The Fundamentals of Facilitation

Facilitating Conflict And Collaboration Processes

    The most crucial point of facilitation is to show a space-holding approach where participants concentrate on their processes.

    This training includes enabling the facilitators to manage the team's emotional fluctuations and themselves and transform the pressure to "find a solution."

    While this training develops the facilitators within this framework, it aims to introduce them to different facilitation techniques.

    • It is developing self-awareness to track and manage their own emotions as a facilitator. With this awareness, to gain a perspective that can guide the participants' emotional fluctuations.
    • Creating a space where different ideas are heard and seen instead of the pressure to find a solution and transform this into a collaborative environment.
    • Understanding collaboration and conflict management processes and meeting different methods that can be used while facilitating these processes.

    The Three Pillars of Education

    • Guiding the Innovative Solution
    • Managing the Transition to a Growth Mindset
    • Keeping Empathic Space

    Chapter 1: Understanding the Conflict Mindset and Managing the Transition to the Collaborative Mindset

    We can only hear others' opinions in environments where we know we are heard, seen, and express ourselves, and we become open to developing collaboration. When this cannot be achieved, discussions within the team are personalized, and the subject focuses on who is right rather than the work done. People do not want to give up their own truth.An environment completely closed to change is formed. In such an environment, it is impossible to establish an efficient collaboration and make innovative decisions. Therefore, our primary goal as a facilitator is to create an environment where everyone is seen, heard, and cared about and to guide the discussion of the ideas and the nature of the work in this environment.

    Researchers benefiting from their views: Paul Maclean, Carol Dweck, Brene Brown Method: Council Practice

    Chapter 2: Looking at the Big Picture

    Often the subject of conflict represents the part of the iceberg that appears above the water.Underlying this is the unmet needs and unexpressed feelings of team members.As a guide, when we bring our participants together with this need and support them to express this, we will establish the team's cooperation environment on a much more solid foundation.In order to achieve this, the guide must first recognize his / her own feelings and needs. This allows both the guide to maintain her emotional center and to establish an empathic bond with the field.Our goal in this chapter is to enable facilitators to read the emotional swing both within themselves and in the team and guide them to connect the surface issue with the deep need.

    Researchers benefiting from their views: Marshall Rosenberg, Antonio Damassio Method: Nonviolent Communication Practice

    Chapter 3: Guiding the Group to Build Its Own Solution

    In an environment where interpersonal trust is established, the participants feel a high motivation to go beyond the concepts of right and wrong and contribute to the business's development. The most important element here is to manage the transition to this voluntary contribution phase. When each participant realizes the importance of this issue for him/her, he/she takes action for the process's innovative solution. The facilitator's mission is to get the participants to meet for their own reasons, support their research on how, and bring them together to decide what to do.

    Researchers Benefiting From Their Views: Daniel Siegel, Simon Sinek, Stephen Covey Method: Open Space Technology

    The training period is 2 days. The training target audience is facilitators, Agile Coaches, leaders, and anyone involved in facilitation.

    Broadening our focus.

    Managing the facilitation process from a multi-layered perspective.

    Enriching the Bag.

    To facilitate the process of sharing ideas and generating solutions with different applications.

    Feeding a Collaboration Culture in the Corporate

    To strengthen the corporate collaboration mindset with healthy ties established within and between teams in facilitation processes.

    Eda Bozköylü

    Learning Experience Designer I Facilitator I Trainer Coach

    Since 2005, Eda has been providing training with learning by experience and organizing programs on learning experience design. She is a member of the Learning Experience Designers Community headquartered in the Netherlands.

    Bu alandaki eğitimlerini ve öğrenme perspektifini 2007-2010 yılları arasında çalıştığı Birikim Danışmanlık -Impact International ve 2010-2015 yılları arasında çalıştığı Metalog Training Tools aracılığıyla İngiltere ve Almanya ekolleriyle edinmiştir.

    In her works, she seeks ways to transform it into a learning environment where behavior change is practiced. For this purpose, she transforms her experiences in different fields such as neurology, psychology, communication, design, and body consciousness into models.

    So far, hundreds of trainers across Turkey, the teacher, and the coach attended learning programs and programs for the employees of corporate leaders realized. Eda is also an actress and instructor of Improvisation Theater.