You're stepping into a new facilitation role. How will you navigate the challenges ahead?

When I started my first leadership role, I made some assumptions early on on what kind of leader I was going to be. I definitely learnt a lot from it by being reflective when things were not moving well. I reflected on how in facilitation sessions if I had an expectation or bias it would actively affect the outcome of the session often negatively. People are intuitive if you have an agenda. Secondly how to facilitate those who were smart and ambitious, sometimes people who appear as strong as you but are not the lead are a subconscious threat, I learnt that the best way to facilitate all individuals was to help everyone reach their full potential, this involves letting go of your ego and allowing others to flourish.

Exciting! My approach is simple: understand the group, stay flexible, and keep things engaging. I start by getting to know the people I'll be working with—what they're about, their goals, and what motivates them. Building a connection early on is key because people are more open when they feel comfortable. Flexibility is crucial, too. No two groups are the same, so I’m always ready to adjust my plans. I’ve got various activities up my sleeve to keep things lively and ensure everyone participates. And if things go off track, I just roll with it. A good sense of humor and a calm attitude can make all the difference. At the end of the day, it's about creating a space where people can share, learn, and have a good time!

La suerte no existe, si te llega esa posibilidad confío en que habrás hecho mucho para que ocurriese. 1) Ten claro tu rol, escríbelo para tenerlo presente. Haz una lista de "tus para qué", y sé congruente con ella. 2) Sé flexible, cuidando a las personas, emplea tu rol de liderazgo para construir las relaciones. 3) Al tiempo que marcas los límites, cada persona ocupa un lugar y definir las funciones aumenta la asertividad. 4) Establece una metodología en la comunicación que preserve las funciones y las relaciones. 5) Ocúpate de las personalidades más conflictivas, acompá?alos a superarse. 6) Lidera desde el reconocimiento y la motivación. 7) Implementa ejercicios que aumenten la empatía. 8) Evita la competencia y fomenta el compartir.

In your new role, start by engaging with key stakeholders to gather insights into their goals, challenges, and expectations. Conduct initial meetings or interviews to understand their priorities and what success looks like for them. Ask targeted questions to uncover both short-term and long-term objectives, as well as any pain points or risks they foresee. This will help you tailor your approach to align with their vision, address challenges, and ultimately drive the organization towards its goals efficiently.

Another way to think of setting boundaries is as group agreements. I sometimes call these "Please Do's" (or for groups that know me well, "Karrin's Kommandments"). Whatever you call them, be sure that (a) everyone agrees to abide by these guidelines and (b) keep each other accountable for doing so.

Establece reuniones cuando consideres la necesidad. Fortalece conductas con el reconocimiento ante los participantes del grupo. Cuando haces esto fomentas: a) que la conducta se vuelva a repetir, b) que los demás participantes repliquen el accionar. Atiende conductas no beneficiosas con la observación en privado, suave con las personas, crítico con la conducta. Fomenta cursos y capacitaciones para el desarrollo de las habilidades blandas. Cuida a las personas hasta de sí mismas. Brinda espacios para comunicarse contigo, construye confianza, motivación y la colaboración. Y sigue con tu lista clara de objetivos, la lista de los roles y las funciones bien definidas y expuestas cuando sea necesario.