ºÝºÝߣ

ºÝºÝߣShare a Scribd company logo

Capacity2 - Briefing and Facilitation training slides

•Download as PPTX, PDF•
•
C
Change@Work Pat Collarbone and Simon Edkins

The document outlines an agenda for a one-day training on facilitating change. It includes: 1) A morning briefing section to introduce the training objectives and provide an overview of the change process. 2) An afternoon section where participants will be split into teams to practice delivering modules on different aspects of managing change. 3) Teams will take turns facilitating workshops while being observed and then receive feedback on their performance from training faculty and other participants. The goal is for participants to learn how to lead change initiatives using a structured process model and gain experience facilitating change-related workshops through hands-on practice and feedback.

1 of 26
Download to read offline
© Creating Tomorrow Ltd 1 Briefing slides Facilitation and Feedback slides Select the slides you want and edit them to make a deck that suits your purpose
Change@Work 2 Briefing 9.00 9.10 Welcome by the sponsor 9.10 9.25 Getting to know each other 9.25 9.40 The change process - Change2 9.40 9.55 How the training day will work 9.55 10.00 Questions You may wish to extend the briefing - simply change the times Briefing agenda
Change@Work • Why we want and need to do this? • Our overall objective • The importance to the organisation • How it fits in with our strategy and values Introduction by the sponsor
Change@Work • Who am I? • What’s my day to day role? • One thing that others may not know about me Introductions
Change@Work 5 Briefing Facilitation practice Review Read Change@Work Use Change2 with a local sponsor and change team Week 1 Week 3 Week 8 The change team deliver the change The change process timeline
Change@Work 6 Read and be prepared to deliver any part
Change@Work 7 Roles
Change@Work 8 The change process
Change@Work 9
Change@Work 10 Ground rules Parking lot Ground rules and Parking lot
Change@Work Lead Innovate Maintain Control Resistance Engagement Responsibility FEAR TRUST 11 A countercultural approach
Change@Work 12 For a change programme to be successful and sustainable (C), there must be: • A compelling reason for change (R) • A clear vision of the future (V) • And a coherent plan for getting there (P) C = R + V + P The change equation
Change@Work • Clear vision/ understanding • Case for change • Plan of activities • Agreed way forward • Empowerment • Groundswell of support • Senior management consensus • Personal agendas aligned • Visible stakeholder support • Enthusiasm • Appreciation of need • Confidence and clarity • Engagement • Willingness to act Political Emotional Rational 13 Change2 key elements
Change@Work 14 We are going to tackle this We have a great team This isn’t easy There’s an awful lot to do We know we have options We have plans This is really challenging We can involve others and build success The emotional journey
Change@Work 15 For everyone to: • support team working in leading and managing change • experience the tools and process • have the opportunity to plan and deliver the materials • understand better how individuals and teams respond to change • plan together how to use the process The objectives of the training
Change@Work 16 • A good sense of the component parts of the Change2 process and how they all come together • The opportunity to: • test out core material and have facilitated some sessions • have provided and received helpful challenge and support • have reviewed individual facilitation styles and identified ways to further enhance performance • Be ready to deliver Change2 workshops What will you gain?
Change@Work 17 Get into teams Team A Team B Team C
Change@Work 18 Who will be doing what
Change@Work 19 30 mins 15 mins 15 mins To deliver the modules You will be strictly timed – you cannot extend this time limit Receive feedback from observers. The other team set up in order to deliver next Receive feedback from the other team and from the faculty Timings
Change@Work 20 09.00 - 09.15 Welcome back, questions and answers arising since the briefing 09.15 - 10.15 Getting into teams and preparing to deliver workshops 10.15 - 11.00 Workshop 1 - Identifying options 11.00 - 11.30 Feedback from team members and master facilitators 11.30 - 12.15 Workshop 2 - Developing solutions 12.15 - 12.45 Feedback from team members and master facilitators 12.45 - 13.30 Lunch 13.30 - 14.15 Workshop 3 - Scoping the work 14.15 - 14.45 Feedback from team members and master facilitators 14.45 - 15.30 In depth review of the complete process 15.30 - 16.30 Preparing for the journey and Delivering the change Facilitation and Feedback Agenda
Change@Work 21 • You must cover what you consider to be the key objectives for each of the agenda items in your module – do not omit any agenda item • Therefore you must be selective about the slide material and manage the time and content accordingly • If the workshop includes breakout sessions then be sure to: • instruct the syndicate groups on the task and provide clear timings • ensure that they will have the materials they will need • Assign roles & responsibilities amongst your team to apportion the workload Instructions to facilitators – content & process
Change@Work Instructions to the change team • Be the change team • Evaluate what you observe – you will be asked to share your evaluation with your the facilitators afterwards • Some pointers on what to consider: • time management • clarity and continuity of message • engagement of the audience • style of delivery, facilitation and feedback given
Change@Work Your feedback should be motivated by an honest attempt to help both the individual and the team … by • phrasing feedback using the www/ebi model • offering honest and relevant evidence based observation • focusing on behaviour/performance not personality • challenging and supporting • offering specific actions for greater use of strengths and suggestions for improvements Giving feedback
Change@Work 24 Quality assurance process
Change@Work 25 Quality assurance - example form
Change@Work 26 Even better if What went well Feedback

More Related Content

Capacity2 - Briefing and Facilitation training slides

  • 1. © Creating Tomorrow Ltd 1 Briefing slides Facilitation and Feedback slides Select the slides you want and edit them to make a deck that suits your purpose
  • 2. Change@Work 2 Briefing 9.00 9.10 Welcome by the sponsor 9.10 9.25 Getting to know each other 9.25 9.40 The change process - Change2 9.40 9.55 How the training day will work 9.55 10.00 Questions You may wish to extend the briefing - simply change the times Briefing agenda
  • 3. Change@Work • Why we want and need to do this? • Our overall objective • The importance to the organisation • How it fits in with our strategy and values Introduction by the sponsor
  • 4. Change@Work • Who am I? • What’s my day to day role? • One thing that others may not know about me Introductions
  • 5. Change@Work 5 Briefing Facilitation practice Review Read Change@Work Use Change2 with a local sponsor and change team Week 1 Week 3 Week 8 The change team deliver the change The change process timeline
  • 6. Change@Work 6 Read and be prepared to deliver any part
  • 10. Change@Work 10 Ground rules Parking lot Ground rules and Parking lot
  • 12. Change@Work 12 For a change programme to be successful and sustainable (C), there must be: • A compelling reason for change (R) • A clear vision of the future (V) • And a coherent plan for getting there (P) C = R + V + P The change equation
  • 13. Change@Work • Clear vision/ understanding • Case for change • Plan of activities • Agreed way forward • Empowerment • Groundswell of support • Senior management consensus • Personal agendas aligned • Visible stakeholder support • Enthusiasm • Appreciation of need • Confidence and clarity • Engagement • Willingness to act Political Emotional Rational 13 Change2 key elements
  • 14. Change@Work 14 We are going to tackle this We have a great team This isn’t easy There’s an awful lot to do We know we have options We have plans This is really challenging We can involve others and build success The emotional journey
  • 15. Change@Work 15 For everyone to: • support team working in leading and managing change • experience the tools and process • have the opportunity to plan and deliver the materials • understand better how individuals and teams respond to change • plan together how to use the process The objectives of the training
  • 16. Change@Work 16 • A good sense of the component parts of the Change2 process and how they all come together • The opportunity to: • test out core material and have facilitated some sessions • have provided and received helpful challenge and support • have reviewed individual facilitation styles and identified ways to further enhance performance • Be ready to deliver Change2 workshops What will you gain?
  • 19. Change@Work 19 30 mins 15 mins 15 mins To deliver the modules You will be strictly timed – you cannot extend this time limit Receive feedback from observers. The other team set up in order to deliver next Receive feedback from the other team and from the faculty Timings
  • 20. Change@Work 20 09.00 - 09.15 Welcome back, questions and answers arising since the briefing 09.15 - 10.15 Getting into teams and preparing to deliver workshops 10.15 - 11.00 Workshop 1 - Identifying options 11.00 - 11.30 Feedback from team members and master facilitators 11.30 - 12.15 Workshop 2 - Developing solutions 12.15 - 12.45 Feedback from team members and master facilitators 12.45 - 13.30 Lunch 13.30 - 14.15 Workshop 3 - Scoping the work 14.15 - 14.45 Feedback from team members and master facilitators 14.45 - 15.30 In depth review of the complete process 15.30 - 16.30 Preparing for the journey and Delivering the change Facilitation and Feedback Agenda
  • 21. Change@Work 21 • You must cover what you consider to be the key objectives for each of the agenda items in your module – do not omit any agenda item • Therefore you must be selective about the slide material and manage the time and content accordingly • If the workshop includes breakout sessions then be sure to: • instruct the syndicate groups on the task and provide clear timings • ensure that they will have the materials they will need • Assign roles & responsibilities amongst your team to apportion the workload Instructions to facilitators – content & process
  • 22. Change@Work Instructions to the change team • Be the change team • Evaluate what you observe – you will be asked to share your evaluation with your the facilitators afterwards • Some pointers on what to consider: • time management • clarity and continuity of message • engagement of the audience • style of delivery, facilitation and feedback given
  • 23. Change@Work Your feedback should be motivated by an honest attempt to help both the individual and the team … by • phrasing feedback using the www/ebi model • offering honest and relevant evidence based observation • focusing on behaviour/performance not personality • challenging and supporting • offering specific actions for greater use of strengths and suggestions for improvements Giving feedback

Editor's Notes

  • #13: Of course, we shouldn’t imply that these 3 elements comprise the recipe for guaranteed success, although the omission of any one is likely to render success most unlikely.
  • #16: have the opportunity to plan and deliver the materials that you will deliver to your organisations change teams
  • #17: have the opportunity to plan and deliver the materials that you will deliver to your organisations change teams
  • #24: The focus of this feedback is on both style of delivery and content. The purpose of this feedback is to prepare you to deliver these workshops to a high quality and to this end to ensure that you gain the maximum learning from this training. Facilitator note – See feedback session in day 2 ESRC training for more detailed tips on how to carry out the feedback.