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How can you manage group facilitation and mediation with limited resources or time?

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Group facilitation and mediation are essential skills for resolving conflicts and enhancing collaboration in any setting. However, they can also be challenging and time-consuming, especially when you have limited resources or multiple stakeholders. How can you manage these roles effectively and efficiently, without compromising the quality of the outcomes or the relationships involved? Here are some tips to help you navigate the process and achieve your goals.

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1 Assess the situation

Before you start facilitating or mediating a group, you need to understand the context and the dynamics of the situation. What is the purpose and the scope of the group? What are the main issues or goals that need to be addressed? Who are the participants and what are their interests, needs, and expectations? How do they relate to each other and to you? What are the potential sources of conflict or cooperation? How much time and resources do you have available? Answering these questions will help you define your role, set realistic objectives, and plan your approach.

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Mary Eshiet

Talent Management/People & Culture Transformation /Change Management
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Also what is their personality type, who is more vocal,who is a bit reserved, what language will they appreciate better etc. These will also help for quick assessment of the situation.

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Owen Owulaku, ANSI-SPM ,GSA ,AGIPS

Procurement Specialist | Global Logistics and Supply Chain | International Trade | Category Management
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One thing I have found helpful is to always first understand the situation you are dealing with , get know the perspective of both sides on the table. Try to also know the temperament of both sides in order to know how to make your mediation effective.

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2 Prepare the participants

One of the key factors for successful group facilitation and mediation is the participation and engagement of the group members. You can enhance their involvement by preparing them for the process and setting some ground rules. For example, you can communicate the purpose and the agenda of the meeting, invite them to share their perspectives and concerns, clarify their roles and responsibilities, and establish some norms for respectful and constructive dialogue. You can also ask them to bring any relevant information or materials that can support their arguments or proposals.

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3 Use appropriate methods

Depending on the situation and the objectives, you may need to use different methods and techniques to facilitate or mediate the group. For example, you may need to use brainstorming, problem-solving, decision-making, or consensus-building methods to generate ideas, analyze options, or reach agreements. You may also need to use active listening, paraphrasing, summarizing, or reframing techniques to clarify, acknowledge, or restate the messages or emotions of the participants. You should choose the methods that best suit the needs and preferences of the group, and that can help you achieve the desired outcomes in the most efficient way.

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4 Manage the dynamics

As a facilitator or mediator, you also need to manage the dynamics of the group, such as the communication, the interaction, the conflict, and the feedback. You should aim to create a positive and productive atmosphere, where everyone feels heard, valued, and respected. You should also monitor and address any issues or challenges that may arise, such as misunderstandings, disagreements, power imbalances, or resistance. You should intervene when necessary, but also encourage the group to self-regulate and find their own solutions. You should also provide constructive and timely feedback to the group, and solicit their feedback on your performance.

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Mary Eshiet

Talent Management/People & Culture Transformation /Change Management
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This will help to get their immediate buy in. Aggrieved parties will trust the mediation process owing to the transparency that they can see.

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5 Follow up and evaluate

Finally, you need to follow up and evaluate the process and the outcomes of the group facilitation or mediation. You should document and communicate the results and the action steps that have been agreed upon, and ensure that they are implemented and monitored. You should also evaluate the effectiveness and the satisfaction of the process, and identify any areas for improvement or learning. You should also acknowledge and appreciate the contributions and the achievements of the group, and celebrate their success.

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Mary Eshiet

Talent Management/People & Culture Transformation /Change Management
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This aspect is very important because it helps the meditator to check again if the process adopted achieves the goals that were set out or not. Without evaluating the process, the mediator might not know which area to be improved upon especially if there is the need to sharpen his/her skill or not

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6 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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Mary Eshiet

Talent Management/People & Culture Transformation /Change Management
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Also note that sometimes doing all that may not necessarily bring about peaceful resolution, but the fact they were able to communicate their feelings is a positive start, which means there is home for peace to reign and the need to fix another date for the negotiations to continue will eventually result in the conflict resolution goal to be achieved

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How can you manage group facilitation and mediation with limited resources or time?

1

2

3

4

5

6

1 Assess the situation

2 Prepare the participants

3 Use appropriate methods

4 Manage the dynamics

5 Follow up and evaluate

6 Here’s what else to consider

Conflict Management

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How can you manage group facilitation and mediation with limited resources or time?

1

2

3

4

5

6

1 Assess the situation

2 Prepare the participants

3 Use appropriate methods

4 Manage the dynamics

5 Follow up and evaluate

6 Here’s what else to consider

Conflict Management

给文章评分

感谢您的反馈

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