Strategies for Facilitating Group Activities in Workshops

Do you have trouble getting the entire team to participate in group discussions, brainstorming sessions, etc.? To get people talking in group settings, create a safe and inclusive atmosphere. Here's how: 1. Set Ground Rules: Make it clear that all opinions are valued and that it's a judgment-free zone. 2. Small Talk First: Warm up with light topics so folks get comfortable speaking. 3. Use Open-Ended Questions: Questions that can't be answered with just "yes" or "no" open up the floor for more detailed discussion. 4. Direct Invitations: Sometimes people just need a nudge. Call on them directly but offer an easy out like, "Feel free to pass." 5. Silent Moments: Pause and allow silence. This gives people time to gather their thoughts and often encourages quieter folks to chime in. 6. Positive Reinforcement: When someone does speak up, validate their contribution, even if it's just a simple "great point." 7. Anonymity: Use tools or methods that let people contribute anonymously. Then discuss the anonymous points as a group. 8. Break into Smaller Groups: Big settings can be intimidating. Smaller group discussions can make it easier for people to open up. 9. Rotate Roles: Give different team members the role of facilitator or note-taker in each meeting to encourage active participation. 10. Follow-Up: If someone doesn't speak up but you think they have valuable insights, follow up privately. They may be more comfortable sharing one-on-one. Remember, the goal is not to pressure people into speaking but to make it easier for them to do so if they wish. #leadership #teambuilding #communication

Recently a colleague asked me, “Laura, how are you able to get a group of complete strangers to bond so quickly?” It made me pause and reflect on my approach. Creating a strong bond among individuals is rooted in fostering psychological safety, shared experiences, and vulnerability. Here are some strategies I employ: 1. Establish a Shared Purpose Early On: - Define the group's purpose clearly. - Focus on the intention behind the gathering, promoting authenticity over perfection. 2. Initiate Vulnerability-Based Icebreakers: - Dive beyond surface-level introductions by asking meaningful questions: - "What's a personal achievement you're proud of but haven't shared with the group?" - "What challenge are you currently facing, big or small?" - "What truly motivated you to join us today?" These questions encourage genuine connections by fostering openness and humanity. 3. Engage in Unconventional Activities Together: - Bond through unique experiences such as: - Light physical activities (get outside and take a walk) or team challenges. - Creative endeavors like collaborative projects or improvisation. - Reflective exercises such as guided meditations followed by group reflections. 4. Facilitate "Small Circle" Conversations: - Encourage deeper discussions in smaller groups before sharing insights with the larger group. - Smaller settings often lead to increased comfort, paving the way for more profound interactions in larger settings. 5. Normalize Authentic Communication: - Lead by example as a facilitator or leader by sharing genuine and unexpected thoughts. - Setting the tone for open dialogue encourages others to follow suit. 6. Highlight Common Ground: - Acknowledge shared themes and experiences after individual shares. - Recognize patterns like shared pressures, transitions, or identity struggles to unify the group. 7. Incorporate Group Rituals: - Commence or conclude sessions with grounding rituals like breathwork, gratitude circles, one on one share. In what ways have you been able to create cohesion quickly amongst a group of individuals in a training session? #fasttracktotrust #humanconnection #facilitatedconnection

Earlier this year, I facilitated a strategy session where one person’s voice dominated while quiet team members retreated into their shells. Halfway through, I paused, put everyone into small groups, and gave them roles to pick up. Here's how it works: 1️⃣ Assign Roles: Each small group had a Questioner, Connector, and Synthesizer. - Questioner: Probes deeper and asks clarifying, “why?” and “how?” questions. - Connector: Links ideas across people, points out overlaps and sparks “aha” moments. - Synthesizer: Distills discussion into concise insights and next-step recommendations. 2️⃣ Clarify Focus: Groups tackled one critical topic (e.g., “How might we streamline on-boarding?”) for 10 minutes. 3️⃣ Reconvene & Share: Each group’s Synthesizer distilled insights in 60 seconds. The result? Silent participants suddenly spoke up, ideas flowed more freely, and we landed on three actionable priorities in our timebox. Next time you sense a lull in your meeting/session/workshop, try role-based breakouts. #Facilitation #Breakouts #TeamEngagement #ActiveParticipation Sutey Coaching & Consulting --------------------------------------------- ☕ Curious to dive deeper? Let’s connect. https://lnkd.in/gGJjcffw

7 Workshop Tactics That Turn Strategy Into Action: The average company workshop costs $10,000+ in executive time alone. Yet most produce nothing but PowerPoints that collect dust. You've probably sat through a few of these yourself, right? Here's what research tells us about running workshops that actually produce results: 1. Start with Why ↳ Begin with clear, measurable objectives ↳ MIT research: Teams with a clear purpose are 35% more likely to succeed 2. Pre-Work Matters ↳ Distribute reading materials 72 hours before the meeting ↳ Journal of Applied Psychology: Pre-reading improves decision quality by 20% 3. Diverse Voices ↳ Include cross-functional perspectives ↳ HBR study: Teams with cognitive diversity solve problems 3.5x faster 4. Problem Framing ↳ Spend the time to narrow in on the right problem ↳ Stanford research: 20% time on problem framing creates 25% better solutions 5. Cognitive Breaks ↳ Schedule 10-minute breaks every 50 minutes ↳ Cognition journal: Short breaks reduce cognitive fatigue by 40% 6. Visualization Tools ↳ MIT research: Brain processes visuals 60,000x faster than text ↳ Wharton study: Visual aids are 43% more persuasive than text alone 7. Action Commitment ↳ HBR research: 70% of strategic failures come from poor execution ↳ Project Management Institute: Clear task assignments are 37% more successful The difference between a $10,000 conversation and a $10,000,000 breakthrough isn't smarter people. It's smarter workshop design. Which principle will you implement in your next workshop? ♻️ Share this with your team before your next workshop. 🔔 Follow me, Ali Mamujee, for more actionable content.

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.

Curious about my favorite workdays? They’re when people have a voice—and even better when I can help bring their ideas to life. Last week, my partner-in-crime Kelly Kleinholz and I hosted a dream team of problem-solvers at a gorgeous resort in San Antonio. If you’re new to leadership or planning a similar offsite, here are some steps I’ve found helpful for creating a meaningful experience. These tips can also be adapted for conferences or other facilitation roles: 1) Define success. Be clear about what you want to achieve by the end of the event, and reiterate this goal to participants throughout. 2) Strategically assign seats (if needed). For us, working teams post-event meant seating arrangements that fostered trust-building and diverse perspectives. Balance thinkers and talkers where appropriate. 3) Build a progressive agenda. Start with current challenges (we let teams “air the dirty laundry” on day one), then pivot to solutions and future planning on day two. Let the past inform, not dominate. 4) Incorporate movement. Keep energy up by breaking long stretches of sitting. We rotated brainstorming tables and included team presentations to keep ideas fresh. 5) Schedule meaningful breaks. High performers juggle big responsibilities, so give ample time for checking emails and resolving urgent issues. They’ll be more present and engaged as a result. 6) Leverage sticky notes. Sticky notes are perfect for quiet voices to be heard and for voting/feedback without endless “+1” comments. 7) Teach leadership principles. While unplanned, this stood out: teams often listed everything as a priority. It was a great opportunity to coach on prioritization—a key leadership skill. Hosting a productive offsite is part art, part strategy. I’d love to hear your favorite facilitation tips, too! #cla #leadership #caas #collaboration #prioritization #sanantonio #bettertogether #CLAfamily

[53] Fifteen Best Practices for How to Lead a Workshop On Wednesday, I gave a workshop on how to give a workshop—very meta, I know. Andreas Schröter invited me to a be.boosted event where the new generation of fellows will soon be leading their own workshops. So the timing was perfect! But what actually matters when planning and running your own workshop? Here are 15 best practices I’ve developed over the years: ---------- PREPARATION & PLANNING ---------- ⏳ 1) Time Your Workshop Realistically Less is more—don’t overload. For a 60-minute session, plan 30 minutes of content and 30 minutes of interaction. ☕ 2) Include Breaks (Even in Short Workshops!) Attention spans fade fast. Give a 5-10 minute break every 45-60 minutes to keep energy up. 🎤 3) Start Strong—Skip Awkward Intros Ditch the long bios. Open with a question, story, or surprise: "What made the best workshop you’ve attended great?" 🙋 4) Engage Participants Immediately Ask easy, low-stakes questions in the first five minutes: "What’s one word that describes how you feel about leading a workshop?" 🖥️ 5) Prepare Interactive Elements—But Only With Purpose In my humble opinion, many workshops are currently overusing interactive elements like complex quizzes or flashy slides just to seem impressive. Interaction is great, but only when it serves a clear purpose. ---------- DURING THE WORKSHOP ---------- 🎭 6) Get Participants Doing Something People remember what they do. Use polls, breakout rooms, or whiteboards. Example: "In pairs, share one example from experience." 🤫 7) Embrace Silence—Give Thinking Time Ask a question, then wait at least five seconds. If no response: "Take 10 seconds, then type in the chat." 🔁 8) Repeat Key Takeaways Say it → Show it → Let them say it. Reinforce key points with slides, stories, and activities. ⏱️ 9) Manage Time—Stay on Track Use a timer and give reminders: "Two minutes left!" Always build in buffer time. 🛠 10) Have a Backup Plan for Activities No answers? → Share an example. Too fast? → Add a bonus prompt. Too quiet? → Start with 1:1 or small groups. ---------- CLOSING & FOLLOW-UP ---------- 📌 11) Summarize Clearly Before Ending Never stop abruptly—people need closure (and so do you). The final moments of a workshop are often the most important, yet the least prepared. ✅ 12) End with a Call to Action Encourage immediate application or long-term reflection. Example: "Before you log off, write down one thing you’ll use in your next workshop." ❓ 13) Leave Time for Questions—But Make It Engaging Instead of "Any questions?", try more concrete questions such as: "What additional experiences have you had that we haven’t discussed today?” 📚 14) Offer Follow-Up Resources Share slides, key takeaways, or further reading. If possible, offer to answer follow-up questions. 🎉 15) End with Energy & Gratitude Avoid awkward fade-outs! Close with a final thought. If possible, rehearse your closing as much as your opening.

Facilitation is one of the most powerful leadership skills in my toolkit. Whenever people come together, there is an opportunity for facilitation. And how we facilitate can shape the dynamics of a group, unlocking clarity, collaboration, and action. As someone who facilitates in-person and online sessions year-round, I’ve developed a set of core principles that guide me in the room. Whether you’re leading a team conversation, hosting a retreat, or designing a participatory process, I hope these insights help you, too: ✨ 1. The Relaxation Response A facilitator’s energy sets the tone. When we stay calm, we create space for others to think, engage, and contribute. Prioritizing self-care and intentional recovery is not a luxury—it’s essential for long-term impact. I am grateful to Virginia Rich for offering this most beautiful description of the relaxation response: “A facilitator’s role is one of profound encouragement of a group, an inclusive management of timelines, and being firm while remaining unerringly kind and gracious.” 🔍 2. Visualization Great facilitation starts before the event begins. I mentally walk through the entire session in advance, refining logistics and anticipating challenges. The paradox? The more prepared I am, the more flexible I can be in the moment. 🌊 3. Whole-Part-Whole Structure The most effective workshops follow a rhythm: • Whole – Establish shared context. • Part – Break into small groups for depth. • Whole – Regroup to integrate learning. This ensures clarity, engagement, and collective insight. 🤝 4. Building Rapport Facilitators don’t just hold space—they shape it. Small actions, like meaningful introductions and engagement principles, create trust. And when people feel connected, they stay engaged. 🔄 5. Check-In: Honoring the Flow No plan survives first contact with reality. If a group needs to shift course, I pause, acknowledge the moment, and invite them to decide together. Trusting the group’s wisdom leads to better outcomes. 🎭 6. Dare to Try Facilitation isn’t just about talking—it’s about creating experiences. I challenge myself to expand beyond verbal discussion, incorporating journaling, movement, and silence. Silence, when held well, is not empty—it’s full of possibility. 📡 7. Distinguishing Signal from Noise Not all feedback is useful. Reading the group requires self-mastery—knowing when to adjust, when to push forward, and when to let deeper insights surface. Which of these principles resonates with you the most? And what have you learned from your own facilitation experiences? Special thanks to Mimi Wang, MSPOD for the conversation that helped shape these insights. #Leadership #Facilitation #WorkshopDesign #Collaboration #AdaptiveLeadership Check out the full post here: https://lnkd.in/ecg7qhyh

Im facilitating a “Building Trust” Workshop for an Executive Team this week. Here’s how I prepare: 📌I am using my proprietary framework, but customizing for the company Leadership development material is either too custom or too generic. This hybrid model provides a foundation that clients can trust with the nuance needed for their specific situation. (And as the company delivering, it allows you to NOT reinvent the wheel + scale) 📌Provide prep work Giving a little bit of work for the team to do prior to the workshop provides more context and gets every participant excited/thinking about the topic at hand. 📌Include activities that keep all learning styles engaged I include exercises that help: - auditory learners - visual learners - kinesthetic learners - strengthen team bonds - make it fun and not like a boring lecture 📌Create lots of space for discussion. The best workshops are those where you can - you guessed it - WORKSHOP through real examples. 📌Have deliverables and practical next steps Too many L&D providers give open ended/one-way content. Instead, we want every team member to come away with one practical thing they can do tomorrow. 📌 Ask, “What was your biggest takeaway” Not only is this good market research for our company, it’s helpful for participants to reflect on WHY XYZ thing was their biggest takeaway. Which one of these is most interesting? —- P. S. In addition to our outplacement, we provide customizable, actionable leadership development training for teams of all sizes. 😉