Expect Active Participation by Facilitating

How many times do participants speak and feel heard when you present new ideas? Facilitation skill allows people to speak and ethically nudges steller interests and abilities toward a shared finish line for quality growth. How so?

1. Question possibilities by raising one umbrella query to launch your presentation. Lectures tell – while questions hold opposing views up to the rainbow for a look through people’s unique lenses. Take the 2-footed question, Are you prospering with the brain in mind?” To facilitate that roundtable approach in any sized presentation, we hand out 50  brain facts, myths and questions as a framework to discuss each fact. Participants pair-share to identify or shape a related but personal question that serves to guide our on-going discussion in the direction of practical solutions to real problems.

2. Target improvement in briefly stated goals. A trajectory toward improved targets first requires identification of a collaboratively stated problem. The problem identified might be – current organizational learning and evaluation approaches tend to sustain broken systems, for instance. Wherever a system is broken, or people bored, or routines rigid,  or where creativity is lacking – lies an opportunity for new neuron pathways to peak. Growth comes faster to those who target.

3. Expect quality results by illustrating specifically stated criteria up front. Yet encourage multiple approaches to create top results. Criteria or rubrics required to address this problem in a leadership roundtable, and that should be evident in results.  For example my brain based prosperity roundtable expects: 1). All participants find a meaningful opportunity to engage on the issues; 2). Solutions expressed in doable tasks that inspire change; 3). Opposing views valued and used to build consensus; 4). Multiple approaches evident to guide winning action plans for change from broken system to dynamic learning and evaluation approaches for success. 5). Timeline stated for each step of the plan with benchmark accountability plan to ensure planned changes occur.

4. Move resources from within the group’s brainpower – in ways that mobilize change through multiple intelligence actions. The best way past anxiety that comes from problems we encounter, is to step in the direction of a possible solution. Your brain’s plasticity will rewire to do the rest, and anxiety slips away in the process. Encourage participants to pair-share and work in teams, as well as provide space for people to create alone at times. Chart progress through graphs and easily understood scales. Discuss progress weekly with the group. Build a mock-up that illustrate the changes you expect to achieve. Enlist background music that enhances growth at work. Lasting change rarely comes by accident – yet growth follows with zip when we draw on multiple intelligences and have participants lead from their strengths to inspire others toward shared targets.

5. Reflect on where to from here? Discuss the process you used to tackle a broken system for the sake of quality changes that inspire ongoing growth. Show evidence of growth areas, problem areas and stagnation areas. Then tweak actions plans regularly to ensure on-going growth. Reflection is the opposite of venting or ranting in that it reshapes the brain’s plasticity for greater problem solving tools for change.

Whenever your facilitation includes these MITA approaches, expect fair-to-middlin’ results! It’s all in the action that changes and reshapes brains first, for the changes you chase together. Be careful to keep moving forward once you start in the race to peak performances through. Remember, the brain’s also equipped with a default for ruts. Have you seen it happen where you work?

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Created by Ellen Weber, Brain Based Tasks for Growth Mindset

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