Getting Feedback From Facilitation

How do you get good feedback? As a facilitator, you need to be aware of your boundaries and how to navigate the space. When crossing the line, you risk alienating participants, creating resentment, and losing control of the meeting. The best way to stay on the right side of the line is to offer resources, ideas, and strategies, but refrain from offering your opinion. Don't get defensive when questioned by participants, as this will lose you respect and trust.

7.5-minute feedback slots

During a facilitated workshop, it is helpful to set aside several 7.5-minute feedback slots. The feedback slots allow students to share their thoughts and experiences. The facilitator should keep track of time and cut off students when they run out of time. A facilitator can provide more focused comments. If a student is shy or overly quiet, it will take a few sessions to build their confidence and trust in receiving feedback.

Once the team has chosen the format of their feedback, they must determine how to form pairs. For example, a team with six feedback slots chooses six people to receive feedback from and give feedback to. They can choose different people or negotiate between them. If there is no agreement, the team may need to do the feedback in two different formats, or even restructure the process entirely. But this method is worth a try if you want to create a more intimate atmosphere and foster more honest feedback.

Describe the situation in detail

Getting feedback from participants can be challenging, but it is essential to remain neutral and encourage further reflection. Describe the situation in detail, if necessary, to ensure a thorough understanding of the dynamics of the group. In a small group, one thing to keep in mind is that everyone will be working from their own agendas and may not have a clear understanding of the process. Similarly, in a large group, a facilitator may have to be vigilant about the dynamics of the group. Getting feedback from participants can sometimes be a challenge, so the facilitator must be aware of that and be able to diffuse the tension.

In addition to providing constructive feedback to participants, a facilitator should be honest with them about their own limitations. It's crucial to avoid influencing or censoring any ideas that do not reflect the group's values. An honest facilitator builds trust with the group and models the importance of honesty. Similarly, a facilitator should remain neutral when receiving feedback and describing the situation in detail. This will enable the group to make better decisions and create a positive environment for the next session.

When receiving feedback from a facilitation session, remember that the purpose of facilitation is not to gain more followers, but to reach the desired outcome. If the goal of the meeting is to reach a common goal, a facilitator's strengths are essential to a successful outcome. A person with a good facilitation background will be able to bring a group together and lead them to a common goal. The more you can focus on these strengths, the more likely you are to succeed.

Encourage action

In order to encourage action when getting feedback from facilitation, a facilitator must understand what he or she is doing and how to effectively do it. To do this, the facilitator should set ground rules and ask for clarification when participants raise questions. In addition, facilitators should understand the barriers that might hinder the learning process and provide time for participants to share their ideas. The facilitator should never assume that all participants will have the same expectations when the group first meets. Neither should he or she use sexist or disrespectful language.

One way to make sure that everyone gets the same message is to use a safety check. You can conduct this before any meeting begins so that team members feel comfortable sharing their ideas. If there are concerns about the safety of team members sharing their opinions, ask if anyone is uncomfortable sharing these concerns. If everyone feels safe, encourage them to speak up. Encourage action by asking team members to give their views on safety issues before meetings.

Observation and participation are key to success, but a facilitator must remain objective and non-judgmental while engaging in group activities. While the facilitator should maintain objectivity, they should also avoid letting their own personal hot buttons interfere with their ability to hear what their team members are saying. This is because the facilitator's focus should be on the needs of the group and not his or her own. It's crucial to avoid losing objectivity, which may impede a facilitator's ability to listen and understand what the team wants.
Keep an eye on timing

One of the most important things to keep an eye on when getting feedback from facilitation is timing. You should plan your sessions so you can maintain a focussed, participatory, and supportive atmosphere. If you follow these basic facilitation skills, you will be able to keep a close eye on the time and maintain the right atmosphere. Here are some tips to help you keep an eye on timing when getting feedback from facilitation.

Be aware of your own personal hot buttons and stay objective. You can ask team members to give you feedback if you'd like to improve your facilitation style. They'll be your best mirrors and are likely to give you constructive criticism. Likewise, you can use tools like the DiSC or Kantor Behavioral Profile to assess yourself. Self-awareness is key to maximizing your facilitation skills.

When getting feedback from a meeting, make sure you introduce yourself and your role. You can build credibility and rapport by letting people know you have training in communication. If you're a novice, consider joining a workshop or webinar to learn more about communication techniques. If you don't have the time to go to a facilitator training, you can also try personal coaching or group workshops. You'll be glad you did.

Share insights after all of the feedback rounds

A common mistake that facilitators make is not sharing insights after all of the feedback rounds from facilitations. While it is true that group feedback often yields more challenging feedback, it can also lead to teams subconsciously reinforcing the perspective of the facilitator or the person with the highest compensation. An effective way to combat this bias is to ask participants to share more in anonymous feedback rounds. Here are some tips to help facilitate these sessions.

As a facilitator, you should actively encourage feedback and take it seriously. Don't take negative feedback personally. Always thank the person who gave feedback and incorporate it into the next facilitation session. Keep in mind that every time you facilitate, you will become more efficient. So, volunteer to facilitate more frequently. With time, it will become second nature. If you want to improve your facilitation skills, don't be afraid to make mistakes.

A key component of effective facilitation is empathy. An empathetic facilitator fosters a collaborative environment that allows for respectful discussion and debate. This fosters more innovative solutions. When you engage in a dialogue with others, demonstrate empathy by asking them for feedback before and after the session. You can also ask trusted advisors for feedback to see how you can improve. Share insights after all of the feedback rounds from facilitation

Maintain psychological safety

Getting feedback is one of the most important aspects of Psychological Safety. In order to make the process as safe as possible for participants, leaders must regularly ask questions like, "What do you think?" and be open to feedback from others. Taking feedback in a respectful way will help leaders build trust and ensure psychological safety. The following are some tips for getting feedback from participants. They may prove helpful in your facilitation work.

Understand the company culture. Knowing your employees on a human level will empower them and create an environment of psychological safety. Employees who feel safe at work will be more likely to deliver better results. Therefore, investing in the employee experience will increase the likelihood of retaining top performers and hitting revenue goals. Read on to find out how to make your employees feel safe and productive in your workplace. Let us know in the comments!

In the previous section, we discussed the importance of communication in relation to interpersonal safety. The most important aspect of psychological safety is that it allows an individual to express his or her views without fear of being judged by others. Communication with colleagues is essential for effective teamwork. Effective communication and feedback are crucial to building trust and fostering a sense of belonging. Psychological safety can also be enhanced by introducing feedback from facilitators.