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Facilitation

What is Facilitation?

Simply put, according to the dictionary definition, facilitation literally means "to make easy or easier" and is a process designed to assist a group of people to reach their own decision and outcome.

However, facilitation can achieve far more than just keeping a group on track during meetings with their agenda and note-taking.  Facilitation can:

• transform the interaction between group members and how they view the issues;
• assist large organisations to work through complex issues efficiently;
• assist in the resolution of even the most difficult organisational or public-policy disputes;
• provide a process for channelling intense emotions into productive decision-making, better outcomes and improved relationships; and
• enable organisations to envisage and implement major change, and overcome difficult communication or  morale problems.

Whilst facilitation is certainly not limited to resolving an existing dispute, it can be an effective process for discussing major issues that may erupt into a conflict and as a way of preventing future disputes by guided discussion. 

What are some of the benefits of Facilitation?

• Increased opportunity for all voices to be heard which leads to improved relationships, builds good-will and reduces frustration;
• Increased likelihood that the outcome/final decision will be agreeable to all parties and all issues agreed upon will be implemented;
• Opportunity for all parties to be fully informed with all the alternatives and options available and have a better understanding of each other's interests;
• Reduces the possibility of grandstanding, bullying and other manipulative behaviours that limit achieving collaborative mutually beneficial outcomes;
• Enables all parties to feel satisfied they have been able to 'buy into' the process and be involved in the outcome.

How does Facilitation work in practice?

Whilst each situation is different, most commonly an organisation or group of individuals face a problem or task which may involve the reconciliation of competing interests or viewpoints.  The situation may involve a number of individuals, organisations or groups.  One of these parties engages a facilitator who assesses the background of the situation via a number of different methods, establishes group goals and issues and designs a suitable process to assist all parties in working constructively and collaboratively towards a successful outcome. 

The facilitator's role is to guide the participants through the process.  The facilitator is:

• impartial in their handling of participants;
• responsible only for process decisions;
• neutral in relation to the content of the discussions; and
• accountable to the group or organisation.