GuideFOR EVERYTHING DISC® AND THE FIVE BEHAVIORS® PROGRAMS
Choosing and Developing Facilitators
Skilled facilitation is the cornerstone of meaningful change, driving team development, leadership growth, and organizational transformation. Whether you’re considering an internal, external, or hybrid facilitation approach, the success of any initiative hinges on the right strategy and the facilitator’s ability to create engagement, foster collaboration, and guide teams toward actionable outcomes. Choosing the most suitable facilitation model is more than logistics; it’s about aligning resources with your goals for maximum impact.
Symphony 100 can be your external facilitator, certify your internal one, or do both.
Facilitation Success: The Key to Lasting Impact
Equally important is the caliber of the facilitator. A successful facilitator combines several attributes, including emotional intelligence, strong communication skills, and adaptability, with specific experience and competencies in tools like Everything DiSC® or The Five Behaviors®. By understanding the roles and requirements for success, you can empower facilitators to drive transformative results, no matter the scope or complexity of your goals.
Using external facilitators
Pros and benefits
Fresh Perspectives and Expertise
External facilitators bring new ideas, approaches, and industry insights that internal employees might not be exposed to, potentially driving innovation and improvement.
Objectivity and Neutrality
External facilitators are independent, so they provide unbiased guidance and can manage sensitive topics neutrally. This is beneficial in complex team dynamics or organizational changes.
High-Level Specialization and Experience
They often have specialized skills and experience in facilitating challenging or particular topics, having worked across different organizations and settings.
Enhanced Credibility
The involvement of external experts can enhance the perceived credibility of Everything DiSC® programs, especially on complex subjects where external validation is essential.
Cons and risks
Higher Costs
Hiring external facilitators can be more expensive than internal facilitators, mainly if travel or premium rates apply. Regular external training sessions significantly increase training budgets.
Less Organizational Familiarity
External facilitators may require more time to understand the organization's culture and dynamics, which could reduce the value and relevance of training.
Possible Disconnect
There is a risk that external facilitators might not fully align with the company's values or the specific nuances of its internal processes, potentially leading to recommendations that are not feasible or well-suited to the organization's actual operating environment.
Dependency
Relying on external facilitators might create a dependency, where the organization feels unable to handle training and development internally, which might affect long-term capacity building.
Best practices
Clearly Define Objectives
Ensure that the goals and expected outcomes of the training are clearly defined and communicated to the external facilitator.
Regular Feedback
Establish a system for regular feedback and check-ins during training to ensure alignment and promptly address any emerging issues.
Confidentiality Agreements
Implement strong confidentiality agreements to protect sensitive information and maintain trust.
Provide Comprehensive Briefings
The external facilitator should be thoroughly briefed on the organization's culture, values, and specific needs to tailor the training well.
Integration Plans
Develop a plan for integrating the insights and strategies introduced by the external facilitator into ongoing internal practices to ensure sustained impact.
Using internal facilitators
Pros and benefits
In-depth Organizational Knowledge
Internal facilitators deeply understand the company's culture, processes, and history. This enables them to tailor training sessions that are directly relevant and resonate more with employees.
Cost-Effectiveness
Using an internal facilitator can be more budget-friendly over the long term, especially if frequent training sessions are needed. There are no additional costs, such as hiring fees or travel expenses.
Long-Term Engagement
Internal facilitators can continuously reinforce learning principles and track development progress over time, facilitating sustained learning and integration of new skills.
Building Internal Capabilities
Developing facilitation skills within the organization can help build a pool of competent facilitators who can address various training needs as they arise, enhancing organizational capacity.
Cons and risks
Potential Bias and Blind Spots
As part of the organization, internal facilitators might have existing biases or be perceived as having biases that could affect the openness and honesty of feedback and session participation.
Limited External Perspectives
Internal facilitators may lack exposure to different industries or innovative practices that external professionals might bring.
Resource Allocation
Allocating internal staff to facilitate sessions can strain resources, especially if these employees also have other roles and responsibilities within the organization.
Best practices
Continuous Professional Development
Provide ongoing training and development opportunities for internal facilitators to ensure they are exposed to new ideas and methodologies.
Rotation and Fresh Perspectives
Rotate internal facilitators periodically or bring in guest trainers to keep the training content fresh and engaging.
Clear Boundaries
Establish clear boundaries to minimize biases and ensure that facilitators can maintain objectivity.
Feedback Mechanisms
Implement robust feedback mechanisms to continually improve the training sessions based on participant insights and experiences.
Balancing Responsibilities
Ensure internal facilitators have sufficient time and resources to dedicate to training without compromising their other responsibilities.
Using a hybrid of internal and external facilitators
Implementing a hybrid approach to facilitation can significantly enhance the results of Everything DiSC® training programs by leveraging the unique strengths of both internal and external resources.
Facilitators play a vital role in shaping leadership influence and organizational culture by developing communication, problem-solving, and conflict-resolution skills. Continuous professional development is crucial for staying updated on facilitation trends and best practices.
Anticipating challenges, fostering open communication, and seeking advice from experienced facilitators like Symphony 100 can enhance facilitation processes and decision-making, leading to organizational success.
Pros and benefits
Comprehensive Expertise
Combines the in-depth organizational knowledge of internal facilitators with the specialized skills and fresh perspectives of external experts, enhancing the Everything DiSC® training content, making it relevant, and enriching it with diverse insights.
Enhanced Credibility
The involvement of external experts can enhance the perceived credibility of the Everything DiSC® programs, especially on complex subjects where external validation is essential.
Flexibility and Resource Efficiency
The hybrid model allows organizations to manage resources more efficiently. Internal facilitators handle the bulk of ongoing development needs, while external facilitators can be brought in for specialized training or during peak periods, reducing the strain on internal resources.
Continuous Learning and Improvement
Internal facilitators can learn new techniques and skills from their external counterparts, enhancing their training capabilities. This ongoing professional development helps maintain high standards of facilitation within the organization.
Customization and Relevance
External facilitators can adapt their knowledge to the organization's context, leveraging internal facilitators' insights to address unique challenges and needs specific to Everything DiSC®.
Cons and risks
Coordination Challenges
Strong coordination and communication are required to ensure consistency in training objectives, methodologies, and outcomes. Misalignments can lead to mixed messages and diminished training results.
Potential Conflict
Differences in training styles, methodologies, or personality types between internal and external facilitators might lead to conflicts, affecting the training environment and outcomes.
Increased Costs
While more resource-efficient in some respects, a hybrid approach can increase costs compared to using only internal facilitators. Budgets must account for external facilitator fees, including travel and accommodation expenses.
Dependency Risks
Dependence on external facilitators for certain types of training might inhibit the long-term development of internal capabilities in those areas.
Confidentiality and Security
Introducing external facilitators into sensitive internal training sessions can raise confidentiality and data security issues. Strong agreements and trust are crucial to mitigate these risks.
Best practices
Establish Clear Roles and Responsibilities
Define specific roles for both internal and external facilitators to avoid overlap and ensure accountability.
Align on Training Goals, Content, and Methodologies
Ensure all facilitators are aligned on the objectives, content, and methodologies of Everything DiSC® to provide a consistent training experience.
Facilitate Regular Communication
Hold regular communication and feedback sessions among all facilitators to share insights, progress, and challenges.
Encourage Learning Opportunities
Allow internal facilitators to learn from external experts through shadowing, co-facilitation, and post-training debriefs.
Carefully Select External Facilitators
Choose external facilitators based on their compatibility with the organizational culture and experience working in hybrid environments.
What a successful facilitator brings
Key attributes
Strategic Thinking
A deep understanding of business strategy development and implementation is essential for guiding leaders in crafting strategic visions. Strategic thinking involves analyzing complex situations, anticipating future trends, and making informed decisions that align with the organization's goals and objectives.
Strategic thinkers possess excellent problem-solving skills, a forward-thinking mindset, and the capacity to see the big picture while paying attention to detail. They are adept at identifying growth opportunities, mitigating risks, and adapting strategies to changing market conditions.
Visionary Leadership
Visionary leadership goes beyond setting goals and targets; it involves inspiring and motivating others to work towards a shared vision. A visionary leader can communicate a compelling narrative that resonates with employees, customers, and stakeholders, fostering a sense of purpose and direction within the organization.
Influential visionary leaders are adept at fostering innovation, encouraging creativity, and empowering teams to think outside the box. They create a continuous improvement and learning culture, driving organizational success and growth.
Change Management
Change management is critical for leaders to navigate periods of uncertainty, transformation, and growth. Leaders with expertise in change management can communicate the need for change clearly, manage resistance, and facilitate adopting new processes and ways of working.
Successful change managers understand the human side of change. They provide support, coaching, and guidance to employees as they transition through organizational changes. They are skilled at building trust, fostering collaboration, and creating a positive change culture within the organization.
Critical skills
Facilitators are crucial in driving organizational change, enhancing team dynamics, and fostering continuous learning within Everything DiSC®. Here are the essential attributes of proficient facilitators:
Strong Communication Skills
Skilled facilitators excel in verbal and written communication, articulating ideas clearly, listening actively, and adjusting messaging to suit diverse audiences.
Deep Knowledge of Learning Principles
Familiarity with educational theories, adult learning techniques, instructional design, and the ability to adapt teaching methods to different learning styles, especially within leadership contexts.
Expertise in Group Dynamics
Skillful in managing group dynamics, identifying undercurrents, steering discussions constructively, resolving conflicts, and fostering an inclusive environment during leadership training sessions.
Problem-Solving Skills
Strategic thinkers with strong analytical abilities, capable of diagnosing team issues and offering practical solutions, acting as mediators and negotiators.
Organizational Savvy
Understanding internal politics and culture, aligning facilitation strategies with organizational goals, and enhancing credibility and influence in leadership contexts.
Project Management Capabilities
Oversees leadership training programs or change initiatives, ensures timely completion, stays within budget, and achieves intended outcomes.
Continuous Learning and Adaptability
Lifelong learners who update skills and knowledge, adapt to changing needs, and integrate new tools and technologies into facilitation practices.
Competencies for interpreting profiles and reports
These skills and knowledge areas ensure that a facilitator or practitioner can understand and leverage the Everything DiSC® supplement report to enhance individual and organizational performance.
Basic Understanding of DiSC® Theory
Knowledge of the DiSC® model, including the four primary behavior types, Dominance, Influence, Steadiness, and Conscientiousness, and how they influence communication and behavior in the workplace.
Facilitation Skills
Ability to lead discussions and workshops, ask probing questions, and facilitate group interactions to maximize learning and engagement.
Interpretative Skills
Competence in analyzing DiSC® assessment results and translating them into meaningful, actionable insights for participants.
Communication Skills
Strong verbal and written communication skills to convey the nuances of DiSC® profiles and their practical implications clearly.
Application Knowledge
An understanding of how to apply DiSC® principles in various contexts, such as leadership development, team building, conflict resolution, and personal growth.
Adaptability and Sensitivity
Ability to adapt facilitation techniques to suit diverse groups and organizational cultures while being sensitive to participants' differences and needs.
Analytical Thinking
Skill in using logical reasoning to identify patterns and draw conclusions from DiSC® data and other behavioral indicators.
Continuous Learning
Commitment to ongoing education and professional development in DiSC® methodologies, new research in psychology, and evolving best practices in training and development.
Background and experience that help
Relevant educational background
Certifications and Professional Development
Pursuing relevant certifications and professional development opportunities enhances skills, validates expertise, and demonstrates commitment to the profession.
Degrees
Degrees in business, education, psychology, or related disciplines provide a strong foundation for facilitators.
Relevant experience
Corporate Training
Leading workshops and training sessions focused on leadership development.
Consulting
Providing strategic advice and facilitating organizational change for leadership teams.
Team Leadership
Managing teams or departments, focusing on leadership development and performance improvement.
Conflict Resolution
Mediating disputes and fostering collaborative environments in leadership settings.
Project Management
Overseeing leadership development projects from inception to completion, ensuring goals are met within constraints.
Public Speaking
Delivering presentations and speeches to diverse audiences, enhancing communication and engagement skills in leadership contexts.
Things to avoid or be cautious about when considering facilitators
Overly Reliant on One Methodology
Relying too heavily on a single facilitation methodology can limit training results. Facilitators should be versatile and incorporate various approaches to meet participants' diverse needs.
Ignoring Organizational Culture
Failing to consider the organization's unique culture and dynamics can lead to facilitation that misses the mark. Facilitators should tailor their approach to align with the organizational context.
Lack of Preparation
Inadequate preparation can undermine the success of training sessions. Facilitators should thoroughly prepare, understand the audience, and customize content accordingly.
Failure to Engage Participants
Monotonous delivery and lack of interactive elements can disengage participants. Facilitators should use a variety of techniques to keep sessions dynamic and engaging.
Ignoring Feedback
Dismissing or not actively seeking feedback can prevent improvement. Facilitators should encourage and act on participant feedback to continually enhance their sessions.
Inadequate Follow-up
Without proper follow-up, the impact of training can diminish. Facilitators should ensure mechanisms are in place to reinforce learning and track progress post-session.
Certify your own facilitators, or bring Symphony 100 in
Everything DiSC® Certification is $3,995 per named practitioner; The Five Behaviors® Certification has its own page. A discovery call settles which facilitation model fits your goals.