QWLC - Quality of WorkLife Consultants
A. Team Facilitation - Overview.
QWLC offers a five-level opportunity to skill development for client organizations using CapacityWare as the prime source for organization development. Participants will complete an inventory of skills and expectations prior to the course to help course leaders design and integrate appropriate experiences for each session. The five levels are described below:
Level 1 - Facilitator helps people understand and (ideally) accept a pre-determined point-of-view.
Level 2 - Facilitator helps people develop action plans to overcome a pre-defined problem.
Level 3 - Facilitator helps people solve a problem when presented with symptomatic data.
Level 4 - Facilitator helps people find and fix multiple systemically related problems across boundaries and along core process lines.
Level 5 - Facilitator helps people continuously navigate multiple interdependent organizational cultures to achieve organizational outcomes at increasingly higher levels of capacity.
This Team Facilitation Course is an intense three-day curriculum designed to train and provide initial experience for team facilitators or cultural facilitators who will assist as internal change agents. The course includes ample opportunity to use and gather experience in the CapacityWare system live. The course is a must for those who will facilitate in a CapacityWare present environment.
B. Course Outline.
1. Structure. The facilitation environment, in order to be most successful, demands that key roles be known and filled by specific individuals. Appropriate facilitation support is imperative if facilitators are to succeed at shifting the way decisions are made in the client organization. Learnings in this segment focus on the administrative and supporting elements for cultural facilitators. Participants learn a structure for team facilitation that includes everything from internal and external team facilitation resources, to room layout and design for group work. Additional topics are the use of equipment and supplies, meeting models for use "on the fly," and marketing strategies to enhance the use of facilitation services. Specifically, participants learn:
2. Models. Models help people understand a condition by explaining the relationship between components of the whole. Models help people visualize the complete condition. The primary purpose served by a model is the development of understanding between people who undertake "connected" activity. By fostering an improved understanding, the fit between a person's individual tasks work more efficiently toward a unified final product.
3. Event Production. All successful facilitated events consist of activities arranged across six sequential stages. Each stage builds upon the previous so that the event is prepared for, conducted, and followed-through with near perfection.
4. Record Keeping. One of the most important aspects of facilitated intervention design over the long-term is the ability to achieve and sustain continuity between the outcomes to be achieved, the facilitation team, and the participants. If the intervention consists of a single event, record keeping is simple. But more common are long-term event series that shift outcomes, involve more than one facilitation team, and accommodates a dynamic list of participants.
5. Graphics. Graphic facilitation techniques include methods that will enhance learning, promote higher degrees of participation, and increase participant retention of materials being discussed. The focus is on changing the culture of an organization by changing the way meetings and other group activities are conducted. These techniques foster an improved exchange of ideas and enhanced commitment to implementing collaborative decisions.
6. Exchanges. An important aspect of the facilitator's role includes one-on-one encounters with people in and associated with the organization, including vital customers. An exchange may be formal or informal. Documentation needs vary widely depending upon the potential impact of the exchange.
7. Processes. The integration of systems thinking and process improvement is the focus of this segment. Participants learn to think systemically -- to understand how an action in the organization will have a ripple effect across every element of the system. They also learn how to improve process design to better and more efficiently get the desired results needed to achieve success. This includes a full examination of how proper programming of processes can generate high performance culture. Participants will learn to:
8. Coaching. Facilitators are often placed in the role of "coach" as a means of
guiding one or more people to improved performance. In many cases, coaches are "assigned" while in others instances, the coach may be selected by the person to be coached much as a mentor might be selected. Coaches have the great advantage of having available the CapacityWare coaching options.
9. Group. People gather to exchange information, generate alternative solutions to complex problems, or decide issues of major concern to the organization. Group facilitation techniques in all these areas are designed to:
10. Culture. Finally, course participants learn the basic building blocks of culture; how to diagnose and improve the existing culture. The participants learn specific behavioral and change management models that allow an acceleration of programmed improvements. Specifically, participants will learn to:
C. Tuition and Other Investments.
1. Individual Tuition*. Individual tuition is $795 per person for the 3-day course.
2. Sponsor Discount. Any sponsoring organization may provide the course facility in exchange for one individual tuition when at least one additional individual is fully paid.
3. CapacityWare Software Purchase Discount. A full service version of CapacityWare may be purchased concurrent with a participant's tuition at a 30% discount.
*Includes: RGB Inventory feedback, all course materials and handouts, open invitation to QWLC Learning Exchanges (for our client network).
D. Who Should Attend.
All change agents having a primary responsibility for front-line involvement with developing organizational culture should attend. It is highly desirable for managers and supervisors of change agents to also attend.
E. Pre-course Assignment.
Prior to enrollment, any individual may complete the "Facilitation Training Assessment" to determine if the scheduled course in appropriate. Upon acceptance, and at least one week prior to the first day of the course, all those enrolled must complete this assessment to assist course leaders with final design and exercise selection. Go to www.QualityofWorkLife.com and "click" on Facilitation Training Assessment. Follow the on-screen instructions.
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