How can you adapt your facilitation style to different group dynamics?

In my own experience, the following has worked in adapting to diverse experiences; 1. Research and evaluate the group's culture, size, and composition to design the process. 2. Appreciate the power dynamics and change your tactics in your interventions in order to ensure exclusivity and equal participation. 3. Use visual aids, breakout groups, or any other engagement strategies, depending on people's learning styles. 4. Be open-minded and change your plan based on the group's needs and energy levels. 5. Work with a co facilitator 6. Keep observing and asking for feedback from the group to evolve and refine your facilitation style. 7. Catch biases and presumptions that you might have to avoid doing the vice versa.

I like to spend time initially asking people to reflect individually on what’s important for them to be in an environment that is conducive to their learning. Once they have had time to reflect on their own I pair them up (max 4 ppl) to have conversations and listen to what others have to say, this allows them to hear what’s important for others before we have a larger conversation in plenary that looks at us all cocreating a playbook for the time we have together.

Facilitating effective communication requires attentive listening, especially among diverse groups with differing communication styles. In my experience, bridging cultural gaps often involves clarifying and translating when confusion arises. I aim to foster an inclusive atmosphere where everyone feels encouraged to share their perspective. While challenging, mastering skills like reading body language and active listening greatly enhances productivity. With practice, one can continually refine these skills and empower others to progress together.

Controversial…? regardless of culture and norms, aim to “ask for forgiveness rather than permission”… as long as you state that you’re being deliberately provocative, pitch your workshop and it’s intention in your wheelhouse and invite the audience to join you in the journey, no matter that it might be unusual or unexpected at first. Planning a workshop predicated on concise and clear instructions (and defined outcomes( assumes that the people IN the room are open minded to participate and *just* need clear instructions to follow (those that don’t show up, didn’t want to “play” and those who did are willing to see what’s up)

In our Agile team, when new developers joined our usual stand-up routine, they stayed quiet for many days more than I expected. After not seeing much improvements, I did 1:1s and discovered the rapid pace & technical jargon left them overwhelmed. They weren't sure if their brief updates were enough! To bridge the gap, we slowed things down. Technical terms got explained, and senior developers actively listened, asking clarifying questions. Every small win was celebrated, boosting their confidence. Now, everyone in the team feels comfortable participating, and our stand-ups are a space for open communication and collaboration. In restructuring our daily stand-up facilitation, we tailored our approach by understanding the audience.

Setting a positive and welcoming tone helps participants answer the often unspoken question, "Can I trust the facilitator?" I aim to focus on setting the tone before the session with 1) pre-session group communications 2) preparing and inviting space - for example arranging the physical space or virtually by customizing the waitroom, 3) greeting participants by name as they arrive, and 4) giving group members easy ways to start engaging (for example designing a name tag, or virtually participating in a poll or answering a prompt question in the chat). I design my sessions knowing that the first moments of the session are mission critical for building trust and creating the conditions for engagement.

Set an inclusive tone by considering different learning styles as you deliver the content. Some things to consider - how can I appeal to more auditory, visual and kinesthetic learners? To those who prefer to contribute in the chat and those who like to come off mute? How can I draw out the quieter voices? Are they interested in facts and data, or visuals and storytelling? There's typically not one answer, so in response: Vary your approach throughout to include all modalities and invite contributions in different ways. Tailor your content to appeal to all of the senses.

When you are kicking things off, making sure to take a temperature read of the room (what moods are they in) and bringing the energy up just a bit from there will help adjust the atmosphere. For example, you don't want to come in with energy that is a 10 when they are at a 2. Maybe a 5 would do in that case. Another great way to set the tone is to make eye contact with as many people as possible as you're making your introduction and show your open hands. This helps people know that you can be trusted.

In my experience I find it also helps to build flexibility into the session plan. I design my outline with buffer times and think through in advance how I can adapt different activities depending on the direction the group wants to move. Planning for flexibility helps me feel more confident in adapting the plan in the moment.

Adjust your communication style to match the group's preferences. Some groups may prefer direct and assertive communication, while others may respond better to a more diplomatic and indirect approach.

Also be flexible in your energy as a facilitator. If the group's is low you need to bring it up and I like to model that, and also ask what the group needs to gauge what's next. Like a break, or moving on, or breakouts, etc. Just ask and they will usually tell you what they need.

One thing I've found helpful is to make an explicit invitation to the group to participate fully. I address upfront that participation looks different for everyone. I usually do this when talking through group agreements. I talk about the benefits that everyone gains by participating fully. I share the different ways that group members will be able to participate in the session, and my intention to invite contributions from all group members. Participation depends on group members feeling that they can contribute in a safe and supportive environment.

In a hierarchical group, ensure that everyone feels comfortable contributing by creating a supportive environment where all voices are heard. In a more egalitarian group, encourage open dialogue and debate.

In my experience I find it helpful and important to get anonymous feedback from the participants after my sessions (which isn't always easy to get). If I work with a co-facilitator we'll do a debrief right after the session on what worked and what could work better. And I go through the outline after the session and make notes. This helps me identify areas for growth and identify opportunities for continuous learning so I can improve.

Bruce Lee’s perspective, “Be like water” applies to the role of a facilitator. We are still true to who we are (authenticity) as water, but we can fit in a jar, fill oceans, and create canyons. Adapting your style to audience so it resonates (filling jars), and maintaining motion forward to achieve the session goals (creating canyons). Every session I’ve delivered, even if the same content, has been different. This is attributed to the human dynamic. Personalities, experiences, preferences are all different. Learn the group/culture dynamics and connect with learners as humans (e.g. greet and use their names).

After each facilitation session, take some time to reflect on what worked well and what could be improved. Use this feedback to refine your facilitation style for future sessions with different group dynamics.