Library of facilitation techniques

An activity to identify the direction in which your work should be moving.

People develop confidence and self esteem as they discover that their achievements and skills are valuable. This is an exercise for team building and for increasing self esteem and mutual trust.

Draw circles up in the air with the index finger and observe the way the direction of the circles changes, as we change the vantage point.

A hands-on and creative icebreaker that uses LEGO bricks to help teams express ideas, challenges, and personal insights through metaphors.

Using the Social Process Triangles created by the Institute of Cultural Affairs to identify a broad range of issues faced by a community, followed by the Consensus Workshop Method to see larger patterns of issues.

• Frame: Famously utilized by AirB&B to get at the heart of some of their culture issues. The idea is that there are three things that move the needle on psychological safety and team effectiveness:

• • Elephants - The "elephants in the room" or things people are avoiding and not talking about. These tend to create a sense of ambiguity and helplessness. Elephants must die.
  • Dead Fish - These are the "old tapes" that people refuse to let go of. They've been around so long that they're beginning to stink up the place. These tend to sour people on each other by undermining trust and creating fictions. Dead Fish must disappear.
  • Vomit - This is our ability to speak freely, directly, and openly with another person without fear of reprisal. If we're not listened to in this way, it can build up over time and bad things can happen. Vomit has to happen.

• Outcomes: Creates more honesty and psychological safety; Surfaces crucial issues on the team
  

• Demo: Leader shares an example of an old tape or story they've been carrying around and are ready to let go of
• Process/Steps:
• Facilitator introduces the framework by drawing three columns on a flipchart (or a flipchart for each)
• Facilitator asks the group for an example of either an Elephant or a Dead Fish
• Team members affirm, clarify, or provide additional context
• Group decides how to appropriately address or let go of the issue (usually by naming some hard, next steps)
• Facilitator captures on flipchart
• Group is invited to add to the flipcharts over the course of the day
• Facilitator reviews additions at the end of the day

Fill in Sheet (5 minutes)

Pile #1 - People are the people you do not feel valued by

Pile #2 - People that you feel somewhat valued by, but it is not consistent.

Pile #3 - People you feel tremendously valued by

Going through a few scenarios

- How would you respond to a Pile 1 person if they came to you and told you that they had too much work?  How would you respond to a Pile 3 person?

- How would you respond to a Pile 1 person if they came to you and told you that they were having trouble getting one of their ideas adopted by their team?  What would your response be to a Pile 3 person?

Go to the worksheet that you filled out at the beginning of this exercise.  Mark with an X which pile you feel that you are in with these folks - where would they put you?  Next, mark with a Y what pile you feel  you have placed them in (how you regard them). 

Stand in circle. Each person gives a SCES around the circle.  

Evaluate the factors that will either support or hinder a change in an organisation or entity.