What do you do if your boss in a large group facilitation position is uncooperative?

1 Assess Situation

Before reacting to your boss's uncooperative behavior, take a step back and assess the situation. Understand the reasons behind their actions. Are they under pressure, lacking information, or do they have a different vision for the group's direction? By identifying the root cause, you can tailor your approach. Communicate your observations privately and express your concerns about how their behavior is impacting the group's progress. Offer solutions or compromises that align with both your boss's goals and the needs of the group. It's crucial to remain respectful and empathetic throughout this process, as it can help in building a bridge between your boss's expectations and the group's objectives.

2 Open Dialogue

Opening a dialogue with your boss is crucial when they're not cooperating in a large group facilitation setting. Approach them in a non-confrontational manner to discuss the issues at hand. Be clear about the impact their behavior is having on the group's dynamics and the facilitation process. Encourage them to share their perspective and listen actively to their concerns. This can help in uncovering any misunderstandings or misalignments in expectations. By fostering open communication, you may find common ground or at least gain insight into how to better navigate the situation. Remember, it's important to keep the conversation focused on achieving the best outcome for the group.

3 Personal Reflection

Sometimes, your own perspective may be contributing to the tension with an uncooperative boss in large group facilitation. Reflect on your facilitation style and consider if there are changes you could make that would help the situation. Are you being flexible and open to your boss's ideas? Could you be misinterpreting their intentions? Self-reflection can lead to personal growth and improved interactions with your boss. Demonstrating willingness to adapt and improve can also set a positive example for the group and might encourage your boss to reciprocate the effort, leading to a more cooperative working relationship.

4 Peer Support

Seeking support from peers can be beneficial when dealing with an uncooperative boss in large group facilitation. Your colleagues may have faced similar challenges or have insights into your boss's behavior. They can offer advice, share strategies that have worked for them, or even provide moral support. However, it's important to approach these conversations with discretion to avoid creating an atmosphere of gossip or negativity. Instead, focus on constructive feedback and collaborative problem-solving. By leveraging the collective experience of your peers, you can gain new perspectives on how to effectively manage the situation.

5 Alternative Channels

If direct communication and personal reflection don't lead to improvement, consider utilizing alternative channels within your organization. This may involve speaking with human resources or another manager who can provide guidance or intervene if necessary. It's important to document specific instances where your boss's behavior has been counterproductive to the facilitation process. When using alternative channels, maintain a professional tone and focus on seeking solutions rather than placing blame. The goal is to ensure that the large group facilitation can proceed effectively, with all parties working collaboratively towards common objectives.

6 Stay Focused

Throughout this process, it's essential to stay focused on the primary goal of large group facilitation: guiding the group towards productive outcomes. While managing your relationship with an uncooperative boss, don't let it detract from the needs of the group. Continue to employ facilitation techniques that encourage participation, foster collaboration, and build consensus. By maintaining your professionalism and dedication to the group's success, you'll not only navigate the immediate challenge but also strengthen your own facilitation skills for future endeavors.

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?