1. The art of making it easier !

2. What’s facilitation ?
Designing & implementing an environment in which a
group/team can communicate, think about new ideas,
develop new skills and share experiences or even make
a better meeting with hard decisions.

3. Instructors VS. Facilitators
Instructor Facilitator
Content expert
Lecture oriented methods
Control what to learn
Participant adapts
Process manager
Engage participants
Access prior knowledge
Participants share

4. A
facilitator
is :
Environ-
ment
designer
A
friend
A guide
by the
side
Asking
more
than
answerin
g
Listenin
g more
than
talking
Helping
them to
discover

5. ADDIE training design model
A = Asses
D = Design
D = Develop
I = Implement
E = Evaluate

6. 1- Asses
Define where they are and what they need
Desired
skills &
knowled
ge
Current
skills &
knowledge
Training
gap

7. 2- Design
Establish learning objectives.
Brainstorm exercises & activities.
Draft an outline of the content.

8. 3- Develop
DEVELOP THE MATERIAL REQUIRED :
Participant guide.
Facilitator guide.
Tests & evaluations.
Power point slides.
“EVERY ONE HOUR OF THE CLASSROOM TIME
NEEDS 10-30 HOURS OF PREPARATION”

9. 4- Implement
Begin the training workshops !

10. 5- Evaluation
Reaction Learning Behavior Result

12. Notes about activities & methods
We can not mention all activities you may use because
you will always have your space of creation.
It’s the facilitator responsibility to determine what
activities, processes or methods to use.
Always keep in your mind what you aim to through
each activity.
Here you are, some of the good methods …

13. Brain storming
The best to generate new ideas
how to use it :
Ask a question that can be imagined in mind easily like :
“if you were in trouble what is the first thing you may
do?”
Gather responses without immediate evaluation.
Discuss results.

14. Case study
An excellent way to capitalize on this type of adult
learning.
Analyze real job-related situations.
Let them think about the solution or figure out various
ways to see the situation and people.

15. Small group discussions
Break the participants down into small groups.
give them case studies or work situations to discuss or
solve.
Let every group preset what they have reached
together and see what other groups have done.

16. Role-playing
Helps develop new skills & learn how to face new
situations.
Design the situation.
Determine how roles should be given to participants.
Give them short time to prepare.
Let them enjoy acting.
Discuss the situation after that & how they have feeled.

17. Presentation oriented
As a facilitator you may not talk too much, but you
may also need to act as an instructor in particular parts
of your training. That’s all depends on the objective &
the participants.

19. Facilitator's set of skills
Understanding adult learners.
Making safe environment.
Clarifying objectives.
Agenda during the workshop.
Making a parking lot.
Track conversations.
Mirror.
Dealing with difficult questions.
Managing personalities.
The whiner.
The 800 pound gorilla.

20. 1- Understanding adult learners.
Why I
need to
know
My
experienc
e
Involve
me
Internal
motivatio
n
Problem
oriented
thinking
Relevance
to me?

21. 2- Making safe environment.
Ask for roles which would make them more comforted.
Offer some of them by yourself if it’s needed.
Remind them with the roles when it’s needed and let
them be aware of what is happening and how it may
influence their workshop.

22. 3- Clarifying objectives.
Make it clear.
Make it making sense to the group.
Validate agreeing and expectations.
Be ready to change if it’s needed during the workshop.

23. 4- Agenda during the workshop.
Review it with the team/group.
Visibly track progress during the workshop.

24. 5- Making a parking lot.
Track issues that requires further actions outside the
workshop.
Document them.
Visit it in the parking lot time.

25. 6- track conversations
Make sure that every one’s ideas are clear enough to
others.
Summarize the results from time to time.
Make it just one idea to discuss in a time.
Always re-arrange the space of ideas spreading in the
place.

26. 7- Mirror.
When someone tells a complex idea, re-express it in
front of its teller and ask him ; “Am I understanding
you correctly?”
When you don’t understand it, simply, ask him to
clarify it further.

27. 8- Dealing with difficult questions.
If it’s irrelevant, delay it to the parking lot.
If it’s relevant :
Don’t pretend to have all the knowledge in the world or
all the solution.
Ask for participants’ opinion’s.
You may tell them that you will search about it and
discuss it again next workshop.

28. 9- Managing personalities.
The whiner, who disagree all the time.
Don’t ignore him.
Give him a determined amount of interest.
Ask him for the solution.
The 800 pound gorilla, who speaks too much.
Acknowledge their comment.
Offer him to here from other.
Ask ; “why don’t we here someone who didn’t talk tell
now? ”