How I Learned to Facilitate

I don't recall ever experiencing imposter syndrome as an OD consultant. Not because I felt like I "knew it all", but because I wasn't allowed to do something by myself that I wasn't prepared to try. I entered the OD, I-O, and change field at a time when group dynamics and experiential learning were emphasized.

I learned my profession the way an apprenticed learned a craft from a master craftsperson. I had mentors who were senior practitioners with decades of experience. They made me study, discuss what I learned, do the grunt work, and watch before I could do anything on my own.

For example, I learned how to set up a room for T-group interactions and the reasons for arranging the chairs or cushions as I did based on the type of activity we'd conduct. I learned how to sequence activities to best facilitate learning. Before the group engaged in any activities, I was responsible for making sure we had enough of everything and it was properly arranged and easily accessible to the facilitators. My job was to make sure the session went smoothly and naturally.

I was taught that structured experiences (experiential learning) consisted of phases with intended outcomes that prepared the group for the next phase, and each phase was to be processed. Participant learning was a summation of all that happened. During my early years, I was mostly an observer during group work, taking notes on how people behaved or reacted to others during the structured, experiential activities or group discussions. I'd speculate on rationales. Afterwards, my mentors (the facilitators) and I would sit and talk about what we saw and tried to make sense of it based on our observations. I learned how important it was to observe what was happening in groups and why.

After the activity, we'd talk with some participants to learn from them, how they experienced the activity and their thoughts about the different phases. For example, if a participant reacted to what someone said or did, my mentors would ask what they felt and why they did that. I'd listen and share my thoughts afterwards with my coaches.

Today, it seems the younger generations aren't as patient or willing to learn this way. They want to do the "expert" work before they are ready. I can understand this. I felt it myself. But my mentors knew better and wouldn't let me do more until I was ready. It took two years and countless workshops before I was allowed to facilitate a group experience on my own.

Thinking back on it, I'm thankful for the guidance I received. I'm hoping one day I will be able to do the same for one of my mentees.