How do you foster a culture of collaboration and trust among learners and facilitators?

- ?? Define the learning outcomes you want to achieve and how to measure them. - ?? Clarify the roles and responsibilities of each participant in the learning process. - ??? Establish communication channels for feedback and discussions. - ?? Align the vision and purpose of the learning experience to set the standards for collaboration. - ?? Encourage open and respectful interactions to build trust and a supportive environment.

Here's a simple exercise we designed at Respia to set high standards for collaboration. Have one member present a challenge or opportunity. 1. Presentation - Only the presenter can speak, everyone else just listens. The presenter ends by stating what they want from the team (clarity; ideas; solutions etc) 2. Q&A - The team take turns asking clarifying questions to clarify but don't offer suggestions; only questions. This opens up thinking and enhances participation. 3. Ideas - The team collaborates on solutions and the presenter is not involved, they only observe. 4. Reflection - The presenter reflects on their observation and what they might do next. This simple exercise creates a collaborative and trusting culture of participation

??? Give participants advanced notice and a chance to prepare ?? Set expectations, including desired outcomes ? Be responsive to the energy in the room ?? Be the firm but patient guide that keeps the process on track ?? Structure exercises to elicit contributions from all. This often involves working/writing individually and sharing anonymously

Above all else, creating a safe and supportive space is of paramount importance in establishing trust. If your environment makes you feel unable to constructively express your opinions and grow as a person or professional, then you won't. Think back to your schooling or other formal training - I can guarantee you remember at least one facilitator who was arrogant and difficult to work with. I bet you censored what you said around them and found ways of ensuring that you worked with them only as much as needed. That experience never produces positive outcomes though because you aren't able to naturally grow in constructive ways. That's why I always make it clear that I welcome and encourage differing viewpoints. How else can we grow?

One thing we've found really effective is a quick check-in at the beginning of meetings where people can speak about how they feel or what's on their mind. This doesn't have to be about work. Everyone else listens and can offer supportive comments or understanding but no challenges. Being heard, seen, and accepted is a powerful means to bring people together. This is a simple and effective way to help people bond and know they are cared for beyond their work role and contributions. Leaders should always participate and show that it's ok to be vulnerable.

Encouraging active participation and engagement is key to fostering a culture of collaboration and trust among learners and facilitators. Create an inclusive environment where everyone feels valued and heard. Use interactive methods such as group discussions, breakout sessions, and collaborative projects to involve all participants. Encourage questions, ideas, and feedback, and ensure that contributions are acknowledged and respected. Providing diverse opportunities for engagement helps build a sense of community and trust, motivating learners to actively participate.

Modelling and coaching collaborative skills is essential for developing a collaborative culture. Facilitators should demonstrate effective communication, active listening, and conflict resolution skills in their interactions. Provide learners with guidance on teamwork strategies, such as assigning roles, setting clear goals, and using decision-making frameworks. Offer regular coaching sessions to practice these skills in real scenarios.

Data and evidence are certainly vital to informing decisions. A word of caution though - don't let it completely dictate your decisions. Too often wide sweeping policy changes result from flawed or incomplete data and discount the actual human element. You really need to get to know your learners before making serious changes to the environment or curriculum. Also, it is vital that evaluations/exams be conducted with the knowledge that the data from the test itself could be faulty given the circumstances at the time of the exam. Data can be easily misinterpreted and end up angering people, leading to learners failing to really overcome the obstacles they face. This is why accountability may be important - but make sure it is shared.

Please, please, please, give praise. I am always surprised how rarely ideas are celebrated and encouraged in many positions. Though people may have signed up for a job, they really want and need a team of people who will have their backs, support them when they falter, and aid in their professional growth. Even if you must give criticism, frame it positively in a way that gives them pointers on their areas of improvement but applauds their triumphs. You will also foster trust by doing this. Showing workers that you are confident in their abilities aids in employee retention because people feel pride in their work when they earn praise. The biggest takeaway is to never use evaluations in a negative way but rather a constructive one.

Lead by example, if you are the team leader then others will be looking to you to establish what is expected and acceptable. I've found sharing a brief story from my personal life that happened that week really helps. Preferably from that day. My purpose is to bring my humanity beyond my title into the room and show that its fine for everyone else to do. It's like releasing a pressure valve. The recency brings relevance, the personal aspect reminds everyone we are more than our roles. If the story involves a mistake, a worry I had, or relief I experienced then all the better. It's a simple way to showing trust by sharing an aspect of yourself with those around you.