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While thinking of the next upcoming Moderator Training next month I think it could be nice to share a little our concerns on teaching this very special course.
And in connection with the other discussion on the different between a COACH and a FACILITATOR one of the interesting challenges is to change a ‘consultant’ (= coach?) into a ‘moderator’ or ‘facilitator’.
Most consultants have been trained as ‘experts’ in a specific topic and all their life they have been trying to demonstrate that they are successful products of their education. The consultant role – of always having to know a solution – is a clear proponent of that process. So they are supposed to know and to give advice…. and that is what they do … and they actually prefer not to hear when they were actually wrong …
In the facilitation role you should demonstrate actually the total opposite! Even though you may think to know you are not supposed to show! Actually, you have to create a second nature to ask and show interest in an honest way. And very often you will be surprised that reality is different from what you thought! The more you facilitate the more humble you become!
For some this is a very difficult and fundamental change in their way of relating to people and situations. Suddenly it is not you that is important and is to shine but the individual participants in the group! And all of them equally, even though you may not even feel close to some …
Some of you may have experienced that the consultant role may trigger e.g. arrogance, tension, resistance and defensive attitude, while the facilitation role does trigger mutual interest, affection, bonding, collaboration and commitment.
For those of you who have experienced this change could you share your experience in applying this facilitation role and how tricky the ‘consultant trap’ is?
And for sure we believe that this skill would also be very useful as management style in projects or even commercial companies to motivate stakeholders, workers, and employees? Some argue on whether participatory management is preferred over ‘dictatorial’ management?
Please do share your reflections and thoughts!
Facilitation is not a real profession, it is surreal 🙂 Hi Erik, this is one of the reasons I’ve called the title of my book “Facilitation as a Second Calling” (or Profession). In group facilitation, the expertise resides in the group. Facilitators have a kind of meta-expertise: the expertise to unleash expertise. So yes, it is a profession (as opposed to hobby) and no, it is not a profession. In the letter case I would call my self “amateur”, meaning “lover of”.
Erik, in many ways facilitation is an art – the art of drawing out people’s thoughts and ideas, the art of posing questions, the art, even, of provoking useful discussion. There are some people who seem to be naturally good at this, others (like myself) need to learn the art. I know well what you refer to as the problem of being a subject matter expert and at the same time a facilitator. I prefer to facilitate processes in which I know little, so that my own expertise doesn’t interfere too much.
The benefit for me is that I learn so much from the discussions.
The difficulty I experience, and which I suspect many facilitators experience, is the extent to which one should/may/can ask leading questions so that the group arrives at the conclusion YOU (as the facilitator cum subject matter specialist) want. Even where the facilitator is not an expert in the subject discussed, there must have been some discussion with the conveners on what kind of results are expected. No doubt I should attend your course.
The artists I know have been both professionals and hobbyists.
A moderator should be able to bring together dispersed perceptions. This skill will enabled the facilitator to effectively manage sensitive and difficult discussions and build friendly and supportive relationships with people from a wide range of backgrounds, origins and hierarchical levels.
In contrast with the traditional (‘wise’) expert role, I see and have always seen the role of facilitators in development as primarily facilitating local stake- and knowledge holders working towards reaching a common understanding on situational analysis and possible locally acceptable approaches. As a negotiator in many complex environments a moderator should manage to bring consensus and peace among the often-opposing partners.
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Key words of a moderator could be a: a stimulator and facilitator, reliable, result focused, professional, friendly, committed, inspiring, quick thinker, system analyst, team player, sympathetic, entertaining, creative, joyful, dedicated, flexible, motivating, humorous, gender sensitive and authentic.
Dealing with people in an unbiased way is one of the key performance requirements for moderators in order to be able to really communicate with and be respected by all type of participants. Actually equal perception of ‘other’ persons needs to be one of the core competencies of a facilitator (and an effective trainer). Only through respect, truth and honesty one gets closer to people through which you enable them to learn and accept.
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A facilitator should place high emphasis on (quality) knowledge sharing and constant learning in life. With an open mind a moderator should use questions as an instrument to create transparency and clarity among people involved. A facilitator should restrain her / himself as much as possible in expressing opinions. Possibly the sometimes even blunt questioning may trigger thinking on issues and situations that would otherwise not be challenged and discussed.
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Characteristics of a moderator
A moderator …..
• assures equal participation of all participants
• is a good listener and observer
• is punctual (good time manager)
• is trust worthy: says what (s)he does and does what (s)he says
• is flexible (adapts the GOPP tool to circumstances in the workshop in respect of the methodology and in respect of the programme)
• has confidence in participants and takes them seriously
• maintains neutrality and independence
• does not interfere in the content
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The question is can you learn how to facilitate or moderate or should you be born to be one? I think it helps when you are pretty extrovert, enjoy life, eager to learn and do not suffer from a too big ‘not-good-enough’ button and then you can learn a lot of acting! You must enjoy the chaos and stress!
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For more information check our web site: /pcm-courses/lfa-moderation-training-5-days/