Facilitation can have a great deal of impact on our personal and spiritual development. As we were talking, a metaphor came to mind about the facilitator being an instrument. While I’ve used the instrument metaphor before, today it showed me something deeper than in the past. First let me share the metaphor then I’ll talk about its ramifications.
I remember that in my previous career as an electrical engineer, one of the most common instruments we used in our work was an oscilloscope. This device has a display screen that shows the voltage and frequency, i.e. energy level and vibration, of any point in a circuit we choose to measure. When this instrument is properly calibrated, it unerringly provides a faithful reading of what is occurring in a system. The “view” this instrument provides is essential to the design, troubleshooting, or repair of any system.
And now for the metaphor. I see facilitators as instruments of group process. We are invited to insert ourselves into people systems to help improve their functioning. Because of our insights and experience in group process and human dynamics, we are able to provide a readout of what’s going on in a system to the system. In order to do this effectively, there are certain attitudes and behaviors required of us. Let’s have a look at these.
You Serve Your Group to the Degree You Release Yourself
You must remain effectively calibrated. To be an effective instrument, you must to the degree possible, be healthy, energetic, centered, and free of judgments. This is of course a challenge for most of us. So the process of good physical self-care and the continuous discipline of releasing attachment to thoughts or outcomes helps us be the best instruments we can be. A balanced and clear instrument functions best.
You must report what you sense for the group’s highest and best good. Just as a good instrument shows us what we can’t see on our own, you will likely notice behaviors that can impede or support a group that the group members themselves can’t see or won’t verbalize. Making these known to the group gives them the opportunity to do something about them.
You must be unconcerned with how you’ll look. An instrument faithfully reports what it sees and has no concern about being judged for its report. When you don’t understand what is said, you ask for clarification? When you don’t know where the group is going or what it’s doing, you inquire about that too. You may at times appear the fool asking simple questions and persistently seeking clear answers. For surely anyone who truly understands something can clearly explain it to a six-year old.
You may at times become invisible and unnecessary. When a group is moving forward on its own and does not require guidance or instrumentation, you may fade a bit to the background. If your goal is to help a group become more self-directed, then this is a good sign. If you require the focus of the group’s attention on you as its leader, this may be bad news for your ego.
Your role at times may be undervalued. At the end of an event that has been effectively facilitated, a group will have done most of its own work and come up with its own decisions. Participants may not realize that their success may have been largely due to your helping them set the stage and the context for success. Again, once an instrument is no longer needed, it is forgotten.
So how does a human come to terms with being forgotten for doing a good job? This is somewhat contrary to typical workplace rewards. But it is often common in the world of parenting, mentoring, and of course, facilitating. Being OK with this prospect requires a larger view of ones role in the world. A view that has you seeing yourself as part of something much larger than yourself. I look forward to hearing your thoughts on this.
Action
I’m interested in hearing your perspectives on this and how this information might help you facilitate groups as either a leader or as a participant. Please share your comments or experiences on this subject in the comments section below. I’d love to hear from you!
Hi Steve…..you said you were interested in perspective on your writing of this article. Here is my perspective: this is the best damn article on facilitation I have ever read. I clarifies so succinctly why it is so hard. I have always struggled with people telling me I make such a hard job look easy. I never understood this until we started to invite others into the fold to facilitate and it was a disaster….now I understand why – because they brought their egos with them!!!! Thank you sir. Good day….Good work…..Barb
Thank you Steve. Excellent article. I agree with Barb! :0)
Great perspective Steve. I am so glad you revived this post!
I believe the mind-shift needed for the self-leader is to recognize that doing anything for approval or validation as the intention – takes you away from your own authentic connection with your own source of Love and awareness of Wholeness. So much better to remember that you are pure awareness , then the need for external validation falls away. That is probably the most enrolling, authentic and inspiring place a facilitator can come from as a leader.
Steve, I a wrote a little about this a few days ago…
http://mindbodyspiritcoaching.com/personal-leadership/live-an-authentic-life-3-tips-to-remember-your-wholeness
Well said Ann…and nice article too!
Steve,
I particularly appreciated this article, especially the reminder about remaining effectively calibrated. This for me is an essential key. What I/we bring to the meeting as a result of self-care and centeredness makes a huge difference. Thanks for all you do to encourage our reflection and personal growth as facilitators.
Love the metaphor. We often hear people use a “mirror” metaphor to explain the concept of “reflecting back” what’s happening to the group . This is the first time I’ve seen anyone use the oscilloscope as a metaphor. Excellent!
Glad you like it Mona…I like to make waves!
Great article, Steve!
I also enjoyed your article, Anne!
I do think there is a paradox involved in the “being undervalued and forgotten”…
I agree with Anne, that we need to be the “source” of our own connection, and not be needing external appreciation nor recognition….
At the same time, I don’t think it serves the group so well, when we allow the role of the facilitator to become so invisible… Yes, it’s great in a way for them to feel like “they did it themselves”. And yet what effect does that have, on developing group members’ own capacity to fill that essential role?
I’ve been experimenting more and more these days, with taking some time toward the end of a session, to explore with the group, how the conversation went, and what it was, that helped them achieve their goals so effectively… it’s not about any of us as a person, but it is about the role, and the function of facilitation, and how we can help people empower themselves, by learning how to fulfill that function as needed…
it can be hard though, to ask a group to make that shift… I am often pulled away from it, by the desire to have them have as much time as possible, to continue to make progress on their immediate goals… I guess it’s an issue of balancing immediate goals with longer-term goals… and also, of initial contracting, with regard to what the purpose of the sessions will be… it’s certainly not always appropriate, to take time for reflecting on the process. However, I do think that in general, we all benefit from “making the invisible, visible…”
with all best wishes,
Rosa