“Fear is the Mindkiller,” was repeated incessantly in the Dune books of Frank Herbert. Fear is numbing and generally not useful. Overall, the “Fear of public speaking,” remains America’s biggest phobia – 25% say they fear speaking in front of a group.
Clowns are feared (8% feared) and are officially scarier than ghosts (7%), but zombies are scarier than both (9%). Funny, eh? And research says that Democrats are nearly twice as likely as Republicans to have a fear of clowns, which might explain some of the interesting political events we find today. (Chapman University survey)
Watching workers working for nearly 50 years and trying to get a grip on the issues of engagement and motivation lead me to this conclusion:
is a real fear in workplaces and for many managers — probably impacts people and performance more than most senior managers (who have to be accomplished presenters) more than one thinks. A lack of general confidence with facilitation skills can decrease leadership effectiveness, absolutely.
What we often do is promote that good worker into a Supervisor, because of their technical knowledge and their tendency to get things done. But are these new leader / managers actually good at involving and engaging their people for continued workplace improvement? Or are they just trying to keep things moving forward and more pressured to do things themselves? Do we actually give them training and development support to impact their leadership behavior?
Let’s also add in some additional leadership fears such as fear of loss of control and fear of not having the best ideas and all that other “am I worthy of this” personal competency thoughts and we can readily generate a list of reasons why so many managers simply find it hard to:
It really is understandable. There are a lot of common fears about leading and involving and engaging and asking might indicate that you do not know…
At the same time, it is my consistent discovery that so many workplaces tend to look something like this:
The people are working hard, pushing and pulling their wagons, but it is the same thing, day after day and week after week. No wonder that Sirota Research found that 85% of new hires say that their morale declined significantly after spending 6 months in their job and that employee engagement remains so poor (Gallup, Mercer, and others).
We are apparently not doing a lot of asking
and probably doing a lot more telling!
My guess is that the reality of how organizations are working is not so much like that shown in the above illustration but seemingly more like what we share in the one below:
So, what is really so hard about facilitating a group discussion? Not a whole lot, actually, speaking as someone who was a Certified Professional Facilitator (CPF) by the International Association of Facilitators and who has been leading organizational improvement workshops teaching simple facilitation ideas since 1978.
Really, it is really simple, really. Seriously, it is really really simple:
- Share an illustration with them that has printed on it, “How might this illustration represent how organizations really work?” And let them think about it and then discuss it in small groups.
- Ask them to share their ideas and let them think, share and work.
- Ask them to share how some of those same ideas might represent how things work in their work initiatives.
- Ask them what we might try to do differently and if anyone is already doing something differently than everyone else.
- Ask them if they could try to implement a change in how they do things or to recommend something that you might change to make things work better.
That, in a nutshell, is motivational engagement facilitation.
You can read lots more about facilitation, engagement and intrinsic motivation in my blog posts, since I often talk about these issues and opportunities as being straightforward. You can also read about Russian Poets and nutshells and Hamlet, if you want, since all this stuff does connect to motivating people and improving how things work. And, you can find a simple, free guide to facilitation by clicking below:
The simple reality is that the Round Wheels already exist in wagons everywhere, but our people are seemingly too busy to stop and step back and identify issues and opportunities that are really visible and often relatively easy to fix. You can make that happen!
So here is some really simple advice for supervisors and facilitators:
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group
Also published on Medium.