Session 4-Facilitate To Engage

FACILITATE TO ENGAGE
WORKSHOP
Training of Trainers for Barangay Development
Planning
S
ENERGY CHECK!
(Menti)
WORKSHOP Practice designing and facilitating engaging
01 workshops using the Appreciative Inquiry
OBJECTIVES Model
Explore ways of engaging the audience in

02 capacity development activities such as
lecture-discussions, workshops, etc.
Practice planning, designing, and

03 facilitating a training session
Receive feedback from the trainer and

04 other participants and create plans for
improvement
Imagine that you are about to
This activity is brought to you by…
retire and are looking for

The Local Government Academy
someone to take on your role as

part of the BDP-CapDev National
Core Team.
THINK-PAIR-SHARE
Facilitate - facilis
(v.) to make something easier or

more likely to happen

● What is it that I am here to make easier?
● For whom do I do this?
● What activities/ events will I facilitate?
● What competencies do I need to be an engaging
facilitator?
Facilitate - facilisThis activity is brought to you by…

● What is it that I am here to make easier?
● For whom do I do this?
● What activities/ events will I facilitate?
● What competencies do I need to be an engaging facilitator?
● What am I wary/ nervous about this role in the coming months?
VUCA
WORLD
Volatility
VUCA Uncertainty
Complexity
WORLD Ambiguity
BANI
WORLD
Brittle
BANI Anxious
Nonlinear
WORLD Incomprehensible
LEADING
AND
MANAGING
CHANGE
Ai
Appreciative Inquiry
David Cooperrider
Appreciative Inquiry (Ai) is a

strengths-based, positive
approach to leadership
development and organizational
change.
David Cooperrider
It is a philosophy and a process

that harnesses the strengths and
experiences of everyone in the
system in order to build a desired
future.
POSITIVE CORE

of Appreciative Inquiry
Every organization has a

positive core no matter how
bleak things might look.
The Five Main 01 Constructivist Principle. Words create
worlds.
Principles of Ai
Simultaneity Principle. Inquiry creates
02 change.
Poetic Principle. Life is experienced

03 through story.
Anticipatory Principle. Imagination

04 drives action.
Positivity Principle. Positive questions

05 generate positive change.
The Five Main Principles of Aito you by…
This activity is brought
1 Constructivist Principle.
Words create worlds.
The way we talk about

situations affects how they
play out.
2 Simultaneity Principle.
Inquiry creates change.
Asking positive questions

leads to change.
3 Poetic Principle. Life is

experienced through story.
We can interpret and find

whatever we want. Whatever
we focus on expands.
4 Anticipatory Principle.
Imagination drives action.
We are inspired by our images

for the future, and that
motivates our actions today.
ACTIVITY Find a partner. Find your spot. Face each other.
Partner A faces the screen and asks Partner B the

questions listed. (2 mins.)
Partner B then answers the questions while Partner

A takes note of the answers. (2 mins)
After the first set of questions, switch roles.

ACTIVITY Questions (for Partner B):
● Tell me about a New Year’s Resolution that you

failed to see through.
● What’s the worst thing that happened to you this
week?
● Tell me about something that went wrong at
work last week.
ACTIVITY Questions (for Partner A):
● Tell me about a New Year’s Resolution that

you’ve achieved.
● What’s the best thing that happened to you this
week?
● Tell me about something that went right at work
last week.
The Five Main Principles of Ai
5 Positivity Principle.
Focusing on the positive core is energizing and

engaging, and creates positive momentum for
change and upward spirals.
Positive questions generate momentum that

leads to positive change.
The Five Main 01 Constructivist Principle. Words create
worlds.
Principles of Ai
Simultaneity Principle. Inquiry creates
02 change.
Poetic Principle. Life is experienced

03 through story.
Anticipatory Principle. Imagination

04 drives action.
Positivity Principle. Positive questions

05 generate positive change.
DEFINE DISCOVER
Affirmative The BEST of
Topic “what is”
DREAM
DELIVER
Imagine
Create “what
“what could
will be”
be”
DESIGN
The 5-D Cycle of Ai Plan “what is
to be”
Problem-Solving vs. Ai
Defects vs. Potential
Past vs. Future

(Menti)
● What skills should training facilitators have?
● What facilitation practices worked for you in the
past?
● Give examples of facilitation “no-nos”.
The Five Stages 01 The Planning Stage
of Facilitation
02 The Analysis Stage
03 The Design & Development Stage
04 The Execution Stage
05 The Evaluation Stage

1
The
Planning
Stage
What is your planning process?

DEFINE DISCOVER The Planning Process
Affirmative The BEST
Topic of “what is”
● Define: Purpose
● Discover: Needs Analysis, Current
KSAs
DREAM
DELIVER
Create
Imagine ● Dream: Desired Outcomes
“what will
be”
“what could
be” ● Design: Learning Objectives
DESIGN
Plan “what
is to be”
DEFINE DISCOVER The Planning Process
Affirmative The BEST
Topic of “what is”
● Define: Purpose
● Discover: Needs Analysis, Current
KSAs
DREAM
DELIVER
Create
Imagine ● Dream: Desired Outcomes
“what will
be”
“what could
be” ● Design: Learning Objectives
● Deliver: Design & Development
Stages
DESIGN
Plan “what
is to be”
The Training Management Team

Training Coordinator/ Manager
Facilitator
Resource Persons
Documenter
Evaluator
Administrative Coordinator

Training Coordinator/ ● Responsible for organizational, procedural, and administrative duties.
● Develop study guides for courses to help ease learners' anxiety and
Manager address both content and technical concerns.

● Help learners manage their time and avoid information overload
● Demonstrate leadership, guiding interactions proactively by defining
Facilitator expected learner behaviors through guidelines, protocols, and
Resource Persons netiquette
● Coordinates all the specific concerns of the various members of the
Documenter team.
● Briefs the resource persons on the training design and desired outputs.
Evaluator ● Takes overall responsibility for identifying and ensuring the provision of
Administrative Coordinator physical and technical requirements related to the training activity.
● Do quality check for all materials.
● Conducts critiquing sessions with training staff during and after the
training.

Training Coordinator/ Manager ● Oversees the management of the actual training activity. His main task
is to facilitate interaction and understanding between the resource
Facilitator persons and the participants
● Takes responsibility for the actual conduct of the training: facilitating
Resource Persons ● the learning climate, maintaining class discipline, etc.
● Assists the resource persons in training materials development
Documenter ● including handouts and visual aids, facilitating workshops and activities
Administrative Coordinator ● Ensure with other team members that all handouts, materials, outputs
are prepared properly.
● Ensure that sessions are held on time

Training Coordinator/ Manager ● Provide inputs (inform, educate, motivate audience)
Facilitator ● Facilitate learning activities
● Ensure engagement of participants
Resource Persons ● Provide informative feedback to participants’ output
Documenter ● Prepare slide deck and other learning materials
Evaluator

Training Coordinator/ Manager ● Documents the proceedings of the training.
Facilitator ● Makes sure that master copies of all training materials,
Resource Persons outputs, etc. are maintained.
● Prepares the terminal report for the training in
Documenter coordination with the Training Coordinator
Evaluator

Training Coordinator/ Manager ● Designs the evaluation scheme for the training activity.
Facilitator ● Prepares evaluation instruments.
● Revises training instruments to suit the training activity.
Resource Persons ● Administers evaluation instruments to participant
Documenter ● Prepares the evaluation reports.
Evaluator

Training Coordinator/ Manager ● Handles all venue arrangements, meals, socials, billeting
Facilitator and travel arrangements for staff, speakers, guests,
Resource Persons participants, etc.
● Takes charge of the secretariat.
Documenter ● In charge of the design, packaging, reproduction and
Evaluator distribution of all materials, handouts, certificates, etc.
● Sees to it that needed supplies, materials, and
Administrative equipment are available.
● Arranges for physical requirements, equipment
Coordinator support, transportation service, etc. for all activities
related to the conduct of the training.
● Provides other administrative support required by the
team members.
● Prepares all Administrative Announcements.
2
The
Analysis
Stage
The Analysis Process
●Who is my audience? ●Plan the future: Establish

●What are their needs? Desired Outcomes

●Identify current strengths, ●Set criteria for success
issues/weaknesses, and ●Develop solutions
opportunities in their KSAs ●Make decisions: Achieve
●Define the purpose agreement and establish
●Determine the focus action plan
●Define the strategy
3
The Design
and
Development
Stage
The Learning Activity Design
Crafting the Framework

Developing the Topic/ Session Outline
Learning Objectives
Activities/ Methodology
Time
Materials/ Resources
The Design Process
Crafting the Framework

Developing the Outline
Objectives
Framework
Topic/ Session Outline
Objectives
Time
Framework
Topic/ Session Outline
Objectives
Time
The Learning Plan
Time Learning Session / Topic Methodology Materials/
Objective Resources
8:00- 8:30 Recall the sessions for the previous Recap of the Previous Day's Session Slidedeck/ activity
day mechanics for recap
8:30- 10:00 Articulate the importance of Session 2: Bases and Principles for Lecture- Discussion Slide deck on Introduction
barangay development planning Barangay Development Planning to BDP
10:00- 10:15 Health Break
10:15- 11:00 Outline the process of barangay Session 3: Overview of Barangay Lecture- Discussion Slide deck
development planning and CapDev Development Planning (BDP) and
agenda formulation CapDev Agenda Formulation Process
11:00- 12:00 Enumerate the different activities in BDP Step 1: Organizing the Barangay Lecture- Discussion Slide deck
organizing the BPT Planning Team
12:00- 1:00 Lunch Break
1:00- 2:00 Determine sources of information in BDP Step 2: Updating the Barangay Lecture- Discussion Slide deck
updating barangay database Database Workshop Templates/ Forms
Data sources
Workshop 1: Scoping Available Data
2:00- 3:00 Identify main problems and BDP Step 3: Barangay Situational Analysis Lecture- Discussion Slide deck with activity
developmental issues of the and Problem Identification Workshop mechanics, easel paper,
barangay markers, metacards,
masking tape
The Development This
Process
activity is brought to you by…

Study the content
Learning tools and activities
Creating harmony and balance
Allocating time
Determining resources needed
Developing materials
Preparing for logistical requirements
4
The
Execution
Stage
Stage Presence
Mod
Diffi ng
ts
Parti cult
Voic on
cipan
li
Hand
ulati
Facilitation
e
Skills Re
sp of
g
qu ondi ssin ies
est ng
ion to oce ivit
s Pr Act
How do you learn?

9 Types of
Learners
ACTIVITY: Let’s
validate this curve!
Behaviourism. Learning and
01 behaviour changes are acquired by
linking stimuli and response.
Cognitivism. Learning is internal and

02 is a result of student processing and
organizing information.
Constructivism. Knowledge is
03 constructed by adapting new
information based on previous
experience
PEDAGOGY ANDRAGOG HEUTAGOGY
Y
The teaching of The facilitation of The management
children or learning for adults of learning for
dependent who are self- self-managed
personalities. directed learners. learners.
Changing Mindsets. Influencing Behavior.
Stage Presence
Mod
Diffi ng
ts
Parti cult
Voic on
cipan
li
Hand
ulati
Facilitation
e
Skills Re
sp of
g
qu ondi ssin ies
est ng
ion to oce ivit
s Pr Act
Captivating an Audience
c
To give, not to take.

Authenticity engages.
Awareness.
Tell a story.
Audacity.
Presence
c

Authenticity. Awareness. Storytelling.
Listen
Affirm
Body language
Facial Expression
Tone
ACTIVITY
What is the importance of, first, being

‘myself’ in facilitating a workshop?
ACTIVITY
Introduction and Creating the First Positive Impact
● Write down 3 questions that you can use to make

an impactful introduction.
● Write down your introduction that you think will

create a positive impact on your participants.
Processing of Activities
● Keep the objective in Government

The Local mind Academy
● Ask positive questions to get
insights
● Connect insights to real life
situations
● Listen
● Affirm and honor the audience
● Thank for participation
Responding to Questions
● Listen. The Local Government Academy
● Clarify for understanding.

● Answer briefly or seek
solutions from other
participants.
● Be honest.
● Use the parking lot.
● Thank the participant.
Handling Difficult Participants
Type of Description Typical Behavior Ways to Deal with
Difficult Them
Person
Dominating These are members “I am the only one Solicit other
who monopolize the with experience in members’ opinion.
conversation and even this matter. Let me
overtly block other tell you what to do.” “We appreciate your
members from making experience and we’ll
a contribution take what you said
into account. But let’s
see what others think
too.”
Difficult Them
Person
Aggressive Members who resort to ”You just don’t know Reiterate the ground
personal attacks what you’re doing!” rules.
"We have agreed that
there will be no personal
attacks.”
Get back on topic.
"Remember all comments
are useful as long as they
relate to the topic.”
Ask them to re-state their

position in objective
terms.
Difficult Them
Person
Quiet and Group members can be Establish eye contact
Non- quiet for a variety of and invite them to join
Participative reasons: they can be in.
shy, intimidated, or
uncomfortable joining “We’d like to hear from
in the topic. people we haven’t heard
from before. Could you
give us your take on this
issue?”
Difficult Them
Person
Overly Members talk too Remind them of the
Talkative much. time limit.
Tell them you can only
discuss one point at a
time.
Ask them for key
summary points.
c
Facilitating Meetings and

Group Discussions
Planning for Meetings and Group Discussions
● Purpose The Local Government Academy
● Participants
● Topic
● Outcomes vs. Agenda
● Date, Time, Place
● Opener
● Questions
● Method
Planning for Meetings and Group Discussions
Before the MeetingThe Local Government Academy
● Prepare
● Send out an invitation
● Provide preparation
guidelines and expected
outcomes
● Assign a documenter
Facilitating Meetings and Group Discussions
At the Start of theTheMeeting

Local Government Academy
● Thank the participants for

showing up
● Check on everyone’s comfort
level
● State that their participation is
not just welcome, but integral to
the process
During the MeetingThe Local Government Academy
● Solicit group members’

responses
● Acknowledge responses
● Build on responses
● Avoid discounting responses
Ways to Encourage Participation

● Universalizing - helping the group see that their

concerns are shared
● Linking - making verbal connections to what
individual members say and feel
● Redirecting - to promote the involvement of all
● Intentionally Keeping Silent to encourage
participation
Ways of Gathering Information

● Go-Round
● Break-out Groups
● Brainstorming
● The Fish Bowl Method
of Facilitation

5
The
Evaluation
Stage
Kirkpatrick’s
4 Levels of
Evaluation
of Facilitation

DEFINE DISCOVER
Affirmative The BEST of
Topic “what is”
DREAM
DELIVER
Imagine
Create “what
“what could
will be”
be”
DESIGN
The 5-D Cycle of Ai Plan “what is
to be”
The 5-D Cycle of AI
Define What is it that we are here for (desired
Affirmative Topic outcome)?
Discover What do we have that would help us SOAR?
The BEST of “what is”
Dream What would work well for us in the future?

Imagine “what could be”
Design What actions do we need to take to make it

Plan “what is to be” happen?
Deliver / Destiny Let’s do it!
Create “what will be”
Celebrate What’s Right with the World
(v.) to make something easier or

more likely to happen
PRACTICE TEACHING
Training of Trainers for Barangay Development
Planning
Savannah Resort Hotel, Angeles City, Pampanga

20-24 March 2023
Practice Teaching This activity is brought to you by…
● Review the previous days’

session slides and your notes
● Plan out how you will deliver the

session (20mins). Prepare a 15-
minute presentation
PART 1
● Group into 4
● Deliver your prepared
presentation to your group
● Using the guide, each member
gives their feedback
Trainer EvaluationThis activity is brought to you by…
●Share your experience. The Local Government Academy
What are your

learnings/realizations
during the practice
teaching (as the instructor
and as the learner)?

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FACILITATE TO ENGAGE

Explore ways of engaging the audience in

Practice planning, designing, and

Receive feedback from the trainer and

retire and are looking for

someone to take on your role as

(v.) to make something easier or

The Local Government Academy

The Local Government Academy

The Local Government Academy

Appreciative Inquiry (Ai) is a

It is a philosophy and a process

The Local Government Academy

Every organization has a

Poetic Principle. Life is experienced

Anticipatory Principle. Imagination

Positivity Principle. Positive questions

The Local Government Academy

The way we talk about

The Local Government Academy

Asking positive questions

The Local Government Academy

3 Poetic Principle. Life is

We can interpret and find

The Local Government Academy

We are inspired by our images

Partner A faces the screen and asks Partner B the

Partner B then answers the questions while Partner

After the first set of questions, switch roles.

● Tell me about a New Year’s Resolution that you

● Tell me about a New Year’s Resolution that

Focusing on the positive core is energizing and

Positive questions generate momentum that

Poetic Principle. Life is experienced

Anticipatory Principle. Imagination

Positivity Principle. Positive questions

Defects vs. Potential

Past vs. Future

The Local Government Academy

03 The Design & Development Stage

04 The Execution Stage

05 The Evaluation Stage

The Local Government Academy

What is your planning process?

The Local Government Academy

The Local Government Academy

Manager address both content and technical concerns.

The Local Government Academy

The Local Government Academy

The Local Government Academy

The Local Government Academy

The Local Government Academy

●Who is my audience? ●Plan the future: Establish

●What are their needs? Desired Outcomes

The Local Government Academy

Crafting the Framework

The Local Government Academy

Crafting the Framework

The Local Government Academy

The Local Government Academy

The Local Government Academy

The Local Government Academy

The Local Government Academy