1834
WS
1988
Adnnstration
Bonneville
Power
BPA
U.S
Department
Bonneville
July
The
MEETING FACILITATORS
GUIDEBOOK
SPA
SPA
1634
988
1988
Power
of
Energy
Administration
by
Nea Carroll
editorial assistance
Donna Campbell
Irv Thomas
__ How
If
of your job
part
this
is
is
to lead
for
facilitate
or
you
Although
on meetings held with
the public
guidebook
are
Use This Guide
to
Power Administration
Bonneville
same anywhere
are the
the
managers
be
it
other
of meeting facilitation
the principles
interest
examples
outside
agencies
meeting with staffs
in
then
any setting
primary focus and
and
public special
general
in
meetings
its
groups
teams
project
or
other
agencies
an effective
Being
people are trained
some
Although
these
learning
or
the
individuals
used by competent
In
businesses
And
its
brief
prepare to
and
of attitudes
compendium
is
meeting
sense
Its
it
meant
facilitate
naturals
are
was compiled
of planning
skills
is
function
is
to
also
weaves
this
guidebook
Lazy Mans Guide..
for
you
when
faced
source of creative
with practice
So read enjoy
cultivating
struggle
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friend as
to
with leading
ideas
and
each
and
may you
in action
find
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time you
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hip-pocket
It is
meeting and
Skill
satisfaction
yourself
with the problems of daily life
and
years of experience
advice
great
within
resolution
materials books
short concise
practical
It
meetings
meeting facilitation
difficult
learn
to
procedures
conflict
Mastery comes with experience and
harmony
reference
and
together
training
publications along with the authors fifteen
of
on
or referenced
from various
sort
short
practices
guidebook
be read
Use
most people can
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as
professional
perform
in organizations
facilitators
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to
facilitating interactive
principles
meeting
information condensed
at
few
that
prepared for but are expected
This material
skills
facilitator
meeting
and
guide
support
time
is
short
of course comes
focused
attention
in the practice
with groups
of
who
The Meeting
Facilitators
Guidebook
TABLE OF CONTENTS
PART
What
What
The
Facilitator7
is
Facilitators
Functions
When
to
Purpose
of the Facilitator
Facilitation
Styles
be
Facilitator
Facilitator
II
and Beliefs
Attitudes
Conflict
Understanding
PART
Facilitator
is
and Consensus
Meeting Planning
Preparation
17
the Meeting
Planning
Stating the Purpose and Desired
Notifying
Selecting
Designing
Results
23
Meeting Place
Interactive
20
22
Participants
an
11
Format and Agenda
24
Preparing
Meeting Information
28
Selecting
Meeting Groundrules
29
30
Roles
Assigning Meeting
Recorder
31
Chairperson
33
Resource
33
Facilitating
Person
Group
Question
Discussion
Methods
and Answer Period
35
36
Round Robin Feedback
36
Brainstorming
37
Group
Weighting/Prioritizing
40
Group
Balance Sheet
40
Ideas for Group
Discussion
41
PART
Facilitating the
III
The
Functions
and Practices
Meeting
of the Facilitator
46
Before the Meeting Begins
47
As
48
Participants Arrive
the Meeting
Opening
Setting the
Facilitating
49
Agenda and
Groundrules
51
52
Group Discussion
Discussion
Opening
During
Intervening
52
52
Discussion
53
Closure
Bringing
Neutral
Remaining
and Impartial
55
Inteipreting and Clarifying Information
Moderating
and Helping
Listening
Summarizing
Suggesting
Changes
Working
CONCLUSION
the Discussion
and Dealing
with
or
Agenda
Resistance
Group
with
Find Win-Win
Problem People
59
60
61
62
65
Solutions
65
66
the Meeting
68
Meeting Dilemmas
70
Closing
Common
in
Sense of Humor
Maintaining
Helping
Participants
57
to Listen
and Stating the Progress of the Meeting
Emotion
Accepting
55
the Flow of Discussion
76
Part
What
is
Meeting Facilitator
What
someone who makes
facilitator
is
achieve
goal
or
exercise
Meeting Facilitator
Is
Facilitators
power over others
observation
and
Rather
to
people to accomplish
Like mediators
people
they use their
whom
groups with
for other
other
support
problem-solving
group
and
in individuals
easier
it
task
Ease
of communication
skills
empower others
to
To make
Facilitate
the
state
comfortable
bring out the
of being
as
they work
freedom
empower groups of people
facilitators
They enable
creative
negatives
into
seem
magicians
like
Facilitators
enthusiasm and
commitment
on course
This
all
is
the
can
do
it
is
head
synergize
that
is
from care
With
are responsible
to
state
perceptions
They
cautiously
third-party
talk
agree
set
The chairman
about
and
groups or can help them
What
avoid
they
energy toward
of adversarial
drain
conflicts
of the board
the
and
that the
local
for
utility
new
Though he
staff
create
tactics
disagreement on
and
of
local
to
municipal
meet
for
day to
more team cooperation
meeting be led by an impartial
results in
rules for future
of
friction
of both agencies
managers
The meeting
of ground
be volatile
and
tuba
out
it
experiencing
request
meeting to review alternatives
to
them
hand
an ambitious
redirect negative
her staff and
the top
facilitator
agreed-upon
is
agency
between
invites
share
for
groups back
bringing
of
and problem-solving
change
and
group
own
For example
every day
She
toning
their
unwavering
errant
with the sweep
down
deeper
plans
to
hydroelectric
will officially
and
understanding
communication
hold
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team work
and
community
facility
chair
freedom
embarrassment
or
from
or
constraint..
resolution
their
that brings
as
emotions
boiling
conflict
in
breathe
labor
facilitators
and
creative
personalities
than working
rather
of
director
expected
into
difficulty
of turning
art
Sometimes
time money and emotional
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other
coordinated project
is
the
is
of turmoil
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faint violin
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cooperative
energy wanes by sharing
their
disparate
facilitators
avoiding
each
program
middle
forces
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forth
calling
happening
The
gold
they are the compass
task
help groups recognize conflict
resisting
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into the
opposing
conductor
as
not to say that
is
magic
said that
groups when
group
pain or conflict
cooperation
of
spin
as
suggesting ways to get the blood flowing
They help
nod of
the
and
work
to
span of hours or days to live and
life
Someone
of spinning straw into
into
life
to the
harmony
brief
They move
calm
blow
its
entity
positives
with undeterred
into
for
group
productive
freedom
from pain or disconjort
cfreedom from
Meeting
easier
they do not
the
The meeting
meeting
he
page
Websters
Dictionary
QUOTES
that
insists
NOTES
meeting
meeting and
though
local
well-respected
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citizens
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author of Megatrends
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The
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You empower
evoke
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knowing
intuitively
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make
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FACILITATORS
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help the group
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as possible
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as
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ment
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work cooperatively
an order
become
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you
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focus on
group
pathways to mutual understanding and
problem-solving Each time serve as
to
skills
involve-
decision-making
processes
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in the
in
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develop
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your work
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facilitator
giver
eitt
meeting
and
page
Functions of The Facilitator
-__
Following
is
conducting
these
list
functions
the
planning
and
agenda
The
now
the
meeting
make
mac
facilitator
the
will
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assist
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of
with this list
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least
at
there
may
be
monitor
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process
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regarding
it/i..
and
purpose
desired
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format
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Assigning
and
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groundrules
information
Preparing nicclmg
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WHEN THE MEETING
BEGINS
with the meeting chairperson
meeting gets started
in
and
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facilitator..
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Assures that participants
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and
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plans
of the functions
meetings
one
the
and
trust
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and
welcomed and
conifotiable
rapport
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aicnda
on
meeting purpose
or
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it
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jnformation
lies
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discussion
listen
hostility
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and
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helps
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task
and
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up or slows down
tspecds
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channel
common
the group
locused on
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avoids sidc-trackng
avoid
share
into
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competition
proauc ive discussion
kips
from attack
and
points
all
of view
arc
discussion
expressed and
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Clarifies areas
ot
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agenda
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01
each
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closure
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the content
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comments
arc
making
or
NOTES
Facilitation Styles
Some
facilitators
discussion
while others
process
meeting and
moderate
actively
intervening
meeting keeping
the entire
more
take
the
if
occasionally
group
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stuck
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Responsibility
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leader
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is
for the
group
at
the
expense
meeting
work
often
directions
alone
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talk
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is
required
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may
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who
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or
sluggish
such
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There
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in charge
degrees
turn
it
over to the
of the meeting or
specific
may
ask
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parts
or specific
period
in
facilitator
to
help
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style
page
the
are
and
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role
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to
for
of
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tend
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facilitator
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open
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highly volatile
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more
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group
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minimally necessary to support the group
in the
groups have
with
rest
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the purpose
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your meeting
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should
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task
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in
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sees
assign the
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behavior
common
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group
which
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attitudes
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with
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meetings are often
For each
facilitator
facilitator
be
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goal or
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formal role of
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and
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them
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technical
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open-
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any other
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at
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everyones
who works
anyone
highly proficient
or personally
should be trusted
Facilitators
Most importantly
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to
should not be directly
facilitator
discussion
especially
You
facilitator
be able to look objectively
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is
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meeting
Facilitation
sincere
are
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during
weaknesses
you
in the issue
good
with groups of people
resource
cooperativey
usually
excel
at
person
with other
number of
skills
_____________________
OF EFFECTIVE FACILITATORS
TRAITS
and
observe
Ability
to
listen
Ability
to
remain impartial
and
engender
trust
and
rapport
Patience
Honesty
Sense
of humor
Intuition
Objectivity
Articulateness
Ability
to
Awareness
work
in front
of
group
of consensus-building
and
problem-solving
processes
Avareness
of group
role
dynamics
---..---page
QUOTES
NOTES
WHEN TO FACILITATE YOUR OWN MEETINGS
neutral independent
As
cannot
public
always afford
for
facilitator
professional
of the agency
held outside
BPA
like
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speaking
Practically
using meeting facilitators they must also create
new
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skill
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possible
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for
programs
own
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and
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for
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yes
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discussion
their interests
express
participants
all
understand the role of the facilitator
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and
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on
or neutral
WHEN NOT TO FACILITATE YOUR OWN MEETINGS
Be honest with yourself
meeting on
controversial
boss
if
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resource
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select
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ait
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TRUST AND MUTUAL SUPPORT
As
openly and
individuals
purpose
support and
to
of our meeting
value and
individuals
worthy
right to
of
self-worth
encourages
express
his
expression
or
in
listen in
can
accomplish the
fully
on
the
way
meaningful
full
My
every individual
sharing
or her point
our fears anger
ourselves
silent
alienated
we become
emotions
accept
and
and
and
positive
cooperation
and
of view
pain
fully without
The more we remain
and
of feelings
and
even
express
emotions
separated
to speak and
we
people to concentrate
find
every
respect
all
points
and
feeling
of view
AND EMOTIONS
feelings
cannot
so together
free
group
expression
this
FEELINGS
We
inherent
of others
acceptance
other
each
in the
SELF-WORTH
INDIVIDUAL
Our
trust
This support frees
of the meeting and
content
find
support every individual
completely
and
are
valued as part
about our negative
As
facilitator
recognize these
help people to channel
of our lives
and
also expressing our feelings
their feelings
feelings
the
more
do not reject or disapprove
feelings
encourage
into constructive
who
as what we
Arhos
The
problem-solving
cooperative
must change
as well
we
are
do
us we
about
our honest feelings
easily disclosing
toward other people and
We
When we
with hostility
on our communication
influences
Here
way
determines
relaxing
Our
intentions
the
commitment
certain
philosophy
professional
are not to be trusted
fear
ourselves
and
seen as insincere
believe
that others
suspicion
find
may
be
we
Whatever
believe
any
who embody
the techniques
all
rather
inner
people
about cooperative
personal
after
but
effective
you
them
not
is
are
themselves and
and beliefs about
attitudes
facilitators
Beliefs
their
listening
dialogue
page
Pascale
Art of Japanese
Management
OPENNESS AND NON-JUDGMENT
NOTES
QUOTES
Being
judgemental
expression and
free
must allow myself
and
of other people creates defensiveness and
critical
of ideas and
exchange
be
to
in
of suspended
state
others
am
not fully open
requires
the
suspension of judgment
and
at
judgment
within
peace
To keep
concerns
myself
cease judging
Until
good
Being
limits the
mind
an open
listener
RAPPORT
When
am
creates
Rapport
seeing
how we
feeling
trust
and
are alike
of equality
am
with others
in rapport
and
than
rather
at the
of cooperation
peak
woit together
to
willingness
how we
and
creativity
rapport by
create
This establishes
are different
mutual acceptance
DISAGREEMENT
When
can
and
others
accept
respectfully
disagree
disagreements without
establish
with each
other
each
rejecting
create
rapport
an environment
work on
and
our
resolving
or becoming
other
which we
in
adversaries
LISTENING
The
opinions
someone
their
To
resolve
has
at
the
listen
these
to
and
other point
carefully
to
look
good
each
else
the
put
others
the
recognize
end
one
place
that
finally
mans need
everymans
try
in
is
thought and
is
fully
or
response
when
non-judgmentally
their
express
when
non-defensively
mentally preparing
listen
saying
listen
to
am
defense
not
to
what
hear them as if
were
in
must be
totally
honest with myself and
others
at
all
times
INFORMATION
to
the
often
is
SS
we
information
Without
power
powerless to protect
him or herself
should
and
allow others
way
non-judgmental
When
my talking
important as the quality of
shoes
Information
should
freely
as
and
of view
what
ideas
is
HONESTY
each
issues
take
my listening
non-defensive
evaluating
person
of
quality
listen in
their
create
own
fear
informed
and
information
When we
interests
and
with the information they need
adequate
As
resistance
to build
trust
people feel distrustful and
withhold
or contml
facilitator
and
rapport
help provide
and
people
to participate
in
an
manner
knowledgeable
need
Review
COMPETITION AND COOPERATION
Competition
adversarial
posturing
and
win/lose
rather
10
to
group
problem-solving
form of communication
than open
discussion
support people in finding
problems
page
can be destructive
cooperative
As
It
creates
facilitator
ways
to share
It
creates
an
closed debate
and
seek to avoid competition
information and
solve
Understanding Conflict
and Consensus
nucleus of every
Just as the
meeting can
or
goal
The
best
into
build
and
conflict
the blueprint
for the
whole
body
of
for transfomiation
consensus
in the principles
for
of the consensus-building
knowledge
This section
problem-solving
for
every
problem
or an action
solution
facilitators
requires
contains
cell
contain the blueprint
will give
Some
consensus
you
consensus
each
process
and
concise
overview
for further
suggestions
at
group
cooperative
of the nature
and
reading
This
meeting
of
are
study
contained in the appendix
CONFLICT
we
Whenever
and
often
healthy
force
in
Always
fear
it
necessary
to conflict
response
our
lives...a
the
first
even
change we can expect
create
understand ourselves
invent
means
the
managing or
to
others
free
will
growth
be
It is
creative
natural
is
to
it
bond
from
ourselves
wei
our
ii
characters
or destructive
in
together
is
to
term for
composed
is
for danger
crisis
of
new ways
problem-solving
to
and to
problem
CONFLICT RESPONSE
We
can
to conflict
respond
own
and pursue our
satisfy
by
someone
expedient
or
to
refusing
deal
the
satisfies
the
at
concerns
with
that
it
in
at
any
partially
concerns
of
all
ways
expense
the
way we
of our
We
times
different
at
we
of others
expense
satisfies
attempt to work
and
collaborate
concerns
elses
solution
in different
can
own we
can
compete
accommodate
can avoid
and
conflict
can compromise by seeking an
all
or
parties
with the other
finally
we
can cooperate
parties to find
which
solution
Five
conflict
behaviors
compete
accommodate
persons or parties
avoid
An
effective
problem-solver
use some modes better
on
time depending
or negotiator
than others
the situation
and
uses
Each of
each
all
five
the five
modes
modes
mode can be
is
although most
appropnate
ineffective
if
used
of us
at
some
at
the
wrong time
For example in
better
to
avoid
volatile
the issue
confrontation
for the
between
moment and
give
disputing
people
groups
chance
it
to
might be
cool
down
page
11
compromise
cooperate
the
and
not to
it
acknowledge
for discovering
presents
the
The Chinese
opportunity
conflict
resolving
the opportunity
and
it
in itself
Conflict
and
life
or an opportunity
danger
step in
of
detennines whether
that
welcome
to
conflict
to the processes
or collaborate
future
setting
NOTES
QUOTES
refuse
date
meet
to
meet and talk
to
and
this
However
talk
if
kind of avoidance
of the groups later
the leaders
can
sabotage
any progress
toward settlement
Theres
winning provided
you are winning
Dobson
be appropriate
may
Competition
of the home-building
share
what
that
is
Giving
Your
with
wrong
nothing
contest
employees
Miller
job
for
construction
market for
of the company
out to
company
capture
but could be destructive
product
work
to
trying
its
in
together
among
on
teams
cooperative
the
To Get
In
Way
COOPERATION
also called
Cooperation
and
problem-solving
values
which
is
agree
at
built
words
work
to
together
the
all
interests
premise that
you
are not
for
and
group
decisions
people of different
to
interests
common problems
solutions
do not harm any party
worst
at
to
as possible
to find
win/win
solutions avoiding
supported by
wholeheartedly
It
In other
lose
dont have
or authoritarian
competitive
that
easy compromises
and
win
to
as creatively
together
than win/lose
rather
quick and
work
which
in
seek solutions
for me
mode
desirable
support for final plans
process
to
best provide for mutual gain
on
solutions
It is
most
the
is
broad
for generating
groups of people
affecting
or
collaboration
all
involved
parties
CONSENSUS
It
alien
is
Hopi
the
to
matters out of hand
Such
vote
makes
Their
is
to
by
settle
majority
leaves
vote
minority
dissatisfied
to
The
and product of decision-making
process
called
is
cooperation
person has some
which
and
is
we
that
of the truth together
the pieces
all
putting
of the truth
part
embodies
that
Consensus
consensus
based
will
before
on
the principles
the belief
reach
that
decision
better
of
each
by
proceeding
them very uneasy
natural
discuss
selves
at
group
by
opinion
way
it
great
of doing
among
length
it
and
group until public
whole has settled
as
overwhelmingly
in
Consensus
is
when everyone
reached
them-
one
direction
decision
even
agree
agree and
to
compromised
their
own
forced
do not think
they
or
any
with the
to solve
decision
into
in
it
in
is
group
often
requires
way
of the
good
Consensus
thoroughly
solve
the
support
discussion
of
understood
have
problem
single
everyone
been
step
agrees
and
discussed
by step
that
they
feeling
Because
they have
not been
individual
evaluated
is
and
and
quickly by
problem
necessary
the
full
or
responsibility
until the
solution
taken
coerced
Decisions are not made
facilitator
continues
words
other
without
they have
time and
takes
In
or
solution
support
allows people to try to balance
whole
with others
problem
the asistance
Rather
voting
to
solution
Consensus
Bureau of Indian
Affairs
agrees
best
the
can live with the solution
feel they
harmed
interests
responsibility
Hopi Agent
if
group
is
all
is
ways
to
ready to
action
THE PROBLEM-SOLVING PROCESS
Most
solutions
analysis
to
problems are arrived
over time
This process
process though inherently
page
12
can
contains
at
last
five
through
process through
from minutes to months
steps
or phases
thoughtful
Every
NOTES
QUOTES
PHASES OF PROBLEM-SOLVING/DEcISION-MAKING
the
Defining
ldenLfying
ahcniative
and
Evaluating
each
that
problem
they
into
everyone
alternative
once
at
concerns
solutions
The main
of attention
degree
solutions
said
often
It is
chance
and
fully defines
one
common
is
defined
fully
and
is
at
the
mistake in groups
interests
his/her
problem-solver
thought in order to arrive
before the problem
to identify
for
point
once
that
becomes apparent
debating solutions
has had
and
solutions
occur
phases
the solution
jump
issues
solution
needs some
step
effective
creative
related
comparing
on
Agreeing
several
and
for solutions
criteria
Developing
Sometimes
problem
is
and
that
before
ideas
help generate
for
solutions
In the public
problem
consensus
to
many
arena
and therefore
agreement
steps of the process
from passive
need
the steps
the
observing
in discussions
participating
by
affected
plans
order
meetings and
develop
are
can
This participation
offering
ideas
expected
some way
in
becoming informed on
process
to
who
those
to participate
of problem-solving
and
In
or actions
policies
the opportunity
or environmental
social
an interest in the solution
for final
support final decisions
may be
people
have
the
in the
range
issues to active
and
Leadership
the
opinions
people
is
best
say
when
we
did
ourselves
Meeting
facilitators
help
the meeting
step-by-step through
discussion
all
of
all
affected
concerned
groups
decision-making
is
Although
into
planning
often
far less
and
Group problem-solving
without
involved
open
groundrules
ways
that
participation
They encourage
to explore
harm and
may
process
participatory
be
to
the
need
can
trust
for
and
develop
and
difficult
the alternative
open
solutions
possible
solutions
in the best
to try to bring
confusing
of closed
planning can be chaotic
Because
procedures
some
support
manageable
all
hierarchical
or successful
acceptable
requires
and
process
They
many
groundrules
help set the procedures for meetings and
everyone
recognizing
it
process and
an agreed-upon
fully
people from
Lao
problems and build consensus
process
understand the problem
to
They seek ways to protect
interest
solve
people
for
assure
working
everyone
and
destructive
people
may be
These
together
voice
in
while
process
page
13
Tse
it
QUOTESNOTES
FOR
GROUNDRULES
Recognition
of
Willingness
to
common
problem or goal
work
cooperate and
common
on
Agreement
together
process and
groundrules
for
working
if
consensus
procedures for decision-making
including
together
CONSENSUS
cant
be achieved
Full access
Together
problem
not each
we can
it
is
solve
the
to
information and
to participate
Opportunity
time for
Adequate
Individual
too big
to
Seek
away from
Charlie
all
Note For
the
BPA
afull
Public
education
the
can be
to
with self-interest
can be found
solution
how
on
of the whole
good
consensus
discussion
of view
solution
Believe that
that
and
sharing
to
points
the best
Balance
Brown
be heard
to
and carn
Consider
never
information
discussion
full
and
fully in the process
responsibility
Listen
run
all
participants
Gandhi
is
by
our opponent
other
problem
of information
sharing
and
achieved
design
plan please
public participation
see
Guide
Involvement
MEETINGS
Meetings
Sometimes
it
forum for cooperative
the
provide
takes
problem Other times
Too many
meetings are draining
meetings can
leave
consensus-building
one
solve
or
or
two
meetings
can
slow the process
and
in the
must
dark
down
contribute
to the
few
distrust
and
progress of
and
planned
carefully
Too
up
building
facilitated
in the
of cooperation
The consensus
keep
facilitator
listen to
ROLE
process works
meetings focused
acts like
each
competitive
other explore
14
debate
best
and
mediator
compromise Without
page
and
be effective
to
in
can be resolved
involvement
along the path of consensus
Each meeting must be
FACILITATORS
and
issue
plan or policy
develop
people uninvolved
Each meeting
confusion
spirit
specific
are the stepping-stones
Meetings
to
many meetings
and
problem-solving
and
with
moving
facilitator
win/lose
at
as
serving
win/win
facilitator
who
productive
an impartial
solutions
and
pace
party
or separate
to
plan meetings
sense
In
into
the
helping the participants
reach consensus
groups can become
tactics
helps
stuck
get
us/them
or
side-tracked
camps
into
CMT
WHEN CONSENSUS
If
consensus
cannot
be reached
BE ACHIEVED
time available
in the
experience of searching for consensus
understanding
in
crnativity
of complex issues and
developing
encourages
generates
the best possible
can
group
on another method like voting or executive decision
Even
always
in this
to
everyone
fall
back
the
case
develop
higher satisfaction and
solutions
deeper
morn
or actions
Tue
and
Consensus
bad
among
consensus
as
not effective
is
alternatives
is
not possible
them
well as evaluate
solutions
for
If
choosing
someone
It
works
best
when
Cooperation can
or compromise solutions
have
of two
the lesser
feels that
participants
help assure
been
evils
choices
all
that
or for deciding
unfairly
all
possible
requires
along
willingness
harm them
good
solutions
help develop
process
flexibility
win/win
of
consensus
support
works
for
understanding
and
The
takes
facilitator
and
decision
level
this
it
does
work
of cooperation
spirit
and
vision
among
personal
the
into the
it
builds
not only
sense of triumph
and
new
people involved
planning
and
facilitating
of each
meeting
page
15
to
hold forth
insist
forth
so
to
that
empowers
in
the
listen
invent
Consensus
the best
together
maturity
with
way for
than
calls
again
give
group
than
generated
again and
but also creates
to
rather
work
solid
the
rather
us and
When
NOTES
QUOTES
is in
us
to
community
Starhawk
Dreaming
the
Dark
Part
Meeting Planning
II
Preparation
Planning the Meeting
wise
involves
facilitator
chef would never
great
cannot
materials
easily
to
This part
river
span
achieve
is
meeting roles to other
and
imagination
to tailor the
structure
You
Likewise
and
preparation
you thmugh the steps in planning
you ideas on
will give
how
must be flexible and
and
meeting purpose
to
and
methods
discussion
appropriate
members
staff
creativity
It
nor would
proper ingredients
with poor meeting
will take
general
design an agenda select
purpose
element of meeting planning
weak
with
success
of the guidebook
The information
meeting
each
begin the souffle without
bridge engineer attempt
facilitators
in
himself/herself
state
use your
to
agenda
your
assign
fit
own
your
own
situation
------------
----------
ELEMENTS OF PLANNING
the
Stating
Inviting
and
purpose
desired
results
participants
Selecting
meeting place
format and
Designing
agenda
Preparing meeting information
meeting groundrules
Selecting
meeting rules
Assigning
---------
---
Often
inside
planning
large
may
agency
meeting
be responsible
preparation
in
this
Though
including
facilitators
BPA
participants
many
people
from
outside
and mailings
another
may
not be responsible
they can play an invaluable
smooth
to assure
may be
the
and
successful
involved
agenda and
The
or superficial
for carrying
role
in
One person
agency
for setting the
This can lead to fragmented
facilities
activities
process
such as
for publicity
another for arranging
planning
-------
to
success
meeting regardless
out
by coordinating
key
or assisting
is
run
is
II
group
contains
the basics
discussions
and
of meeting planning
interactive
you
might use
it
preparation
meeting
including
meeting agendas
planning form
Strauss
Doyle
methods
the tools
for
planning
like the
following
page
To Make
Meetings
of ginup problem-
solving
To help you begin
how
planning and
How
Part
of any
of
17
Work
MEETING SUBJECT
Meeting
Coordinator
Date _____________
Location
Time
Meeting
_____________________________
Place __________________________
PURPOSE
DESIRED
RESULTS
PARTICIPANTS
AGENDA
Minutes
Method
Agenda Topics
page
18
CMEETING
ROOM FORMAT
PLANNING
SHEET
2D
ARRANGEMENTS
MEETING STAFF ASSIGNED
Chairperson________________________
Recorder___________________________
Facilitator__________________________
Resource Persons___________________
INFORMATION
Presentations
AudioNisual
Printed
TO BE PROVIDED describe
who
Aids
what how long
maps
Information
at
charts
A/V equipment
Meeting
Pre-mailed Information
Notification
Process
MEETING SUPPLIES
Media Contacts
OTHER NOTES
page
19
and
Stating the Purpose
Desired Results
No
wind favors
without
port
Clarifying
ship
of
destination
Reed
William
Aikido
Instructor
the
successful
decisions
Most meetings
or decision-making
accomplish in
Most meetings
you
identify
the
step in
meetings involve
entire
problem
solving
riding
one
problem
performance
even
in
cover
as sharing
the
problem-solving
more than one step
meeting and
on one step such
bicycle
all
steps
our
the planning
Define
problem
Develop
criteria
Develop
alternative
and
or in the
problem-solving
first
this
question to ask
meeting
Or
relates
you may
the
is
to
solve
clear picture
feedback
and
on
of the desired
Evaluate and
appropriate
how we
are
William
Aikido
doing
or
of
gmup
this
Reed
Instructor
Agree
\..
process
issues
and
concerns
page
20
solutions
chart
results for
solutions
solution
..____
The following
desired
on
may help
_____.
-..-you
your meeting
focus
problem-
for solutions
compare
an
may
meeting
depends on having
result
are
agencies
information about the problem
related
to write
clear
to
agenda
Occasionally
the
final
OFGROU
PHASES
very small
step
in
you do and dont expect
should reflect some phase
Your meeting purpose
needle or solving
threading
things
in
step in
meeting
step in
held to make
again are the five steps or phases of decision-making
Here
Whether
can
focused
specific
planning
Some
entirely
in
are
If
to
first
with the public customers or other
the participants
planning process
you
BPA
outside
are
on just what
clear
Being
crucial
is
work on some phase or
to
meeting leads everyone
to involve
whether
are held
pmcess
results
Very few meetings
meeting
planning
called
and desired
meeting purpose
statement
of purpose
and
MEETING PURPOSE
PURPOSE
To define
POSSIBLE DESIRED RESULTS
and
understand
To
Increased
problem
related
identify
issues
concerns
the interests
and
of people
develop
process
objectives
on the
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to
solve the problem
Awareness
of
different
or
criteria
alternative
solutions
and
compare
alternative
to
of opportunities
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on
procedures
working
on objectives or
list
of potential
effects
Rating
solution
plan or
conflicts
resolving
public involvement
schedules
plan
for solutions
criteria
solutions or parts
different
such
as environ
of solutions
interests
and
of solutions on different
of alternatives
according
strengths and weaknesses
in
to
for
mitigating
groups
criteria
such
or avoiding
or individuals
as
of alternatives
solving the problem
of impacts
and ranking
of alternatives
of areas of agreement and disagreement
Ideas for modifying alternatives
Agreement
and
economic
physical
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consensus
by the problem
together
Agreement
Comparison
on
for
for
on steps ground rules
process
Agreement
level
To achieve
affected
conflicts
on
effectiveness
solutions
the goal
of everyones issues and concerns
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Ideas for protecting
evaluate
achieve
the differences in interests
of potential
negative
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aspects of the
problem or goal
and individuals
groups
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mental
To develop
of
definition
or listing
scopingH
Understanding
on
participatory
Agreement
full
problem
To agree
all
regarding
or situation
by the
affected
and awareness
understanding
problem
or goal
need
RESULTS
and support
to
to
build
further
implement an action
action
page
21
consensus
or solution
Inviting Participants
Poor
and
participation
planned
meetings
that
help
will
Make
and
the
list
meeting to insure
will
Participants
refuse
to
attend
they
heard about
never
and
select
Follow
Anonymous
with
When
issues
it
was now
phone
was done
calls
air
lectures
shops
parties
grapevines
mutual
friends...tapes
others
Even
if
the
of
all
interests
List specific
at
represented
list
your
Ask each group
personal and
the invitation
another mailed reminder
meeting can be very
to
important
Post cards
effective
Let people
purpose
information
know what
to
If participants
need
to
be informed
Lack of information
this
on
builds
of powerlessness
Use
tool
powerful
substitutes
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and
through
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this
public
to
to leaders
Ask
and
reach people and
these
them
personal
and
contact in
of groups
people
are notices
process of direct contact
informed
interests are
it
for direct
tal.k
community contacts
your meeting
participation
groups and
Ferguson
before
or
Get on the phone
other
news-
your
Aquarian
and
officials
letters
Marilyn
as
reaching people
work-
photocopying
call
the meeting
motivate participation
books..
guidelines
Network
representative
wish to involve
this
to
Make
information provide
feeling
Use networking
verb
by conferences
travel
pre-meeting
and
some
well-
possible mail out the agenda
or background
distrust
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invitation
phone
days
communicate
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second
note several
Clearly
and
direct
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many
hazards
the meeting
at
that
that
Here
of
discussion
send representatives
up with
expect
of expertise
productive
Mail or telephone
steadfastly
meeting
to insure
nemesis
avoid these
groups that you would like to have
and
local leaders
of those you want
or areas
the
with the public
meeting planners
with others
list
of view
points
and
am
expectations
and
both internally
facilitators
specific
check
inappropriate
for
local
help in notifying
in the
to assure
media
that
target
important
represented
Conspiracy
Estimate
attendance
You
to
need
have
your discussion
be
page
22
sure
you
have
Good networking
general
methods
adequate
idea
If
of
unsure
will
how many
give you
feeling
for this
people to expect in order to plan
use the larger not smaller
meeting space and materials
estimate
to
Meeting Place
Selecting
The meeting environment
deserves
Li
careful
Choose
Church
than
inviting
government
or other
officials
Li
Check
for
Check
i.e
Li
Li
Insist
for
on adequate
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your way
who knows
and
who
display
make
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familiar to local
the best
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sure the
good
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charts
alive
you
other
with information
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on
people
space and
the
cant visit telephone someone
about
questions
is
large
groups
maps and
you can
space
name and phone
room
lighting
for small
meeting room to check
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ask specific
secure
obstmctions
or overwhelming
help the meeting come
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and
agenda and format
to
for displaying
can
finding
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will
visual
chairs no
space and
chairs etc
person
the
the
conducive
is
of any constraints
aware
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and
for elderly
access
room
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to
are often
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or
of the meeting
wall space
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and
tables
schools
personnel
agency
big groups
rapport and
not intimidating
and
institutions
are often
places
the meeting
movable
enough
and
friendly
meeting halls
buildings
these
easy location
that
user
local
accessibility
handicapped
Li
is
halls
campuses although
and
planning
that
building
participants
comfort
important in establishing
is
in
attention
and
open
the
room
number of
prepared when
walls tables
contact
you
arrive
for
meeting set-up
Think
about
the
participants
intimidating
building
the
that
message
or in
nobody
meetings held in an overly
different
message
one
If
meeting place
poorly
really cares
affluent
ventilated
about
setting
the
is
hard to find in an
cramped
meeting
like
of being too extravagant
room people may
On the other hand
an expensive hotel
get
may send
or showy
page
23
Designing an Interactive
Format and Agenda
Once you have
select
clarified
format
can
Meetings
are
you
participants
for
and
your meeting purpose
desired
to
set
identified
an agenda
and
interaction
group
be structured
meetings held outside
and
results
ready to design the meeting process
to
or
inhibit
such
an agency
audience
facilitate
as
BPA
there
In
participation
are basically
three
of
types
meetings
Briefings
Formal
public
Interactive
This guidebook
meetings
focuses
in
on the interactive
primarily
This type of meeting works
people fuUy
hearings
with
best
problem-solving
and
facilitator
or cooperative
format
meeting or workshop
is
most
useful
to
involve
planning
BRIEFING
briefing
Briefing
without
Formal
answer
Informational
Non-mteractive
information to
meeting held solely to provide
is
discussion
Since there
period
be unnecessary
The only
feedback
or
discussion
is little
of people
group
might be
interaction
and
question
facilitator
or participation
may
This type of meeting provides information but not two-way
communication
involvement
or
in
problem-solving
FORMAL PUBLIC HEARING
Public
Hearing
The rormal heanng
to
Formal
opportunity
Non-interactive
final action
May be adversarial
dialogue and
alternatives
in the process
Interactive
Meeting
Informal
Participatory
is
testify
have
Cooperative
competence
Consensus-building
agency
been
page
24
makers
Hearings
developed
of public
gives
the public
formal
often
The hearing
take
They
on
proposal
not
usually
in the
late
place
and evaluated
is
serve
an
for
after
process
as
before
forum
formal
last
step
input
heanng
public
that
uses
speaker/audience
one-way communication
aggressiveness
as far as the
staff to serve
wnicn
process
or comment formally for the record
interaction
stilted
persuasion
semi-judiciai
taken by decision
The conventional
produce
is
public
audience
as resource
speaking
is
concerned
persons and
It
skills
It
puts
format
premium on
determination
and
limits the potential
facilitators
tends
technical
of the
to
THE INTERACTIVE MEETING
The
Meeting
Interactive
and
dialogue
is
QUOTES
term for any meeting in which
general
shared participation
It
has become
of meeting format for involving people in problem-solving
type
development
especially
open-minded
creative
early in the
and cooperative
forum for exchanging
It is
building
from
work
groups and
all
meetings with other
the
fear
agency
unfounded
are
in the
within
that
agencies
may
testing
new ideas and
and
Interactive
speak
information
meeting formats
meetings or
as for public
facilitator
forced
chaos
and
open
into positions
or decisions
and confusion
clear the agenda
available
is
is
meeting
public
into
is
meeting purpose
and
if
and be
degenerate
FORMATS
INTERACTIVE
are several
These
planned
carefully
to help
the
through
group
an interactive
and
sharing
sample
the
meeting
agenda
among
for small
all
There
groups
27
so that
designed
participants
process that will work
discussion
is
or large
on page
follows
agenda
meeting that distinguish
from
it
hearing
discussion
methods
discussion
AGENDAS
of an interactive
characteristics
formal public
or
briefing
In
people to be
as to
moments
difficult
There
the
if
of cooperation
spirit
consensus
as well
the best thinking
involved
individuals
might lose control
not desirable or the meeting
fears
on
is
agencies
common
is
interactive
asking questions
based
are
and
encourages
and learn
well for meetings within an agency
equally
There
that
It
process
to listen
information
solutions
potential
available
planning
there
most popular and productive
the
each
information
is
number of simple
35
on page
beginning
Facilitators
best for
there
are
should consider the
meeting and
plan
it
into the
agenda
are seated
Participants
and
in
information sharing
table
If the
sitting
in
central
the
is
If the
large
area
presentation
meeting
is
small
many
If tables
tables
are not
large
can
arranged so that everyone
used and
arrangements are
seating
discussion
group
be around
with participants
style
people
should be arranged so that people are not
Alternative
to
may
this
may be workshop
it
small groups around
chairs
rows
meeting
most conducive
an arrangement
in rigid
sitting
on
illustrated
are seated
the
in
see
chairs
straight
next page
RECORDING PARTICIPANT FEEDBACK
In
planning
agenda
the
should be identified
provide
group
feedback
discussion
in
is
provide participants
ended
described
and
and
in the
method
concerns
be recorded and
when
Trust increases
both the group
documented
written
that
for
may
have
form
next section
individual
ideas
documenting
participants
individual
making
for
and
for recording
methods
comment form or through
that individual
will
the
In
comments
not get
an opportunity
method
addition
questionaires
full
feedback
it
may be
either
useful
to
through an open-
This assures
attention
to
for recording
people
in the discussion
consideration
page
25
NOTES
INTERACTIVE MEETING
Try
an arrangement
Avoid
sit
in
that
when possible
rows
looking
at
people to see each
allows
the
each
FORMATS
fonnat in which
speakeraudience
othefs
backs
Large
Meeting
and to work
other
Here
are
in
groups
participants
some suggestions
Facilitator
Resource
easel
Workshop
Persons
Style
Recorder
semi-circular
arrangement
of
allows
tables
whole group
andsmallgroup
discussions
Small
Resource
No
Meeting
tables
Workshop
Semi-circular
Style
seating
Facilitator
Recorder
c3
\easel
Facilitator
Chair
easel\
Resource
_______________
Recorder
Small
Although
to
many
each
meeting
interactive
is
different
the
following
arranged
round
table
agenda
meetings
TYPICAL
AGENDA
Welcome
introductions
Review of meeting purpose
and
agenda
Informal presentations
Question and
answer
Group discussion
problem-solving
Individual
page
26
or
tasks
feedback
Summary and
period
brainstormng
closing
written
Meeting
Tables
comments
items
are
Workshop
into
common
Style
one large
CSAMPLE AGENDAD
The
MEETING
facilitators
be used for group
to
and
discussion
feedback
for discussion
to
and
the
methods
can be used for
agenda
simplified
be useful
fomi can
detailed
this
though
Meeting
should reflect both the topics
agenda
everyone
coLPartic1Pants
21
May
Date
30
Time
Community
Location
PItt
Central
Place
Meeting
Center
Hall
PURPOSE
To
evaluate
and
compare
in
order
use
this
to
the
four
alternatives
information
to
for
the ___________
recommended
plan
develop
study
RESULTS
DESIRED
list
of
and
strengths
weaknesses
of
each
alternative
perceived
as
by meeting participants
Awareness
of
PARTICIPANTS
AGENDA
Minutes
of
level
of
ideas
consensus
local
residents
meeting
the
Background
problem of
Presentation
and
purpose
groundrules
Presentation
how
15
Questions
30
Review
of
The
_______
alternatives
were
they
on
and
possibility
acceptability
landowners
Facilitator
using
chart
Project
Same
charts
slides
as
above
Facilitator
Preference
altern
using
engineer
and
alternatives
increase
Summary
chart
Facilitator
potential
Are there
Individual
using
Answers
Alternative
Which
Chairperson
developed
of
each altern
Strengths
Weakness
of each altern
10
and
increase
Method
Agenda Topics
Agenda
30
and
FORMAT
Welcome
15
alternative
modify alternatives
5080
about
Expect
for each
support
to
have
to
and
Open
most
for
consensus
any
ways
to
list
resource
leads
persons
brainstorm
major strengths
weaknesses
discussion
facilitator
main points
led by the
recorder charts
facilitator
summarizes
consensus
Comment
Closing
Forms
Written
by
Chairperson
page
27
participants
facilitator
Prep artng
Meeting Information
Often
before
meaningful
informed
on
provided
with any background
This can
be provided
itself
this
rescue
is
or too
Once people
.reveal
that
we
hear
is
are
fully
is that
attentive
few minutes
tune
at
the
bad
Many
meeting
that
are
form
working
in
had
to
poorly
form of meeting sabotage
presentation
together
have
confused
boring
is
presentations
out during
facilitators
it
is
positive
Be
listen-
listeners
only for
the
and concise
brief
After
this
listening
sometimes
difficult
energetic
way
much
two
into
presentation
or more
time for less than 20 minutes
Plan the presentation
fatigue
rises
If
quickly
parts with discussion
discussion
more time
is
time as presentation
needed break
in
or questions
between
the
Allow
as
time
of
presentation
Athos
The
of the meeting
beginning
comprehend
Most
so tiring
provided
is
process
of what we
The reason
ing
and
off
impossible to get everyone
listening
30 percent
only
first
of the
the entire
Making
long
turn
better
to participate
ability
information orally and/or in written
from oral presentations
participants
organized
Studies
can affect
done
become
to
mailed before the meeting or in the invitation
information
this
need
participants
Before the meeting they should be
information necessary to their
in materials
be set aside to present
may
occur
of the meeting
subject
though
Often
time
How
the
can
dialogue
Art
Avoid
being wordy and
Pascale
Edit edit edit
of
information in unnecessary
Japanese
Dont drown
repetitive
Avoid
details
technical
the
jargon
Management
Be
and
objective
give
shoes
participants
information toward
Use
on
Do
chart
Be
projector
dry
Ask people
Provide
resent
page
28
particular
to
hearing
the
Practice
play devils
weaknesses
lot
want
to
Put yourself
These
and
and
and missing
facts
slides
charts
and
clear
range from
can
wall
the
before
ask
facts
the
in
simple facts
or an overhead
from
readable
the presentation
staff or
it
selected
group
This
will
your presentation
and information
evaluate
distance
hard questions
of oral information with nothing
information and
outline
in the
of view
point
advocate
of critical
by making an
Begin
know
not to manipulate people by slanting
is
sure everything
handouts
remember
careful
paper to maps
run
out
help point
and
aids while talking
visual
written
Be
facts
the important
of the facts people most need
throughout
may
Participants
in their
the
hands
meeting
to
help
them
Selecting
Meeting Groundrules
Groundmles
establish
usually
are
trust
set
process
Facilitators
can
and
disputes
and
groundrules
brief
the
work out any
and
helpful
is fair
The
so forth
gmups
and
is
or
objections
not policing
or creating
much
too
individuals
goal
its
with the group
Be
for
Keep
careful
The groundrules should be perceived
simple
agenda
participation
modifications
They
Groundrules
maximize each
to
toward
progress
group
to all
discussion
idea
in
together
equitable
but should always check
suggest groundrules
concurrence
and
that
procedures for group
while sustaining
contribution
practical
assuring
time limits and
items resolving
procedures for working
agreed-upon
by
as friendly
and
formality
rules
SOME EXAMPLES
ASKING
Please
QUESTIONS
wci
hold your questions
have
we
Because
during the presentation
After
of fifteen
minutes
question-and-answer
from each
have
group we
large
person
until
period
will take
has had
everyone
only one
chance
to
question
ask
question
SI-LARING
In
DISCUSSION
limit tneir questions
order
to share
will interrupt
that
comment
WRItTEN
COMMENT
have
lfyou
If
We
and
ask you
move
will
to
written
your OWfl
appreciate
people
minute
After
or
your question
someone else
we
comments
words
with us
copy
that
one
tinalie
to
time you
the
ask
about
to
within
have
we
ask you
the
taken
to
one-minute
to
these
prepare
will include
these
in the
of the meeting
record
As we
ideas
comments
in
will leave
you
or
prepared
sumrnariie Inese
limit
MEETING
RECoRD
then
lime we
the discussion
on
we
taLk
the
will
record
each
Please
newsprint
persons suggestions
stop
me
and point
our
and
we
if
miss anything
BRAINSTORM
During
is to
the
he no
everyones
brainstorm to
discussion
concerns
or
are
list all
issues
evaluation
listed
before
and
there
concerns
We
want
we
discuss
to assure
that
them
more
page
29
next page
QUOTES
NOTES
MOREEXAMPLES
DATA
If
DISPUTES
there
information
we
clanfication
after the
If them
any
AGENDA
group
are
would
aside the
These
are
are
has been
build
helps
the
first
list
half
the
in the
item
over factual
group
record and
not on the agenda
or topics
lets
discuss
list
now
them
no
issue
fixed
in
formulas
group
to
disagreements
for
opportunity
for
setting
members
to
the
will set
these
groundrules
on
agree
that
We
hour of our meeting to address
are
seek
meeting
issues
everyone
serious
having
may be
discussion
to get
way
will
like to
last
only examples There
Groundrules
group
any unresolvable disagreement
is
When
process
groundrules
for
agree on something
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teamwork and cooperation
Assigning Meeting Roles
does
facilitator
work
not usually
important for interactive
alone
meetings and
There
group
are
three
other
roles
that
are
problem-solving
Chairperson
Recorder
Resource
Each
of these
spirit
People
their functions
If
you
more
page
30
the
roles
and
the
group
In the essence
group
function
at
its
highest
should prepare themselves
small meeting you
if
to
combine
you have
serve as recorder
separate
facilitator
helping
by
of team
level
of
clarifying
meeting
efficient
or
the
to
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serving
in the
resource person
could
contribute
are facilitating
be
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roles supports
they each
creativity
Persons
When
roles
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more than one
need
person for each
chairperson
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resource person one
possible though
it
works
best
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role
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serve as
of them also
keep
these
roles
The Recorder
them
if
Traditionally
by someone taking
or transcript
itself
of
technique
or by tape
meetings
recording
making
tool for
used by
in
facilitators
woshops
Used well
ment among
group
which
interactive
all
done
by
stenographer
record
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facilitator
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team
page
31
information
QUOTES
NOTES
ROLE
THE RECORDERS
Be
neutral
Use
Catch
goals
from group
issues
and
form
discussion
especially
for listing
concerns
criteria
objectives
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page
32
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Sometimes
THE CHAIRPERSONS
meetings
it
may
the
be best to
ROLE
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The Resource Person
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feedback
participant
answer
is
and
to present
role
if
knowledge
he/she
is
may be
fully familiar
adequate
with
all
the
necessary information
page
33
QUOTES
NOTES
RESOURCE PERSON
SUGGESTIONS FOR CHAIRPERSON
Be
Give
brief
Work
on
with
the
clear
answer
on when
the
and
talkative
Avoid becoming
agenda
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try to
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back
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for
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how
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meeting will be
will report
results
back
them
good
How
page
source
for
more information on planning and conducting
To Make Meetings
34
Work by
Michael
Doyle
and
David
meetings
Strauss
is
to
Group
Discussion Methods
Facilitating
The
heart
and
soul
alert
and
attentive
fully
discussion
stay
structure
perceptions
various
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leads to
everyones
discussion
group
talk
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role
to
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group
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minimum
at
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necessary structure
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results
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provide
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to
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participation
participants
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begins
Some people may ask questions
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primary reason
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the talk
causes of the problem while others
the
facilitators
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to his/her
ways
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focused
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of
at
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on
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same time
the
discussion
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clear
stating
direction
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for
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discussion
good
discussion
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freely
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question
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channeled
closely
sure that
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structure
little
and
voice
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intmduced
the discussion
or intervention
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guided by the use of methods
heard
and
all
ideas
be allowed to flow
can
the facilitator
like
expressed and
or
it
can be more
brainstorming
to
be
understood in the time
available
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information and perspective
that we need
on problem
we
must stimulate
with questions
seeking to fix
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planning
decide
your meeting
how much
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time the group
whether
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simple and
to
use
specific
common
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can
formulate the questions
spend on each
discussion
question
method
for
discussion
or task
Following
ambiguity
and
we
decide
are descriptions
the
mind
Rather than
or avoid the
of the situation
should seek
to
meet
Aikido
techniques
Instructor
Question and
Round
Answer Period
Robin Feedback
Brainstorming
Group
Weighting/Prioritizing
Group Balance
Sheet
page
35
it
head on and understand it
William Reed
Group Discussion Method
Question_and Answer Peiiod
meetings that begin with an informational
In
time right after the presentation
aside
discussion
general
BPA
and
other
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to
or fifteen
feel that
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want
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ten
assign
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before
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that
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set
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asking questions
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Ask them
period
question
seeking additional
under
asking people to hold their comments
groundrule
or issue
hard for people to separate
See Part
III
for
on
guidance
this
meeting
Group Discussion Method
Round Robin Feedback
round robin
upon each
is
person to offer an opinion
group you can
set
structured
to
way
person has had
provides
page
36
procedure in which
time limit on
ensure that each
chance
to
make
thIs
you
around
go
or to make
for
each
table
suggestion
group and
or
In
summary statement
person
The round
person has stated his/her
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___
concerns
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robin
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in
report
when
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of two alternative
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have
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round
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Group Discussion Method
Brainstorming
Brainstorming
discussion
of the most popular
one
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works
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__________________
PROCEDURES
Present
brainstorm
time limit
Set
depending
Ofl
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10
20 minutes
participants
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see next page
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flow quickly
the time
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up or
all
ideas
arc listed
----------------_________
page
37
in
NOTES
NOTES
QUOTES
Review
the
on
sheet
also
clear
to
brainstorming with
for
groundrules
of chart
paper
Be
blackboard
or
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PARTICIPANT GROUNDRULES
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38
many
of the most
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page
one
tension
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CONCERNS
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39
the
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Group Discussion Method
_____
Weighting/Prioritizing
paga
BRAINSTORM
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Round Robin
to
Hold
Sharing
Gaps
How
METHODS
DISCUSSION
Information
problem
the
listing
problem
simply means having
dilemma need or
page
issue
41
under
related
issues
does not mean
common
consideration
EAS FOR GROUP
MEETING PURPOSE
To
identify
individual
issues
concerns
interests
related
to
FOR DISCUSSION
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are
How
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FOR DISCUSSION
our interests
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MEETING PURPOSE
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METHODS
DISCUSSION
and
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How
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DISCUSSIOND
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environmental
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set
of criteria
engineering
METHODS
DISCUSSION
Draft
Evaluate
Ask people
reasons
to indicate
why
Ask
Brainstorm
Discuss the
Group
page
42
Rate
Present
which
and
or
criteria
for modifications
Discuss
list
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Without
seek areas
Rank
of
criteria
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page
43
simple
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rate
or rank
fill
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for
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CIDEAS FOR GROUP DISCUSSIOND
M1IIi1EUEQSE
To
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modify
METHODS
Discussion
the table
fair
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Open
group
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reports
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Mediator
impasse
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may wish
to
44
If
is
and
Be
sure that
decision-makers
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record
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majority
and minority
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agreement
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you
Part
III
Facilitation
Meeting
NOTES
QUOTES
The Functions and Practice
Of the
Part
wifi
III
will
take you through the meeting process and
and
performed
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used by the
practices
give you choices in responding to
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Strauss
Doyle
How
To Make
Meetings
page
45
Work
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REVIEW THE AGENDA AND MEETING PROCESS
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to stay
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relaxed
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following
page
47
NOTES
NOTES
QUOTES
Relaxation
Find
minutes or go outside
Next
or stand
sit
on
knees
10 to
from
release
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Centering Excercise
48
to
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HELP SET PEOPLE AT EASE
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this
NOTES
QUOTES
time to help people get acquainted
this
BE CASUAL AND SINCERE
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team
meeting
be there or connect
to
in corners
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let
people to enter
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Dont hide
being
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TIME TO PROVIDE INFORMATION
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OR WELCOMING
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INTRODUCE YOURSELF
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page
49
of
Changes
QUOTES
NOTES
work smoothly
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GET THE PARTICIPANTS
to create
to
discussion
considered during
are
understand the role of the recorder
written
is
good meeting
their roles or have
explain
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If
else
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together
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ideas
all
My job
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person
ASK PEOPLE TO LISTEN CAREFULLY TO EACH OTHER AND SHARE
THE DISCUSSION TIME Emphasize that the meeting is an interactive working
session and
that the
THE MEETING
IF
stating
or
position
only their name and
of time
This
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IF
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and
attend
state
the
their
meeting
interests identified
along
IS
SMALL
good way
listening
time limit on this so that
location
Susan
page
50
and
Im
Im
to
state
in respect
task and
time to
to technical
and
speak
it
awareness
to build
person
line
representing
here to listen and
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establish
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Jones from Prairie County
of the transmission
Smith and
power
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Im Dave
of special
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under 20 people you can
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move
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opinions
IS
everyones
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Im
additional
QUOTES
Setting the
Agenda
and_Groundniles
Either
the
the
or the
chaiiperson
meeting although
this
can present
facilitator
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hisher role with the group even
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MAKE THE AGENDA
blackboard
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ALLOW
SILENCES
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Sometimes
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TAKE TIME TO RESPOND TO CONCERNS
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difficult
Listen
to include
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concerns
be
has
planning
this
in the
agenda but
Brainstorming
is
also
one
page
51
NOTES
NOTES
QUOTES
Group Discussion
Facilitating
You
now
are
ready to begin with the content
accomplished
and
tone in the way you
the
with participants
interaction
opening
and
cooperation
have
the
given
down
work
to
What
have
established
its
group
first
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seeking approval of the agenda
get
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greeted
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in the
and
to
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mutual
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agreement
prepared the ground
on
conducted
way you
come
already
cooperative
participants
to
here depends
have
set
of fellowship
sense
opportunity
have
have
in the
before the meeting and
You
procedures
meeting team
You
of the meeting
of your role as facilitator
deal
great
for the
to
group
circumstances
of
your meeting
The
The
difference
authentic
aware
leader
guide
needs
and
the
and
of
each
discussion
first
may
it
of the
the functions
suggest choices and
and
But
group
will describe
guidebook
situations
for
strategies
in three
help you to see yourself
facilitator
during
handling different
distinct
roles
during
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hard-sell
OPENiNG
advertiser
assist
Aquarian
the
OPENING
Each agenda
during discussion
CLOSURE
item or group
what
groundrules
We
will
they
are
task
will
we
then
them down
participants
clarify
page
information
along
52
if
to
task
group
clearly
have
for
period
is
allocated and
with background
until after the
presentation
the
Following
answering questions
OK
time
minutes for the presentation
fifteen
lets
so that participants
procedures you might say
provide you
hold your questions
on
You
presentation
the
presentation
begin
DURING DISCUSSION
begin to interact in
both the process and
move
or
how much
accomplish
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discussion
into
INTERVENING
Once
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order to remember them
in
fifteen-minute
move
to
brief presentation
of time please
have
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each
to
should be introduced
expected
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we
on people and
call
For example after opening
apply
begin with
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to
DISCUSSION
understand what
In the interest
discussions
group
BRINGING
Conspiracy
items or group
agenda
INTERVENING
Marilyn Ferguson
The
this
discussions
wielder
power
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rest
group
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inarticulate
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conflicts
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the content
or
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meeting
of discussion
suggestion
and
that
facilitator
intervenes
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very well together
help
carefully
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the
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call
group
to
observes
on people
process
each
other
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to
cooperatively
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needs
group
be intensely
from
On
for the
involved
like
intervenes
back
traffic
in the discussion
Some
on track
in
intervene
tension
is
QUOTES
NOTES
if
only
or hostility in the
over the process the
which
are verbal
be described
will
facilitator
may
the discussion
order to clarify
in the
which
in
interruptions
simply non-verbal
are
there
if
to
facilitator
once
at
Some
by
standing
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task
its
during rush hour keeping
cop
kinds of interventions
many
are
pages of this guidebook
hand
floor or confusion
flying off in six directions
There
discussion
the other
on
focused
staying
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during
assistance
group competition
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discussion
sharing
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point
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expressions
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has just made
group
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to
starts
hands palms
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holding
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and
One
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ship
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interests clarified
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time
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closure
to
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completed
or intense
or
to
may
ramble on far
or achieved
hesitates
participants
to
giving
Harmon Auto
stranded
group
started
goal
conclude
are
page
53
it
it
away
had so much authority
Paul Reeves
for
can be harmful
Since
never
CLOSURE
function
long or
so
set
to
insults
personally
in the
suggestion
much
Bringing closure
too
works
of standing
participants
and
group
moment
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issue
to situations
chance
interrupted
BRINGING
important
may
has had
groups
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group
several
silently
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interrupt
facilitator
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if
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without
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their individual
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satisfies
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solve
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state
outward and
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acknowledges
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slide into
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calls
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into listening
If this
participants
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back
get
or surprising comment and
controversial
reaction
in
Foreman
Parts
unwilling to cut each
NOTES
QUOTES
Having
to
facilitator
discussion
When
an
is
art
discussion
several
to
things
other
off
play
help
It is
group
BE THE TIMEKEEPER
discussion
This
does not appear
people and
may focus
work emerges under
group
SUMMARIZE
they have
We
have
witnessed
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closure
to
eager clumsily
consensus
with
discussion
get
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Bringing closure
do
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short
getting
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time limit
the
most
creative
of closure
the pressure
so that the
and
to
group
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of agreement
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what
for
feeling
review the main points
listing areas
still
to
the talk
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extend the time or set
speed up the discussion
may include
too long
facilitator
when time
group
be near an end
of discussion
has gone
closure
for
ready
Remind
to
relief
the
near completion
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welcome
be
that
made
so far in
disagreement
attention
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toward
effectively
only
the
is
THE DISCUSSION
have
Point out any areas
events
of organizational
building
flow
and
can
discussion
more than simply ending or stopping
task
group
the
conclude
role
this
in itself
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see
the
over-
deStrOy
ask each
might
premature
plunge toward the finish line
Pascale
Athos
WAY FOR THE GROUP TO COME TO CLOSURE
SUGGEST
opinions
need
or
concur
Management
attention
the
you might focus
group
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to
Check
with your summary
BE AWARE THAT TIMING
you may
cut
the discussion
concerns
are
on
the other
hand
the
off
IS
to
make
summaiy
the discussion
see
if
there
is
prematurely
and
If
an edgy but cooperative
too
long to bring
group
The remaining pages of
closure
to disintegrate
the
guidebook
into
confusion
will present
54
still
they
needing
you push too hard
have
can cause group
each
di$Sioflfld$UggeStItSIXMlSeStodjffere
page
else
if
before the best ideas are heard
table or potential elements of agreement
waiting
that
or questions
ask people
anything
ALL IMPORTANT
You
statement of his/her
or two issues
on one
group
or you might summarize
attention
The Art of Japanese
member of
emerged
fatigue
On
or allow
or conflict
function
all
of the
SlttIatiOflS
NOTES
QUOTES
Remaining Neutral and Impartial
To be
and
neutral
impartial
is
No
not favor one
to
preference
or prejudice
beliefs that
shape our attitudes and
know how
referees
sports
themselves to
no
and
fair
you
for
else
the results
like to
AVOID ANSWERING
back
role
to participants
of resource
your answer
are likely to
neutral
On
unclear
or confusing
restating
in
it
hand
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BE AWARE OF YOUR
and
call
If
defensive
You
people to talk too long
now
and
then
if
you
Interpreting
As everyone
knows
misunderstood
among
building
clear
call
awareness
of each
provide
all
discussion
given by resource
Several
that
on people
who
shy or inarticulate
men You
process
might allow the
ask
are typically
with
distorted
clarify
exaggerated
and
information being shared
in
and
made
They
problems typically
an
concerns
at
the
beginning
of meetings as
base of information needed
occur
for
The presenters
informed
if
theyve
not place
out
way
provided
to
group
not done
page
55
talk
about
sides
blame
information
by each party into
upon which both
From
Community
Center
and
meeting
of the issues or problems being addressed
persons
parties
not take
solutions
more
and
find
solutions
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are
Or you might
Stop
possible
Does
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sides
to
is
both
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interest in the
DO
both
to
questions
appear
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manipulate
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Asks
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BIASES
everyones
with
disagree
assist participants
others interests and
participants
you
MEDIATOR
in the
not the expert
of participants
expense
help interpret and
understanding
Oral presentations
the
are protecting
WHAT DOES THE
questions
may not
answer
interpreter
are
information can become
or
and
can unintentionally
who
asks
if
Clartfying Information
Facilitators
participants
at
ask
puts
someone should
on more men than women or more women than
yourself
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clarify the
are the
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ISSUE
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OWN BEHAVIOR AND
ignoring
role
this
person has given an answer
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meeting leader
assertive
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articulate
be in
if
from bias
values
hand
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of facilitator
to participants
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ON AN
of your role as
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numerous ways
in
serving
POSTITION
instead
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to
have
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TECHNICAL QUESTIONS
person
you
when
speak to the issue
or resource
all
of the meeting
remind him/her
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another
We
But facilitators like mediators and
rather
process
above
neutral
entirely
opinions
OR TAKE
your opinion
someone
is
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open
interest in influencing
NEVER DEFEND
one
Board
for Policy
Training
QUOTES
NOTES
their
homework
may
well
presentations
or get on with discussion
SECURE AGREEMENT
agenda
This allows
to
to
you
ask presenters
prevention
to
expressions
not sure
TIME LIMIT
few minutes before
Of course
remarks
rehearsed
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Put
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time
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GROUP FOR UNDERSTANDING
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Or the
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PRESENTER ON
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gmup
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WITH
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Facilitators
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PRESENTATION APPEARS TO BE CONFUSING OR
INTERVENE 11
who may begin to ask
barrage of
TOO COMPLEX FOR PARTICIPANTS
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Ask
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AVOID DEFENSIVENESS
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ACKNOWLEDGE
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arrived
The
information to them
need
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and
data
told
went
were
out
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After
their frustration
settled
down
complete
page
56
for
this
the
noise
more
warned
walk-out
data
date
in
information
to
to
that
If
see
some
sort
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issues
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participants
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facilitators
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for
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illustrates
presented
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extreme example but
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participants
INFORMATION
be prnvided
information that cannot
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CLARIFYING
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QUESTIONS
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participant
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QUOTES
or her
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help interpret by paraphrasing or restating the infonnation
and/or by asking open-ended
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Some
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of questions
types
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TO SPEED UP THE DISCUSSION
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flow of discussion
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see
what
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page
57
NOTES
This intervention
NOTES
QUOTES
the
sped up
providing
when
to
and
if
When new
ideas
or facts
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may be
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page
58
finished
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page
59
Summarizing and Stating
NOTES
QUOTES
the Progress of the Meeting
The
facilitator
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SUMMARIZE
Check with
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page
61
NOTES
Accepting Emotion and
Dealing with Resistance
NOThS
QUOTES
Transfoiming
the mark of
is
solving
difference
win-win
outcome
To
is
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Harvard
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NOTES
QUOTES
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to discussion
You
comes
or interaction
in the
dont
your frustration
form of silence
Perhaps
there
cant address
are
the
with the lack
is
hidden animosities
pmblem
or
be afraid to
people feel that the meeting
until
of
waste
of
or the
you identify
it
and people feel safe to speak honestly
WATCH YOUR OWN REACTION
Contml yourself not others
Stay calm
page
the
water not
An
the other
often
Be
63
the
rock
old saying
and
NOTES
QUOTES
Dont move
centered
being uncomfortable
from
free
too
quickly to smooth
Allow circumstances
emotions
Become
problem not each other
another participant
can
all
of
learn
youll
with
he
said
simple
never
kinds
really
trick
lot
get along
all
if
you
Scout
better
understand
more
generate
sion
and
you climb
resource
to
we
can
on
your farming
to
attack
the
or on
When
you say
that
by construc
operation
about others
do
to
yourself
For example
problem
not expenencing
this
avoid this disruption
Kill
Mockingbird
THAN MAKE STATEMENTS
while questions
resistance
have
requested
In
proposal
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hope
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enough
continue
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and
environment
in
first
is
to
keep
of the meeting
which
they might become
During
meeting
information sharing
it
in
about
more
gmundrul.es
makers or
offer
page
ideas
64
in
taken
Once
reduced
it
following
order to address
other
and
mean
does not
of view and
Some
fully participate
or encourage
is
creating
causes of resistance
or fmd access
people to look
information can
the
information later
Hold
Determine
areas
where
dialogue can
Brainstorm
how
the
take
maps or review information
discussion
can
place
process can
in
people to address
to
general
at
the
and
after the
meeting
talk
review the procedures
Talk
be strengthened
to
and
discussion
not be provided
meeting results will be reported
additional
can be verified
it
ask resource
process
trust
at
or individual
necessary information
to
how
discuss
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provide
the
Discuss with the group
questioned and
meeting or the decision-making
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their point
break to allow more one-on-one
MISTRUST OF THE PROCESS
assure
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with each
resistance
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informed
better
take
detail
to
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may have
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these
is
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resistance
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steps in
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LACK OF OR POOR INFORMATION
If
action
responses are
possible
how
community
way
determine the cause of the resistance
someones opionion
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the resistance
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in the task
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here feel the same
others
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might say Whatever
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of everyone
interest
through
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leaders
premature debate
response
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WAYS TO REDUCE RESISTANCE
POSSIBLE
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Do
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disagree
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may say If you push this
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Harper Lee
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as
ASK QUESTIONS RATHER
person
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point of view...
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doesnt care
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people are
they are more likely to get down
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SEPARATE THE PEOPLE FROM THE PROBLEM
First
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with
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Mr Smith
heated
comfortable
Remember that
of difficulty
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during periods
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to
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considered by decision-
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participants
to
OF POWERLESSNESS
FEELINGS
heard or not being able to influence
Record
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if
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healthy
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on
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as facilitator
recorded and
shared
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them
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then you
the
but people are
of opinion
differences
meeting
and
disagreement
NOTES
QUOTES
involved
based
is
in the
together
them
are
of not being
fears
peoples
of the meeting or the
process
outcome
and help assure
visibly
for seeing
respon-sible
Address
the
dont have
really
reason for working
problem
together
Simply
continue with your meeting process
Sense of Humor
Maintaining
of humor can
sense
of separation
feelings
now
ourselves
It is
and
now
maintain
If
and have
in
humor
little
your
own
help
release
rise
above
this
sense of
are
help
humor
not
youre
There
yourself
laugh
at
joke or
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is
appropriate
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comedians
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to
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comfortable
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transcend
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or laughter
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facilitate
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rapport
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Group Find Win-Win Solutions
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groups
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win-win
not have
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the losses
and
gains
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are
woited
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process of solving
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together
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principled
negotiation
method
mutually
results
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exploit
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facilitate
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or solutions
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reach
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wise
agreement
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group
premature
behind them
community may
park in their neighborhood
members of
avoid taking
take
position
but their interest
is
the
opposed
to
maintenance
page
65
to
positions
dig yourself
them
Fisher
IINTERESTS
on
the transactional
of digging
to
consensits
efficiently
Getting
understand each
interests
options
satisfying
parties
costs
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on basic
and fair standards
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to
the
without
Facilitators
contrast
focus on
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in
bargaining
or
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diminish any party in which
order for another party
teams or
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positional
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win-win
solutions
that the
have
or
guidebook
when everyone
successful
which does not harm
one
this
aware
accutely
solutions
on
as
problem
satisfied
absorbing
become
conflict
resolving
creative
the
have
you
been
and
Ury
To Yes
of
NOTES
QUOTES
neighbothood
quiet peaceful
may become
overused
can be
met the
If their interest
parks
will
be contained and
and
benches
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to find
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ways
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Art of Japanese
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shore
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BROADEN THE OPTIONS
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think
down
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POSITIONS
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INVENT OPTIONS FOR MUTUAL GAIN
creative
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green
the
INTERESTS
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park because
by children not because
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WORK TO RECONCILE
bers
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noisy nuisance
become
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inventive
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and
imagination
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the
Getting To Yes by Roger
paperback
William Ury of the Harvard
Negotiation
Project
Working with Problem People
Inevitably
discussion
between
what
the
protecting
from
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himther correctly
66
few participants
everyone
the
group
is
The
being overwhelmed
is
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by
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meeting
facilitator
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your intervention
page
be
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THE MONOPOLIZER
suggest
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QUOTES
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LONG-AND-WINDY
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and
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move
to
out that you
on
provide
any
page
67
NOTES
QUOTES
NOTES
to the
mformation
force
There
the
would
group
other
may be many
difficult
should help you develop
ideas
Be honest
that
him
Tell
direct
polite
intentions
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own
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slowly draw
advice and
of problem
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pick up from you
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people but
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strategies
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situations
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patient
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group
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Closing the Meeting
How
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next steps
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or follow-up
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in the
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readiness
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for
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time
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table
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ment
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CLARIFY
MEETING
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transcript of ideas or comments
report
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WILL HAPPEN WITH
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down
people by suddenly concluding
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Discuss
influence
68
to
WHAT
decision-makers
page
group
was and
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call
vociferous
BUSINESS
give
NEXT STEPS
meeting results
paper
dont
this
or meeting opp3rtunity
agenda
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DISCUSS
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provide
perspective
OF THE MEETING
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speak further with participants
litator or the
can
TO BRING CLOSURE TO THE
TIME
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RESOLVE ANY UNFINISHED
agenda suggest
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item before concluding
agenda
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closure
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IT IS
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meeting
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and
important as
about the success
impression
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close
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TO EVALUATE THE MEETING
INVITE PARTICIPANTS
formally through the use of
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THANK THE
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informally
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discussion
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Show
people your appreciation
for their
time
efforts
page
69
QUOTES
NOTES
Common Dilemmas
circumstances
Unexpected
Below
summary of
is
and
put the
challenges
information in Part
the
contained in the form of suggestions
for
III
facilitator
the test
to
of this guidebook
common
responding to
meeting
dilemmas
DILEMMA
Too
for
many
CHOICE IN TACTICS
people
appear
Conduct
quick search for
nearby room or additional
rooms
the meeting
Conduct
the
meeting and
offer
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the
meeting and
acknowledge
second
meeting date
that
for
overflow
may be cramped
people
and
uncomfortable
Demonstrate
listen to
sincere
concems
all
despite
Consider modifying
group
discussions
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with the meeting
room
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and
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and
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for
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meeting
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participants
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attendance
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70
the
time
speakers
base of input you
page
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to
carry
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takes
and
to
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item
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at
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about..
specific
hidden agendas
cooperate
of their personality
individuals
by asking Is
ones to contribute
with something to add
If
before groups because
invite
want
be quiet
or deeper
to
need
say
Wait
as
not wanting to
some help
long as necessary
What
do
for
people to respond
Show
that
you
comfortable
are
with occasional
pauses or silences allowing
for reflection
If silence
and
check
not move
means
that
there
for
completion
the
group
on
is
nothing more to say summarize
by asking
to the
if
there
next agenda
is
anything
the discussion
else
to
add and
item
CHALLENGES AND
ATTACKS
In general
Treat them as opportunities
that
can pruvide
new
insights
and
breakthroughs
Remain calm
and
non-defensive
anger
fear discomfort confusion
Thank
the
page
71
attacker
for so freely
Acknowledge
the
othefs
feelings
or frustration
expressing his/her
point
of
view
of
if
people fmrn
Separate
problem by focusing on
the
the
issue
rather
than the
or behavior of the person
personality
Be honest and sincere
than in control to increase
rather
credibility
and
to
gain trust
Avoid
snide
Never
Ask
if
yourself
Check with
the
to
the
Check
agenda
the
set
may expect
Demands
to
prepared
comments
the
read
at
to
the
the
concern
fulfill
the
of the meeting
purpose
or request
is
covered
already
to satisfy the
way
whether
an
or not
desire
groups
theres
see
if
there
may have
to
is
the
in
without
concern
support for the request
merit even
though
change you
requested
large
small
at
to
If
so
be
you did not anticipate
can gain valuable
it
input and
meetings
in
people
its
you want
that
people are more likely to expect
meetings
be involved
Assure the group
into
helping to
concern
the
whether
group
that
agenda
be
of the group
trust
Remember
is
represents
request
so by acceding
earn the
Dont
agenda
The
flexible
most obnoxious
the
Ascertain silently or by asking the group
group
whether
the
Check with
If
demand
the
Determine
changing
you understand
sure
request
to see
agenda
even
to
no matter how tempting
in retaliation
or saitastic
make
to
individuals
Challenges
attack
insinuating
Paraphrase
humanely
martyrs respond
creating
challenger
may
formal
more open agenda
expect
and
development
their
information and
that
it
will
be read by
the staff
record
Remind people
wants
to
requires
speak
that
developing
Ask
if
point
the
72
for the
thoughtful
to
do
of view
by
time and
presentation
carefully
person would care
time allotted
page
of the meeting
purpose
so and
adhering to time limits for each
Express appreciation
his/her
the
the opportunity
to
is
that
to
allow everyone
accomplishing
this
who
purpose
speaker
effort
and
reading
summarize
this
that
person has expended
the staff
wants
to
in
consider
it
those
written
comments
in the
Attacks
on written
questionnaires
or
comment forms
used
the meeting
that
Explain
this
that
process ensures
even
those
who
people
not to
prefer
speak in front of groups wifi be heard
in
State
such
that
process helps ensure that the number and
of view will be documented
with the concern
Empathize
Be
to
sure
Taking
have
heard
that
such
and
discussion
comments may leave people
mad
in the
or
used
meeting
and
alienated
feeling
of points
diversity
responses may not get
time for oral comments
written
only
and
controlled
Ask
member of your team
how
comments and
the
Resistance
demands
small
to
group format
to
and
stay in
what
explain
people will have
will
access
to
be done
with the written
be
follow-up and
able to see
results
Describe the purpose
to
everyone
for
documented
If there
group
or
groups
on
better
offering
back
so that
discussion
feedback
to the
whole
chance
providing
their
for
time for small
Be
group
are assured
people
as
Provide
sure
them
comments
is
will
be
reviewed
are thirty
groundmle
small group
their results
each
and
into smaller
of
thus
speak
groups to report
recorder
large group
to
fewer people in the large
group
and
then
group
discussion
facilitate
whole
as
of time each
the length
person can
most
resist
breaking
Set
speak so that everyone
can
be heard
If the
general
cant force
write
individual
smaller
Attacking
with
presenters
Youve
got your
sentiment of
crowd
people into smaller
groups
We
is
responses to questions
be sure
to
all
ideas
mind made
of these
you
obviously
on which they can
paper
have
are fully described
Gently remind people of the purpose
Silently
to what
consider
time we may be having
appreciate
care
move
been
and
discussed in
recorded
meetings
already
Respond with Because
dont
would
that
extent
teams mind made
is this
up
Challenging
wont
distribute
groups
with
You
about..
Establish
feelings
your working
rapport
page
73
been
difficulty
for
example
Its frustrating
so intently
working
seeing
it
with us to explore
by demonstrating
by saying
understandable
weve
different
all
an understanding
You
dealing
this
for
and
we
solutions
of the persons
seem angry and
with complex
on
way
possible
up
thats
issues
some
Do
the
not defend
or individuals
agency
of your commilment to listen and
Assure participants
of view in an effort to seek solutions
the difficulty
Acknowledge
Explain
and
Challenging
Youre
with
incompetent
or by pointing
out
Do
BPA
that
is
of balancing
this
holding
to
consider
avoid damaging
that
meeting as one
way
points
anyone
values
different
many
all
to really
hear the nature
of concerns
depth
not distance
professional
pedantic
the
acknowledge
more by pulling back and being
even
yourself
and
from the heart not the head and
Speak
being expressed
feeling
mistakes
Communicate
Demonstrate
overlooked
because
attention
Data
is
Seek
clarity
there
more you want me
Welcome
calmly
an ermr in judgment
considered
for
to the
responded
They give you
concern
If the attacker
to
to
brought
about
you
raised or
is
doesnt seem to hear
after the
chance
it
is all
and briefly describe
unemotionally
consider
having
problem-solving
person to speak with you personally
such attacks
infoimation youve
If theres
creative
non-verbally
ideas
for better
searching
group
and
both vethally
Express appreciation
by asking Have
to
keep
what
wrong
youve done
person
you havent
it
thats
what
the
the
of view
acknowledge
If the accusation
Challenging
and
yourself
point
an omission
invite
to
your willingness
Be honest with
your
for the other
respect
meeting
help increase
everyons
understanding
to
Paraphrase
Determine
know whats
be sure you
whether
such challenges
being sought
reflect
the
concerns
of moit than just
few people
Err on the side of patience
questions
about
continue
It is
data
overwhelming
page
74
is
people are distrusthl
seem
to
but your responses to
be engendering
trust
woith the time
Remember you may
information
If
or their interpretations
to
to
lose
others
others
sight
It
may
of
how
complex
be second
nature
and
to
incomprehensible
you
but baffling
the
and
Remember
able
and
information
willing
their sense
is
power
The
better
informed
people ait the more
You
they are to cooperate in pmblem-solving
of powerlessness by wfflingly
showing
can
reduce
people information and
answering their questions
Honestly acknowledge
Put yourself
in
such challengers
misunderstanding
page
75
any data
itso
you can
gaps
shoes
explain
Try to see
how
theyit seeing and
most effectively
Conclusion
If your mind
is
not projected
into
your
hands
even
ten
thousand
be
will
techniques
useless
Tesshu
If
you have
read
too
perhaps
with
ness
intuition
the material
all
But
full
and
relaxed
will lead
in
you have
if
mind
receptive
your mind
book
this
absorbed
in discovering
you
Yamaoka
with
it
your body and
useful
to
ways
full
is
certain
open
your
this
apply
information
The new
to
leader
facilitator
is
people in high or elected
who
person
shaping
In
it
and
acquired
the years
refined
honor
diversity
and
unity
This
is
How
in
together
and
to
enough
make
ourselves
than
remaining
each
other
and
under
open
Or we
confusing
attack
and
no one
to learning
because
takes
in
the
better
conversation
in
impatient
time to listen or
little
defensive
meeting that
initiative
to
to
practice
So
give
some
in
be accomplished
are
it
meeting
list
than
rambling
simple
of what
Opportunities
for
abundant
try Most likely you
surprising
and
your communication
community
in the
rather
is
suggest
brainstorm to clarify the problem or to develop
needs
ball rather
on the problem
focus
there
or
suggestion
work
into
up
is
every day
we become
while taking
ourselves
us all
day there are opportuni
find ourselves
willing to
find
while building
facilitative
curling
be
and
seeking ways to
affect
discussion
often for example do we
pushing too hard to be heard
are
The way
with co-workers or friends in which
find
We
Every
only one
will
learning
groups to build consensus
of facilitation
skills
still
in
part
facilitation
are
differences
beginning
experience
Sometimes
can be
action
and
the
We
people
of every
take
to
unique
quality
quality
of
skills
make decisions
just however
meetings
the
on the issues which
agreement
to practice
are
work
It is
and wishes
come
individuality
through practice
ties
and
conflicts
to
by many
to
ways
discovering
resolve
about the future
cares
not
is
Leadership
positions
beneficial
and
already
results
relationships
have
not
You
will find
only in meetings
both
at
work
and
but
in the
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BPA1834 1988
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