Facilitator-Training: Facilitator-Ausbildung in Businessmoderation
MODERATIO Business ModeratorIn (MBM)® MODERATIO Certified Professional Facilitator (CPF)®
Der Klassiker: Die komplette Moderationsausbildung in 3x3 Tagen!
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Sie kombinieren die klassischen, praxisbewährten MODERATIOnstrainings zu einer umfassenden Moderationsausbildung!
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Die MODERATIOnsMETHODE™ ist vermutlich der am weitesten verbreitete Ansatz für professionelles Moderieren; sie sprechen mit tausenden von Moderationsprofis "die selbe Sprache"!
Sie werden nur von Moderationsprofis trainiert!
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Ihr Abschluss: MODERATIO - BusinessModeratorIn (MBM)® / MODERATIO - Certified Professional Facilitator (CPF)®
Zertifizierung nach den international
geltenden Richtlinien zur Ausbildung
MODERATIO - BusinessModeratorIn (MBM)® / - Certified Professional Facilitator (CPF)®
Moderation & Kommunikation
Gruppendynamik und Konfliktmanagement:
Sicher Moderieren, auch in schwierigen Situationen
3
Visualisieren & Präsentieren
Visualisieren, Präsentieren, Argumentieren:
Rhetorik in der Moderation
PS
Die Trainings sind in sich abgeschlossen und können einzeln gebucht werden. Bei Buchung der kompletten Ausbildung erhalten Sie
10% Komplettbucherrabatt!
Josef W. Seifert Visualisieren – Präsentieren – Moderieren
Neueste Auflage, GABAL Verlag, Offenbach
Der Klassiker in englsicher Sprache:
Josef W. Seifert Visualization – Presentation – Facilitation
Neueste Auflage, MODERATIO, Pörnbach
INHOUSE: We also offer these seminars in English!
Facilitation - what it is
The term Facilitation has a wide variety of meanings: Facilitation
on TV is probably the most popular example for the application of the
word. But what does Facilitation really mean when used in regard to
professional training, personal development and corporate or organisational
development?
Facilitation is one of the oldest terms of mankind, at different times
in history it had different meanings. A look back in time shows Facilitation
as a Greek measure, the Roman’s sense of proportion, the temperance
of the monks, the measures of judges in the Middle Ages or as
the moderate prince, the mediocre citizen and finally as the excessive
gossiper of our days. All these meanings show that at all times
Facilitation had something to do with measurement, with being moderate
or with mitigation (see Ziegler 1994). This is still applicable
to today’s core meaning of the word. The term Facilitation is used mainly in
the areas of entertainment and information as well as learning and
problem-solving work in organisations.
In the area of entertainment, during a radio show for example, it
is about “synthesising communication in an exciting, amusing,
informative and entertaining way that is in accordance
with certain dramaturgical ideas in regard to the transmission” (see Troesser 1986, p.
293). In other words: The goal of Facilitation in entertainment is to provide
people with information and to help them pass their time.
In the area of information, during conventions for example, it is
all about building “rhetorical bridges” between the different parts
and different contributions of an event and to increase the
value of an event through questions, provocation etc.
In the area of learning Facilitation is a teaching method that enables
learners to acquire knowledge in a certain field (or a single aspect of it).
The teacher takes the role of a Facilitator, who helps the group
by structuring their knowledge without taking an active part in regards
to content.
In regard to problem-solving work, Facilitation is meant to help
those people involved to solve a common problem within the framework of
a group discussion. The following text deals with this topic.
The Facilitation Of Groups
One of the most important means for finding solutions in regard to
problems within modern organisations is the group discussion. It is used
for discussing existing problems and for deciding on solutions to these problems.
A solution is thought to be best when all people involved are
part of the problem-solving process. Therefore, it is important
that discussions are stimulating and lively and that every group member
is heard and has a chance to bring in his or her point of view. However, in
order to avoid the risk of group discussions getting out of control - they need to
moderated.
The more a single group member is emotionally involved with an
issue and convinced about a certain point of view, the more difficult it is
for him/her to remain neutral, to respect the opinion of others and to moderate.
Therefore, ideally a “neutral third person” should moderate the group
members and structure the discussion. This person is then the
Facilitator. We only talk about Facilitation in regard to group discussions
when the leader/Facilitator works with the so-called Facilitation-Method™.
The Facilitation-Method
In the 60s the “Quickborner Team” (a consulting firm)
and their successors developed a special method to organize
group discussions. It emerged the “Metaplan-Method” and the “Facilitation Method”. In the following years many consultants and trainers developed a
variation of methods and trained them. In most cases these people called their
Facilitation technique “Facilitation Method”. The result is that
nowadays a vast and endless variety of methods are offered on the market.
Even the relevant literature offers extremely diverse presentations
of this topic. In order to get an orientation about which methods have obtained practical relevance,
one can basically only rely on the standard works of Facilitation literature.
One of these certainly is the book “Visualisieren - Präsentieren - Moderieren” from the
publishing house GABAL - more than 250,000 copies in several languages have been
sold up to now. The method discussed in this book is based on the classic “Facilitation Method” by Klebert (considered to be the inventor of the “Facilitation Method”). It is supplemented by a structural model - the Facilitation Cycle - which structures a complete Facilitation and by additional methods for the handling of different topics.
This special way of organizing group discussions “composed” by MODERATIO is called Facilitation Method and has been trained for many years.
It is characterised by seven key points:
1 Specific seating arrangements / Room arrangement
2 Specific media and tools
3 Working with the Facilitation Cycle™
4 Visualization during the process
5 Working with special methods for the structuring of problems
6 Taking on a special position
7 Using a special questioning technique
The integrative combination of all these points lay the foundation for a successful
Facilitation.
1) Specific seating arrangements / Room arrangement
When organizing discussions during workshops according to the Facilitation Method™,
people work without tables in an open circle of chairs (this is not applicable when only working with very few people, see Seifert 2004). This has several advantages:
Everybody can see everybody else and is able to communicate with everyone.
The physical barrier between the participants is eliminated, people are seated in an “open” way.
If necessary, everybody can go up front unobstructed in order to visualise something.
It is important that the participants do not sit one behind the other
like in a cinema or next to each other as is standard during conferences.
Participants should be facing each other, small storage tables between the chairs can be of help.
2) Specific media and tools
Facilitation needs specific media and tools. They are:
Pinboard
Flip chart
Facilitation materials
The use of these media and tools enables the work with special
techniques, as for example the well-known “Kartenabfrage” method.
3) Working with the Facilitation Cycle™
The Facilitation cycle is a structural model (see Seifert 1996c, p. 88)
for the course of a complete Facilitation. It divides the working time
of the group into certain time frames: Getting in, collecting, selecting,
treating, planning and closing. This way there is a clear structure for the
work together.
4) Visualization during the process
Visualization is a key element of Facilitation. The results as well as all the
work done together are documented in detail. Why is this important?
In a normal conversation, a listener can only receive a maximum of about 8 bit/sec.
A speaker, on the other hand, is able to produce approximately 60 bit/sec.
This means that speaking for the purpose of conveying information should be highly redundant
(see Lay 1978, p. 150). Since most people cannot do this in a (perhaps
highly emotional) group discussion, information has to be compressed and visualised
so that the already said stays present. It is important that all visualization
is always visible for all group members. That is the reason why the use
of an overhead projector or beamer is out of the question. As mentioned before, it is
necessary to use a pinboard and a flip chart.
5) Working with special methods for the structuring of problems
The Facilitation Method™ offers special methods for every step of the problem-solving work
in order to structure and visualize the entire work process. These range from the flip chart page called orientation in step 1 up to the closing process in step 6. This way the Facilitator can keep the attention of the group focused on the respective point.
6) Taking on a special position
“Generally one can say that it is positive for the performance of a discussion group
if the leader of this group understands himself as a professional for
procedures and processes rather than an expert for the content of the issue at hand” (see Myhsok 1993, p. 98). This is already implied by the meaning of the word and therefore
the role given to the Facilitator. From a professional point of view he or she is not to
have an own opinion. In real life it is often not so easy for the Facilitator to take on
this neutral role:
Case A: The Facilitator is a neutral person (from outside
the organisation)
This is the ideal case. The Facilitator has no problem in taking on the
Facilitator's role because he or she is not involved with issues that are beingdiscussed.
Case B: The Facilitator is the problem owner This will only work out through the compromise of the Facilitator taking on
two different roles. As “primus inter pares” the Facilitator also has to take
on the part of a participant. As a visible sign as to which role he or she has at a given
moment, he could for example stand in front of the group while
working as a Facilitator and sit down when being a group member.
(see Seifert 1996a, p. 75). He has to be a (particularly constructive) group member in regard to content and treat all contributions equally, those
coming from the group and his own. The more “heated” the discussion becomes
the harder it will be to handle the two roles. At this point, it is best to
get a neutral “classical” Facilitator
Case C: The Facilitator also has a consulting function Facilitation and (specialist) consulting do not necessarily have to
exclude each other. Also, an advisor can take on the role of a Facilitator.
In this case it is important for the Facilitator not take
position for a suggestion that he or she has made. He or she
has - just like in case B - two roles.
7.) Using a special asking technique
To be neutral and to steer the working process of a group can only be
accomplished by using asking techniques and not by being a know-all. The use
of professional asking techniques is therefore essential for all Facilitators. (see Seifert
1996b, p. 72). This is why the Facilitation METHOD™ contains three complementary
asking techniques:
Open questions
Mirror questions
Metamodel questions
These asking techniques help the Facilitator to stay neutral and to concentrate on
his central task – to channel the knowledge and the ideas of the participants and to give
structure to the working process.
Who is MODERATIO?
MODERATIO has decisively influenced the concept of business Facilitation in the
past two decades. In hundreds of meetings and workshops MODERATIO has proven that right Facilitation techniques – used at the right point in time – bring not only structure and dynamics into the process. Moreover, moderating a discussion process is the key element to reaching agreed upon goals.
Our services range from the Facilitation of meetings, workshops and large groups to the Facilitation of events, podium discussions as well as online-Facilitation. Furthermore, MODERATIO is the leading training academy for business Facilitation, with a broad range of Facilitation trainings, training modules and coaching services. Josef W. Seifert founded MODERATIO in 1987 and is Managing
Director of the partnership Seifert & Partner Business Consulting.
Let our successful method and our experience work for you!
