Facilitation Skills Tips

Let me fix your 1:1 meetings in 90 seconds. It only requires two changes: - Make it their meeting, not yours - Ask questions, don't give directions Here's how to do it: 1. Make It Their Meeting Relinquishing ownership of this meeting is the same as delegating any other work. - Define what excellent looks like - Hold them accountable - Coach to success - Don't step in But how do I get what I need to lead? That's part 2... 2. Good Questions >> Great Directions The easiest way to align on expectations is to preview the questions you want them to answer. If they can answer these well, you can have confidence that they are excellently managing their area (even individual contributors). Here are mine: ✅ How are you doing? Want people to produce outsized results? You need to care personally. You'll only know when to show up for them if you know them well. Get a tepid response? Ask again. ✅ What's most important for us to focus on? If it is their meeting, they set the agenda. Not only are you empowering them, but you also get to learn how they think. This will help you anticipate what they might miss. ✅ How are you tracking against your goals? I want data. Clear metrics. The more tangible, the better. If the goal isn't easily measured, then I want a few qualitative angles that are in tension to surface the truth. Don't be afraid to ask, "What is your confidence?" ✅ Are there notable Wins/Losses to discuss? The specific Win or Loss doesn't matter to me as much as: a) Can they separate big from small? b) Are they proactively sharing? My probing questions should uncover very little. ✅ What problems are you focused on solving? I don't expect perfection if we're driving hard and creating value. Instead, I want them to have command of their area. - Do they know the problems? - Do the solutions make sense? - Are they making good progress? ✅ How are your people doing? Your people are only as good as those that support them. Even individual contributors rely on others. Help them practice sizing up those around them. Make empathy a habit. ✅ How are you getting better? When your team is filled with curious and compounding professionals, the result is a team that's agile and resilient. To get there, you must coach those who coach others. ✅ How can I support your success? Hopefully, you've done this throughout the conversation, but it never hurts to ask them directly, "What else do you need to win?" - Remove obstacles. - Provide resources. - Repeat often. If you want access to the management dashboard template I used to delegate my 1:1 meetings, subscribe to my MGMT Playbook for free access. https://lnkd.in/eAA-CJrJ You get dozens of playbooks and templates for critical management moments. It's the advice your boss should be giving you but probably isn't. P.S. Repost to share this with your network ♻️. And follow Dave Kline for more great posts.

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

As an HRBP, making the most of your 1:1s with your stakeholders is critical to your success. This is your opportunity to demonstrate your full breadth of expertise while rooting out underlying issues — to build the kinds of long-term relationships and trust necessary to do your job effectively: to influence without authority, to get buy-in and partnership on People initiatives, to effect change across the company. But too many HRBPs don’t know where to start. How do you help someone who doesn’t come to you for support? How do you help mitigate challenges and maximize on opportunities when you’re left out of critical discussions and only ever brought in once it’s time for damage control? The answer, of course, is coming to your 1:1s prepared with the right questions. Not sure where to start? Here’s a list of questions to lean on in your next HRBP check-in: Executive coaching - On a scale of 1 - 5, what have your stress levels been this past quarter? What would it take to get that number down? - How would your team characterize your top strengths and growth opportunities as a leader? What data tells you this, and how are you leveraging this information in your everyday leadership? - Who is someone on the leadership team you admire? Why? Team health check - What are the greatest risks to your team right now? - Who are your strongest players, and what are you doing to retain them? - When is your team at its best? When is it at its worst? - On a scale of 1 - 5, how effectively does the leadership team partner with each other? Partnership optimization - What have your previous HRBP relationships looked like? What worked? What didn’t? - When have I been most helpful? When have I been least helpful? - How could I be most helpful to you over the next 3 - 6 months? You don’t need to try and jam in every question or category in each of your HRBP 1:1s, but the more you incorporate 1 - 2 of these questions per session, the more your stakeholders will start to associate you with supporting in these areas, and eventually, they’ll start to proactively bring these discussion topics to the table on their own. Want more tips and tricks for HRBP-ing like a pro? Check out my latest webinar recording (link in the comments below). What are your favorite Qs to ask in HRBP check-ins? #hrtech #hrbp #peopleandculture

When I launched my podcast, I had to interview smart minds. I was nervous and unprepared. I treated every conversation like ping-pong. I asked, they answered. Back and forth. Hit and miss. No depth, no insight, no connection. This is how most of us communicate. We talk to reply, not to learn. “Listening is an art that requires attention over talent, spirit over ego, others over self.” - Dean Jackson Your listening and communication skills determine your success in: - Sales - Relationships - Leadership - Life Bottom line: It matters. And we can do better. I’ve improved a lot. It wasn’t easy, but these are 5 frameworks that helped me listen better and transform how I communicate. 1. The Ladder of Inference (Bias). We often make assumptions and jump to conclusions, without checking the facts and logic. This leads to confusion, conflict, and poor decisions. To avoid this, we need to climb DOWN the ladder and question our thinking. This is a dangerous ladder that creates bias and limits us. 2. The Five Whys. A simple way to go deeper. Ask “why” (5 times) until you find the root cause. - It uncovers hidden assumptions and beliefs. - It prevents superficial solutions. - Be curious and open-minded and keep digging. 3. Affective Frame A technique teachers use. When you know why you care, you’ll pay more attention (and listen better). We can lose focus and drift away. Constantly remind yourself of the purpose and value of the conversation. You’ll stay engaged longer. 4. Signal vs. Noise: Signal: The main message or idea. Noise: Anything that distracts, confuses, or weakens the signal. We’re bad at expressing our thoughts. This leads to chaos. - Be clear and concise. - Use simple words and sentences. - Avoid jargon and filler words. This will help the other person focus. Complex questions or vague thoughts lead to messy back and forth. 5. The Pareto Principle. We don’t need to cover every topic every time. Pareto principle tells us that 80% of the outcomes come from 20% of the inputs, actions, or ideas. However, more often than not, we repeat 80% of the things that only produce 20% of the results, instead of the opposite. This happens because the 20% that produces the 80% is the hard work, the tough tasks, the deep, challenging questions. Remember. Time is precious. We only have so much time to communicate and get things done. - Focus on the important work. - Have the difficult conversation. - Ask the hard questions. That’s how you make every conversation count.

Listening is necessary. Listening is complex. And listening neuroinclusively 🦋🧠 ♾ requires letting go of biases. In this article, I discuss how managers (but also people, in general) could develop neuroinclusive listening skills. This requires letting go of biases, such as biased interpretation of body language and the habit of looking for hidden cues where there are none - just honest and straightforward communication. 🦋🧠 ♾ Neurodivergent Body Language It is crucial to avoid assumptions: for instance, limited eye contact from an autistic person might not signify disinterest – it might be a sign of focusing on the content of communication. Likewise, an autistic person or ADHDer might fidget not out of impatience and definitely not out of disrespect, but as a self-regulation mechanism. Focus on what the neurodivergent person is saying, and do not be distracted by trying to read their body language, unless something appears to be a clear sign of discomfort. In that case, it could make sense to ask directly how someone is feeling, rather than jump to a conclusion – they might be stressed by the topic of your discussion, or they might simply be cold. Understanding what is happening can help address concerns immediately and make necessary adjustments. 🦋🧠 ♾Unique Communication Needs Some employees may prefer written interactions that involve technology and asynchronous communication that allows time for careful expression of points. To support these employees, managers then can communicate active listening via written, verbal, and especially action follow-up. Inclusive listening is a must for inclusive workplaces. #neurodiversity #management #HumanResources #communication #employees #EmotionalIntelligence #culture #inclusion #PsychologicalSafety #diversityequityinclusion #neuroinclusion #neurodiversityatwork #listening #activelistening #actuallyautistic #Autistic #Adhd #autism #neuroinclusive #managers #leaders #inclusiveleadership #leadership https://lnkd.in/gUTTFQyk

Conflict happens, whether we like it or not. 😬 But here’s the good news: Conflict doesn’t have to be a negative thing. When we look at it through the lens of psychological safety, it can actually become an opportunity to strengthen our teams and improve our work environment. Here are 3 tips to manage conflict better: ➡️ Embrace open discussions Encourage everyone to express their thoughts and feelings. When you have an openness like this, it prevents misunderstandings and strengthens relationships. Consider “starting small” here and building a foundation of trust. Practice actively listening, watch your body language and tone, and be patient. This doesn’t happen overnight. ➡️ Focus on the issue, not the person Keep discussions objective by addressing the behavior or circumstances causing the conflict, not the individual’s character 👀. ➡️ Seek common ground Instead of aiming to win the argument, look for solutions that benefit all parties involved. This approach helps encourage collaboration and mutual respect which are important components of a psychologically safe work environment. Handling conflicts with care and respect not only helps resolve issues more effectively but also builds trust within the team. We talk more about how to handle conflict resolution in our Psychological Safety trainings! We use a shared-learning format to teach and help each other understand what it actually means to experience and contribute to a sense of Psychological Safety. DM me to learn more 🖤 Create a great day! #MakoMindfulness #StressManagement #PsychologicalSafety #ProfessionalDevelopment #MindfulnessTraining #EmployeeWellbeing #StaffDevelopment

Most teams aren’t unsafe they’re just afraid of what honesty might cost them. A confident team isn’t automatically a safe one. Real safety feels like trust without fear of consequences. Psychological safety isn’t about being nice. It’s about creating an environment where truth can exist without punishment. Where people speak up because they trust they’ll be heard, Not just because they’re the loudest. Here’s how to build a space where honesty isn’t risky: 1/ Own your mistakes openly ↳ Normalize imperfection so it’s safe for everyone to do the same. 2/ Seek feedback on your leadership ↳ Leaders set the tone—go first. 3/ Celebrate curiosity, not just answers ↳ Questions reflect trust and openness. 4/ Make space for quieter voices ↳ “We haven’t heard from X yet, what’s your perspective?” 5/ Replace blame with curiosity ↳ Move from finger-pointing to finding solutions. 6/ Speak last ↳ Let your team share first, you’ll hear more honest input. 7/ Guarantee confidentiality ↳ Ensure ideas can be shared without fear they’ll be spread beyond the room. 8/ Welcome respectful disagreement ↳ Differing views often unlock better outcomes. 9/ Admit when you don’t know ↳ Vulnerability builds collective strength. 10/ Thank people for their honesty ↳ Appreciate candor—even when it’s uncomfortable. 11/ Set clear standards for respectful dialogue ↳ Consistency in expectations builds comfort. 12/ Include personal check-ins, not just status updates ↳ Connection on a human level deepens trust. 13/ Rotate who leads meetings ↳ Empowerment signals trust and builds confidence. 14/ Support thoughtful risk-takers ↳ Reward effort and bravery, even if the results aren’t perfect. 15/ Recognize progress, not just wins ↳ Growth deserves celebration, not just outcomes. Psychological safety doesn’t come from good intentions it comes from consistent proof that honesty matters more than perfection. ❓ Which of these will you try with your team this week? Drop a comment below. ♻️ Share this post to help others build more trusting teams. 👋 I post leadership and culture tips every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don’t miss the next one.

Communicating with clarity is crucial for success. But what if what you said isn't "what they heard"? Communication confusion among leaders and teams often happens because of: ➡️ Skipping Details You gloss over the important stuff. ➡️ Not Getting to the Point You’re using jargon and filler words. ➡️ Overuse of Nonverbals Your expressions don't convey the full message. ➡️ Avoiding Tough Conversations You don't want to cause disagreement. ➡️ You're Just Busy Communicating with everyone is a lot of work! Here's the good news: All it takes to become a better communicator? Intentional commitment. Here are 10 quick tips to ensure CCC ↳ Crystal Clear Communication: 1. Ask if they understand. There’s no better way to confirm they get it than by asking them to explain it back! 2. Share often. You may not always get it right in one shot. Plan for more opportunities to get your point across. 3. Keep it simple. Stay away from jargon and stick to the main idea. What's the “so what?” about it? 4. Try different methods. Share your messages through various media: Writing, speaking, storytelling, visuals. 5. Pay attention and listen intently. If you’re not focused on them, you can’t expect them to return the favor. 6. Remind them. Make it easy for others to recall your agreements. Ask them for takeaways and repeat your action items. 7. Avoid interrupting. Don’t just broadcast; let them finish their message. They’ll hear yours better after processing their own. 8. Watch their reactions. Pause if they aren't listening or look confused. Ask how they’re hearing you and what they think. 9. Take breaks. It’s better to preserve mental energy. Don’t hold them hostage. Everyone needs breaks. 10. Use examples. Use metaphors, examples, or descriptive language. It helps different learners understand you better. And lastly, lean into the moments you’re avoiding. That conversation you keep putting off? It's time to tackle it. Clear communication isn't just about being heard. It's about connecting, leading, and growing together. You've got this! Let's make every word count. __________ Enjoy this? Repost to share with your network ♻️. And follow Nihar Chhaya, MBA, MCC for more leadership tips. Thanks!

Sitting through another online event, nodding along, but not really feeling engaged? I just experienced this feeling last week in an online webinar. There has been trouble with tech, which consumed a lot of time, there was little interaction with the participants, and the wasn’t quite built for everyone in the room. I left feeling disappointed and unmotivated. I've been moderating events, facilitating workshops, and giving trainings now for over 20 years. In this time, I’ve learned that truly engaging and great events are rare. The good part: it is a skill that people can learn. Three takeaways that I share with folks who are just starting out or for those with more experience who could also need a check-in from time to time are the following: Preparation is key. Always keep the audience in mind. And, offer various ways to learn. Preparation: With the goal and purpose in mind you should design the event. From opening with welcoming, sharing the agenda and rules of engagement to delivering the content to closing with a summary and feedback. Do several dry runs, meaning that you go through your whole program without audience or maybe with colleagues who can give constructive feedback. Also consider which tech will be used and test it before using it. Audience: The event is not for you; it’s for the audience. What do you know about the people who are attending? Do the participants know each other? Which questions could you ask to learn about their expectations, needs, and knowledge? You can do that, i.e,. through polls, surveys, or discussions. Be flexible and don’t be scared to adjust the agenda if needed, and communicate why you are doing what you are doing. There have been so many times that I was a participant and I couldn’t follow the instructions, or I didn’t understand what was asked of me. Learning: People learn differently. By offering various ways to learn, engage, and participate, everyone in the room has a chance to achieve the set objectives. It might be useful to make learning and reflection materials accessible prior to, during, and after the event. Some people prefer working alone while others prefer working in groups. Some need to hear, others need to read content. Don't just think about what you like, but educate yourself about what people with different ways of thinking need. And let me be clear. You'll never please everyone in the room. That’s okay. But by following the above-mentioned tips, you can get pretty close. And remember, there is help out there - hello Ellen and team 👋🏾 What is important to you in virtual spaces? What have been good or bad experiences? Do you need help in creating more engaging and inclusive events? Send me a DM. #Facilitation #Workshops #Training #Virtual #SaferSpaces ALT- Text in the comments.

I used to struggle to share my ideas in meetings bustling with dominant voices. Not because I was scared, but because I never felt comfortable. Ouch. My seniors and peers often told me: "Speak up, have a presence, be bold!" Well-intentioned advice. But the brutal truth was that I didn’t feel psychologically safe. So when I took on the role of a people manager, I became the leader I needed. I took on a mission to create a safe space where every team member could share their brilliance, their quirks, their questions, their doubts and feel heard. Here are 3 rarely-used strategies I adopted: ✅ Silent brainstorming: I replaced vocal discussions with written ideas; preventing the loudest voice from dominating. We'd share our thoughts by ideating in silence and voting together.🚀 The best part? No one knew whose idea was winning, leveling the playing field for diverse perspectives. ✅One-pagers for every meeting: People process information differently. To include everyone, I ensured every meeting had a one-pager for context and a list of attendees. This way, team members could prepare in their own way, and those who felt their presence wasn't essential could choose to opt-out. ✅ Mini Workshops > Meetings: These mini workshops were designed to encourage deep thinking, collaborative brainstorming, and silent reflection. Everyone had their moment to shine. We always left with 1-3 actionable takeaways — co-created and ready for implementation. 🚀 In the end, it wasn't about changing my personality; it was about embracing it and finding innovative ways to lead effectively. 💪 By creating a safe space for my team, I not only unlocked their potential but also learned the true power of silence in a world that often favors the loudest voices. What do you think about this leadership style? #leadership #product #teammanagement #womenintech #productmanagement #productmanager