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Improve team performance and potential:

The Power of effective facilitation

Most of the CEOs and team leaders I work with are faced with low engagement or low collaboration in their teams. They receive complaints about the same problem from different employees or colleagues. They understand their employees, but would prefer that they accept the situation and move on. They dream of a more autonomous workforce.

Low employee engagement problems

 They are not alone. In the State of the Global Workplace 2023 (https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx?#ite-506924 ). Gallup found that European countries have the lowest levels of engagement. 72% of employees are quietly disengaged, meaning they come to work but are not engaged, and 15% are actively disengaged. They do nothing or even willingly cause damage to the company. This leaves only 13% of employees engaged.

Furthermore, the Gallup Institute links disengagement to poor leadership. Certainly, the behavior of some leaders needs to be improved. But is it the only factor for this disengagement? The external factors or PESTEL (Political, Economic, Social, Technological, Environmental and Legal) are evolving faster and faster. The internal factors such as processes, work organization, communication, team spirit cannot change overnight. You can identify a problem, but you do not have the means to solve it.

I believe that many reasons for employee disengagement lie in the way work is organized within teams and organizations. Most problems are swept under the rug for fear of conflict. Individuals find ways around the problem and still get things done, even if it is not the most efficient way.

Unleashing the potential of teams within an organization can be a key to success in today’s competitive business world. It is essential to bring experts, employees, and decision-makers to the table to identify the elephant in the room and find a way to either eat it or get it out of the room without breaking the porcelain. This is where systemic workshop facilitation offers an approach that fosters deeper connections, mutual understanding, improves communication, and aligns goals within teams.

The role of facilitation in SME development

During a Workshop Facilitation, employees are empowered to understand the problem from different perspectives and find solutions that are rooted in a pragmatic approach. Workshops designed with systemic methodologies help cultivate problem solving, collaboration and commitment that resonate throughout the organization and foster a shared vision for the future.

Effective Workshop Facilitation: A Strategy for Unity

When conducting a team building workshop to improve team performance and identify potential, it is important to consider the following aspects.

  • Participants & Issues: Workshop participants must be affected by the problem you are trying to solve and / or have the expertise to solve it. Otherwise you are wasting people’s time and money. You should focus on one topic or problem during a workshop. The worst thing you can do is to rush from one problem to another and not have time for reflection, creativity and engagement.
  • Decision Making & Boundaries: Team members should know what decisions they are allowed to make. Are they allowed to redesign workflows, change task coordination, change documentation, or change work hours? This will help them design solutions while respecting internal or external constraints. It is the role of the leader and workshop facilitator to define the boundaries.
  • Decisions made in a workshop are binding: This means that you cannot come back after the workshop and undo decisions. This would create even more disengagement. This is why it is so important to define what kind of decisions are allowed during the workshop. It is also a way to ensure that follow-up activities are focused on the action plan developed at the end of the workshop.
  • Open mind and no agenda: Going into the workshop, the facilitator’s role is to ensure that people are open to new solutions. There are methods that can be used to formulate questions or collect answers in order to encourage creativity and innovation. For example, you can ask people to write their answers anonymously and pair it with a thought-provoking question. I remember asking the following question to a group of people with unclear roles: What should we continue to do to make sure the situation escalates? I asked them to be as creative as possible. After reading the answers, we looked for ways to turn escalation strategies into de-escalation ones.

Conclusion

The synergy of a team is a force that, once harnessed, can propel an organization to great heights. Through Systemic Workshop Facilitation, we can cultivate this synergy and ensure that each team member’s solutions are recognized and valued.

Ready to activate the latent potential in your team? Book an online coffee break with me online and let’s embark on a journey to strengthen your team’s foundation. We’ll explore the intricacies of strategic business workshops and create a path to a future where your team doesn’t just function, but thrives. Together, we’ll build an ecosystem of success for your organization.