I haven’t checked lately, but 50 years of watching what people say they fear has kept
as the number ONE fear of most people, including most workers. Okay, so now we make a good worker into a Supervisor. Has much really changed? Are these new leaders actually good at involving and engaging their people? Or are they just trying to keep things moving forward?
Plus, we can add in other leadership fears such as fear of loss of control and fear of not having the best idea and all that other personal competency stuff and maybe, we can generate a list of reasons why so many people find it hard to:
for ideas. This really is understandable. There are a lot of common fears about leading and involving and engaging…
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 the wagons, and it is the same thing, day after day and week after week. No wonder that Sirota Research found that 85% of new hires saying that their morale declined significantly after spending 6 months in their job and that employee engagement is actually falling – from 24% to 13% in the past two years (Mercer, 2012). We are seemingly not doing a lot of asking and seemingly doing a lot of telling!
So, I am guessing that the reality of how organizations 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 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.
- 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 facilitation.
You can read lots more about facilitation, engagement and intrinsic motivation throughout 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 the wagon but that 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.
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.