Facilitative

Leadership
 Agenda
Welcome
◦ Ice Breaker
◦ Review agenda
◦ Training Objectives
◦ Develop & Review Training Agreements

Active Learning & Discussion

Reflection & Evaluation
Closing
 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?
 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
 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
 LEADERSHIP STYLE
A Leadership Style refers to a leader’s way of providing direction,
implementing plans, and motivating people.

Your style describes HOW you lead.

There are many different leadership
styles.
No one style is correct for all situations.
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.
 What is
Facilitative
Leadership?
 Definitions:
LEADER: A person who has FACILITATE: To make easy or
commanding influence possible.
(power).
 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
Leadership Is About Having A
Vision
Leadership Is About Inspiring Trust
Leadership Is About Seeing
Possibilities
Perspective Rectangles Exercise
How many rectangles do you see?
Leadership Is About Seeking New
Strategies
Leadership Is About Quality
Communication
 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

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s es

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•Your innate relationship with Conflict

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•Your communications strengths and challenges

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•Your ability to build trust…quickly

Se
Facilitative

ent
All of these will be tested as you practice Leadership

facilitation skills and engage others.

Group Awareness
Facilitative Leaders Focus On:

Setting
Direction

B
Capa uilding
c
& kn ity (skill Inspiring
owle s
dge) Commitment
Facilitative Leaders Practices:
Set
Direction

Share an
Inspiring Vision

Balance Results,
Process and
Relationships
Facilitative Leaders Practices:
Inspire
Commitmen
t
Practice
Appropriate
Maximum
Involvement

Create Pathways
to Action

Facilitate
Agreement
Facilitative Leaders Practices:
Build
Capacity

Coach Others for

Success

Celebrate
Accomplishment
Setting The Stage for Great
Facilitative Leadership
 IMPROVE LISTENING
SKILLS
1) Choose to listen
2) Be an effective listener
3) Don’t interrupt unless necessary
4) Listening requires focus. You are paying
attention to the story, how it is told, use
of language and voice, body language
5) Summarize to verify mutual
understanding, even where there is
disagreement
6) Don’t impose your solutions, you can
ask if they are interested.
 **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
 Encouraging Dialogue vs. Controlling
the Conversation
CONTROL DIALOGUE
Encourages CONFLICT Encourages RESOLUTION
 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
 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
 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.”
 How do you
measure as a
Facilitative Leader?

Share an Inspiring Vision:
Create and communicate an
image of the future and get
others engaged in its pursuit.
Keep the mission out front.
Seek Maximum Appropriate
Involvement: Leverage the talent
& interests of others around you
by including them appropriately in
the decision making process.
Work to increase trust and
commitment through
engagement.
Design Pathways to Action:
Guide others in planning how to
solve problems and realize
opportunities. Help people see
alternatives when executing a
plan.
Celebrate Accomplishment: Seize the moment to authentically celebrate
small successes. Acknowledge individuals and teams for their
contributions.
Your Development Plan
Focus on Results, Process,
Relationships: Build a structure for
performance and satisfaction that
Your Strengths:
balances what gets done, the way it
happens, and how people treat each
other. The structure should support
continued work when you are gone.
Model Actions that Aid
Collaboration: Encourage diversity
of opinion and honor individual
perspectives. Help team members
stay focused on the task at hand
through modeling.
Bring out the Best in Others: Growth Areas:
Coach individuals to do their best.
Listen as an ally. Support the
expression of others’ ideas. Work to
overcome obstacles.
REFLECTION, QUESTIONS
and PLANNING
• Please share any reflections
from today
• Are there lingering
questions?
• In following sessions we will
discuss:
o Meeting Planning to support
excellent facilitation
o Facilitation Skills
o Are there other items we
want to add?
 THE END!
THANK YOU FOR PARTICIPATING!