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Choosing Facilitation
Essentially, facilitation makes
things easier. Your organisation may seek a facilitator when it has:
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Experienced recent changes to structure and your team or organisation needs to find new ways of
working together productively.
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Identified prospective new developments and
wish to make the most of the options, variety
of experience, and views held by staff and any other interested groups.
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A need to work more creatively and
effectively with themselves and with other organisations,
stakeholders or clients.
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Different or conflicting interests represented throughout and these need to be explored effectively to
ensure they are creative rather than destructive.
It can also be
used in place of mediation when there are more than two parties to a
dispute.
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Outcomes
Unresolved tensions in organisations
not only make it unpleasant for staff to come to work, they cost
money. See PersonnelTodayMoreover, processing these tensions can
lead to insights that your organisation can use to:
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Create new opportunities for
development
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Recuperate and inspire after
setbacks or losses
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Improve work-place relationships
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And, finally, capitalise on
financially.
I have worked with a number of
groups ranging from four to forty attendees in a number of settings,
from workplaces to community centres, covering the following themes:
- Racism
- Bullying
- Migration
- Inter-faith
discussions
- Climate Change
- Gender
- Sexuality
- Housing
- Cultural
Differences
- Policy
Implementation
- Generation
gaps
- Use
of Public Space
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The arts of peace are great,
And no less glorious than those of war.
- William Blake, King Edward III
Ed,
you are, and I am sure will remain, one of the outstanding
facilitators I have ever worked with. Your sensitivity,
intuitiveness and knowledge/skills are completely AWESOME!
- Glyn, University HR Manager
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