also seek advice, support, or mentorship from other facilitators or experts. For example, you can ask them to observe your session, to give you constructive criticism, or to share their tips and tricks. The more you learn from your experience, the more you will be prepared and confident for your next facilitation session.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?