You want to make sure your facilitation is effective. What's the best way to measure it?

Clearly and precisely written outcomes for a session are key! Some tips for the same, 1. Before even beginning to think of the "what" or "how", think of the "why". Why is this session important for the participants? 2. Using the prompt, " By the end of the session, participants will be able to..." is an easy but effective way to frame your outcomes. Eg - " By the end of the session, participants will be able to identify the 3 different types of food groups." 3. These "goals" should be action oriented so that it's easy to observe for and measure during or after the session. 4. Bloom's Taxonomy is a great tool to find the right kind of action verb you want for your outcome statement.

When I started training as a 22 year old girl in a man's world.Working as a faculty for charted accountants , Picture a room filled with eager faces—a mix of fresh graduates,executives, creatives, and frontline staff. My goal was clear: ignite collaboration. We embarked on a strategic planning session. I set the stage, emphasizing shared purpose. As the day unfolded, I observed their energy shift from skepticism to synergy. Defining my goal beforehand allowed me to steer the ship toward a productive harbor.

I am constantly amazed...not in a good way...that large group sessions at state/national conferences continue to be "sit and get" and ignore the science of learning research that MUST be at the center of how we engage all learners (young people AND adults). To that end, my primary goal for ALL large groups is to bring that research to bear and to engage participants as learners. Measurement, then, is simple. Has every single person in the room spoken during the session? Have learners asked thoughtful questions? Are participants leaving energized to do further digging?

A key to collecting feedback is variety. To that end, in large groups I use tech-based tools to get instant feedback on both the facilitation and content of a session. Some go tos include Slido, Mentimeter, and ThoughtExchange (TE). The first two offer simple ways that folks can respond to a prompt with their own thought while also seeing the responses of others (I love how this jogs their thinking to then add more thoughts). TE deepens the feedback by giving folks the opportunity to share multiple thoughts AND then rate the thoughts of others - this is key because it helps to discern whether a piece of feedback is a one off OR collectively agreed upon by the group.

After a team-building workshop, I handed out feedback forms. The responses varied: “Engaging icebreakers!” “More time for brainstorming.” “Loved the mindfulness exercise.” Each comment was a treasure trove. I learned what resonated, what fell flat, and how to fine-tune my facilitation. Feedback isn’t just data; it’s a compass for growth.

Post-session, I sat by the window, sipping chamomile tea. What worked? What flopped? I journaled my observations—the participant who lit up during storytelling, the tense moment diffused by humor. Reflection has been my secret sauce. It has transformed experiences into wisdom. Like a healer assessing vital signs, I have gauged the pulse of the room.

This idea of comparing with best practices is essential to continuing to hone your craft. If you have not done so already, I strongly encourage you back up to spend some time steeped in the science of learning. Your understanding will ensure you are crafting experiences that are learner centered and designed to ensure your content is experienced deeply by participants. One source of this research is the National Academies of Science - look for their resource entitled How People Learn II.