Facilitation, Planning and Interpersonal Interaction

Module 01

Question 1: My individual development planning

Introduction

Facilitation is defined as “The act of making something easier” (http://www.ica-uk.org.uk/what-is-facilitation) and in a group situation, this would mean that the facilitator works with a group of people to help them work together, define and achieve their goals, as well as overcome any possible challenges in doing so. The focus needs to be on not merely solving each problem as it arises, but rather creating a sustainable, changed organisation, with lasting effects.

This is where the critical role of the organisational development (OD) practitioner comes into play. Knowledge of OD theories, principles and techniques means that the OD practitioner must have a thorough grasp of the various theories underlying OD, and must be especially strong in the interpretation of this theory and using it in practical applications. Action Research knowledge and application ability is a fundamental competence that underlies almost all OD interventions. The practitioner needs to know what available interventions are out there, what they do, where and how they are applicable, what their strengths and weaknesses are, and how to modify them.

The human element in being an effect OD practitioner means that strong interpersonal relationships are developed. Forming these relationships will allow the OD practitioner to assist in understanding the organisation’s values, the “culture” of the organisation, collecting relevant data and conducting an accurate analysis of the challenges which need to be overcome and change institutionalized.

The ability to manage self (intrapersonal management) and manager others (interpersonal relationships) is of critical importance. Often the OD...

... middle of paper ...

...will take on both roles and needs to clearly outline when movements between process and content takes place.

This is all about managing the expectations of the group ensuring there is a good balance between process and content. The right content rushed through too quick a process is unlikely to lead to participants' truly owning any commitments made. A process which honors and elicits significant individual contributions, but produces no decisions or actions, also would be unsatisfactory.

References

1. http://www.ica-uk.org.uk/what-is-facilitation Reviewed on 16th February 2014.

2. http://www.businessdictionary.com/definition/group.html Reviewed on 17th February 2014

3. https://www.google.co.za/search?q=stages+of+group+development&tbm=isch&tbo=u&source=univ&sa=X&ei=n5sBU8TSNqTe7Abmq4C4CA&ved=0CDcQsAQ&biw=1600&bih=717 Reviewed on 17th February 2014