Last week I had the pleasure of leading a workshop titled “Rebellion in the Ranks: Dealing with Participant Challenges” at the IAF North America Conference in Orlando. We discussed different kinds of challenges facilitators face in groups, and effective strategies for dealing with them. Since there’s a good chance that others face similar situations, I thought I’d share some of our ideas here. The group chose to focus on three main challenges:
“The mind is like a parachute - it works best when it’s open!”
When people disagree with each other, the natural tendency is for each of them to want to “win” the argument by getting the other person to agree with them. This is a natural approach, and it’s not something we should be ashamed of. However, in teams and groups of people working together, it’s not the best way to behave because it cuts people off from the magic of synergy.
You hear it everywhere – our world is accelerating. It affects the pace of our day-to-day lives, the technologies we develop and use, and it certainly affects how we operate in our organizations.
At Intersol we live and breathe organizations, and so we are always on the look out for how management thinking and culture are changing. It affects our work, but most importantly, it affects our clients. And we’re seeing some very interesting shifts happening.
Many organizations that have traditionally consulted and engaged with their stakeholders through face-to-face meetings struggle with how best to achieve this through the use of online tools. How many times have we heard our clients say (with a hint of despair in their voices): “We know we have to get online and start using social media, but where do we begin?”. When we explain that there are online platforms designed specifically to support business objectives and consult, engage and collaborate online, we hear sighs of relief.
Public and not-for-profit sector organizations are experiencing a period of rapid and sometimes profound change. Most often driven by the consequences of the 2008 economic downturn, many organizations find themselves having to react to changes in their environments and in their day-to-day operations. Since many organization have a bias for action, swiftly reacting to change, is often a valued characteristic of change management. Indeed, slow change implementation is often seen as an example of indecisive leadership and can generate resistance.
You have great people in your management team. They’re competent. They’re bright. So why is it that they can’t or won’t work well together?
If you’ve been asking yourself this question, you’re not alone. High performance teams, and high performance management teams in particular, are the exception, not the rule. Managers often struggle with figuring out exactly why their teams aren’t performing as well as they think they could.
Want to learn about new tools to make you more productive at the office? Join us at the next edition of the Breakfast on Online Collaboration
The world is changing and that’s exactly the feedback we get from our clients on a weekly basis. The way you used to do something last year might not be the best way to do it anymore.
So you've probably heard about the online world being the place to be these days. With the sheer number of people on social networks and the fact that Canadians spend more time online than any other nation, you wouldn't be wrong. That being said, there are a few factors to take into consideration when engaging your stakeholders online.
In our last post, we talked about six important elements of good facilitation. But why use facilitation at all? What value does it add?
This week we're celebrating the first ever International Facilitation Week, sponsored by the International Association of Facilitators. In honour of the occasion, we've put together a couple of blogs on the topic of facilitation. This first one is about what facilitation means, and toward the end of the week we'll follow up with some ideas on why facilitation is important.
We think there are (at least) six important elements of being a good facilitator.