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Facilitation has many definitions. A good working definition is that facilitation is the art of empowering others to create and to commit in action to what they have created.
Leadership similarly has many definitions , we favour - leadership is the art of causing others to want to follow.
There are overlaps: facilitation skills are a necessary component of leadership skills where team-building, performance management and the solving of complex problems are concerned.
Both need to respect, appreciate and work with all the perspectives ‘in the room’. They find and build on the strengths of diversity (experiences, backgrounds, knowledge, age, preferences, temperaments, capacities, gender, values and beliefs … and more…).
People don’t always say what they think or feel or mean. Even so these diverse and unspoken elements are very real and influential in their impacts on relationships, actions and outcomes. Noticing and surfacing these unspoken elements is crucial to authentic communications, working with complex and ambiguous systems, challenges, wicked questions and sustainable changes.
So in the midst of spoken and unspoken diversity, how do we both enlarge and deepen capacity to listen to, appreciate and work with the totality of ‘what’s in the room’?
Conversations that expand possibilities are the pre-requisites of meaningful change in all domains (personal, corporate, government and civic). They foster trust, initiative, collaboration and creativity.
The workshop will provide a safe environment for working with some of the elements that are present without directly addressing or confronting them.
Participants will experience a set of graded activities that take them from their periphery (superficial, or surface) to a more central awareness and space (personal, revealing), and an authentic appreciation of difference. They will practise application to real life and work situations, and debrief and reflect on their experiences – as participants, as leaders, as members of society
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