Facilitative Leadership

1. Facilitative Leadership

2. Agenda • 1:30pm Welcome • Ice Breaker • Review agenda • Training Objectives • Develop & Review Training Agreements • 1:50pm Active Learning & Discussion • 3:10pm Break • 3:20pm Active Learning & Discussion • 4:20pm Reflection & Evaluation • 4:30pm Closing

3. TRAINING OBJECTIVES • Define Facilitative Leadership • Discuss how Facilitative Leaders can support your work • Identify how Facilitative Leaders center their efforts • Identify and discuss the Principles of Facilitative Leadership • Exercise: Explore YOUR personal strengths as a Facilitative Leader • Reflect: How can I use today’s lessons in my work/volunteer efforts • Questions?

4. TRAINING AGREEMENTS • Be open • Show respect • Listen to each other • One person speaks at a time • Silence Cell Phones • Participate • Share experiences • Keep discussion confidential • Give feedback in writing

5. What is A Leader? • “Leadership at its core, is a very simple process of thinking well or thinking clearly about the situation facing them” • Sean Ruth

6. LEADERSHIP STYLE A Leadership Style refers to a leader’s way of providing direction, implementing plans, and motivating people. • Your style describes HOWyou lead. • There are many different leadership styles. • No one style is correct for all situations.

7. Excellent Leaders… • Know how to use the correct leadership style for a given situation. • Help individuals recognize and maximize their full potential as team members. • Energize and engage people by helping them create a meaningful sense of purpose and direction in their work.

8. What is Facilitative Leadership?

9. Definitions: • LEADER: A person who has commanding influence (power). • FACILITATE: To make easy or possible.

10. A Facilitative Leader: Facilitative Leaders: Empower others to work together and achieve common goals through relationships, processes and outcomes. They make it easier for people to: • Think, understand, & communicate their thoughts • Work with others and focus on group goals and outcomes • Speak up when there are challenges • Make and carry out decisions • Allow members to develop their own leadership potential • Achieve high quality results through the group’s abilities

11. Leadership Is About Having A Vision

12. Leadership Is About Inspiring Trust

13. Leadership Is About Seeing Possibilities

14. Perspective Rectangles ExerciseHow many rectangles do you see?

15. Leadership Is About Seeking New Strategies

16. Leadership Is About Quality Communication

17. Key Assumptions Because Facilitative Leaders manage relationships, processes and outcomes.It is important that you take time to learn about yourself so that you can best support others. For example do you understand your: • Natural Leadership stance • Your innate relationship with Conflict • Your communications strengths and challenges • Your ability to build trust…quickly All of these will be tested as you practice facilitation skills and engage others. Self-awareness Self-management Facilitative Leadership Group Awareness

18. Facilitative Leaders Focus On:

19. Facilitative Leaders Practices:

20. Facilitative Leaders Practices:

21. Facilitative Leaders Practices:

22. Setting The Stage for Great Facilitative Leadership

23. IMPROVE LISTENING SKILLS • Choose to listen • Be an effective listener • Don’t interrupt unless necessary • Listening requires focus. You are paying attention to the story, how it is told, use of language and voice, body language • Summarize to verify mutual understanding, even where there is disagreement • Don’t impose your solutions, you can ask if they are interested.

24. **Listening Activity** • Facts - A true statement that can be proven with evidence. It can be verified. • Feelings – Listen for the emotions you hear • Values – What core principles or underlying personal driving forces do you hear behind the feelings Adapted from University of Minnesota Extension. NELD North Central 2014 Chicago Workbook. Created by Jody Horntvedt and Toby Spanier

25. Encouraging Dialogue vs. Controlling the Conversation CONTROL DIALOGUE Encourages CONFLICT Encourages RESOLUTION

26. Supporting DIALOGUE • Ask open ended questions that encourage broad thinking and participation • Use close-ended questions for details • Listen actively • Don’t evaluate • Be comfortable with silence • Be observant of body language • Seek to understand, identify information to resolve conflict • Offer genuine support

27. PRACTICE EMPATHY • Recognize emotions in others • Have Fundamental “people skills” • Have awareness of others’ needs/wants • Consider others’ feelings as factors in decision making • Attempt to put yourself in someone else’s shoes to feel & understand the person’s perspective

28. PRACTICE ACCEPTANCE ACCEPTANCE IS SIMPLY NON-JUDGMENTAL UNDERSTANDING …NOT AGREEMENT, sanction, compliance, sympathy, encouraging, and the like …is simply seeing something the way it is and saying, “That’s the way it is.”

29. How do you measure as a Facilitative Leader?

30. Your Strengths: Your Development Plan Growth Areas:

31. REFLECTION, QUESTIONS and PLANNING • Please share any reflections from today • Are there lingering questions? • In following sessions we will discuss: • Meeting Planning to support excellent facilitation • Facilitation Skills • Are there other items we want to add?

32. THE END! THANK YOU FOR PARTICIPATING!