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How can you create a facilitation-friendly culture?

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Facilitation is a skill that can help you lead effective and engaging meetings, workshops, and events. It involves planning, designing, and guiding group processes to achieve specific outcomes. But facilitation is not only a skill for individuals, it is also a culture for organizations. A facilitation-friendly culture is one that values collaboration, participation, and learning from diverse perspectives. In this article, you will learn how to create a facilitation-friendly culture in your workplace by following these six steps.

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1 Assess your current culture

The first step is to assess your current organizational culture and how it supports or hinders facilitation. You can use a facilitation skills assessment tool, such as the one developed by the International Association of Facilitators (IAF), to evaluate your own and your team's facilitation competencies. You can also conduct surveys, interviews, or focus groups to gather feedback from your stakeholders on how they experience and perceive facilitation in your organization. This will help you identify the strengths and gaps of your current culture and set realistic goals for improvement.

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Thomas Russell FRSA

Founder of Inky Thinking | Facilitator | Author | Trustee | Mentor | Official Neuland Reseller UK
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Randy makes a good point below about facilitation being a tool within a culture. Having said that facilitation is most certainly a leadership skill, and as such contributes towards the development of an organisation's culture alongside other leadership behaviours, values and tools. High quality facilitation in any organisation will lead to a culture of engagement and productivity. This will also prove beneficial for the organisation's meeting culture, which in itself is a component of the wider "way things are done around here".

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2 Communicate the benefits of facilitation

The second step is to communicate the benefits of facilitation to your leaders, managers, and staff. You need to make a clear and compelling case for why facilitation matters and how it can help your organization achieve its vision, mission, and objectives. You can use stories, examples, and data to illustrate the positive impacts of facilitation on productivity, innovation, engagement, and satisfaction. You can also highlight the risks and costs of poor or absent facilitation, such as confusion, conflict, waste, and frustration.

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3 Provide training and coaching

The third step is to provide training and coaching to develop the facilitation skills and confidence of your team members. You can offer formal or informal learning opportunities, such as workshops, webinars, mentoring, or peer support, to teach the principles and practices of facilitation. You can also create a facilitation toolkit, such as a handbook, a checklist, or a template, to provide guidance and resources for your team members. You can also encourage and support your team members to seek external certification or accreditation from professional associations or bodies.

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4 Model and reward facilitation

The fourth step is to model and reward facilitation in your own behavior and actions. You need to demonstrate that you value and practice facilitation in your own meetings, workshops, and events. You need to apply the facilitation techniques and tools that you expect your team members to use, such as setting clear objectives, designing engaging activities, inviting diverse input, managing group dynamics, and summarizing outcomes. You also need to recognize and appreciate the facilitation efforts and achievements of your team members, such as by giving feedback, praise, or incentives.

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Thomas Russell FRSA

Founder of Inky Thinking | Facilitator | Author | Trustee | Mentor | Official Neuland Reseller UK
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Modelling excellent meeting facilitation will bring about its own benefits for all those who practice it, such as reputation as a high calibre meeting leader within the business. Others will want to emulate the practice of this tool in their own meetings, which in many ways should be reward enough. Finally, a good facilitator will intentionally recognise everyone in a meeting who contributes towards the achievement of the conversation's purpose and outcomes, that might happen as the meeting progresses, not only at the end.

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5 Create a facilitation community

The fifth step is to create a facilitation community within your organization. You need to foster a sense of belonging and connection among your team members who are interested or involved in facilitation. You can create a network, a forum, or a club where your team members can share their experiences, challenges, and learnings from facilitation. You can also organize events, such as brown bag sessions, coffee chats, or showcases, where your team members can learn from each other and from external experts or practitioners.

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6 Review and improve your facilitation culture

The sixth and final step is to review and improve your facilitation culture on a regular basis. You need to monitor and evaluate the progress and impact of your facilitation culture initiatives and activities. You can use the same facilitation skills assessment tool, surveys, interviews, or focus groups that you used in the first step to measure the changes and outcomes of your facilitation culture. You can also solicit feedback and suggestions from your team members and stakeholders on how to improve your facilitation culture. You can then use the findings and insights to adjust and refine your facilitation culture strategy and action plan.

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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?

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Randy Pennington

I help leaders deliver positive results in a world of accelerating change and uncertainty - Author of Make Change Work - Hall of Fame Keynote Speaker - Virtual Presentations, development sessions, and consulting
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"Facilitation culture" might be a bit of a misnomer. Facilitation is the tool. Collaboration is the goal. The better question might be to determine if you want to create a culture around the tool or the goal. We can - and should - foster the use of facilitation as a tool. The downside of creating a facilitation culture is that an experienced facilitator can use the tool to manipulate the group rather than foster collaboration.

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How can you create a facilitation-friendly culture?

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3

4

5

6

7

1 Assess your current culture

2 Communicate the benefits of facilitation

3 Provide training and coaching

4 Model and reward facilitation

5 Create a facilitation community

6 Review and improve your facilitation culture

7 Here’s what else to consider

Facilitation

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How can you create a facilitation-friendly culture?

1

2

3

4

5

6

7

1 Assess your current culture

2 Communicate the benefits of facilitation

3 Provide training and coaching

4 Model and reward facilitation

5 Create a facilitation community

6 Review and improve your facilitation culture

7 Here’s what else to consider

Facilitation

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