How facilitators get high feedback scores
Why some workshops leave you energized and motivated and others don´t
A number of people have traumatic experiences from workshops. They had to fall backwards into their colleagues arms to build trust. 😱 Others remember draining, long-lasting sessions that were called workshops.
That is not how it should be.
Well facilitated workshop can be energizing, moving, sincere, inspiring, motivating and fun.
High feedback scores usually mean, something relevant was achieved while participants enjoyed the process.
There is only one reason to a positive experience in a work session:
Human needs were met during the work session.
What are human needs?
At the basic level are biological requirements for human survival such as air, food, drink, shelter and sleep.
Higher human needs include connectedness, certainty, uncertainty significance, contribution and growth. Those are the ones a facilitator should also consider when designing and facilitating a session.
1 Connectedness
… is feeling connected to someone.
You address this in workshops by facilitating check-ins that reveal a bit of the human. The activity shall not be embarrassing. A quick good one is the 2 adjectives check-in. You can also connect the human to the subject of the workshop e.g. with the hello exercise.
Another option is to spend time on appreciating and getting to know each other, e.g. with the market of skills exercise.
2 Certainty
… is the assurance that you can avoid pain or gain pleasure.
You address this in workshops by a proper expectation management. People with high need for certainty want to know:
what is going to happen
what will they be asked to do
what is the agenda
when do we take breaks and what is for lunch
3 Uncertainty/Variety
… is the need for new stimuli.
You address this in workshops by including small surprises to make it fun. You can play games with purpose, send people outside to discuss a question on a walk or facilitate any other activitiy that is not just about sitting around talking in the large group.
One example is an activity called gallery walk to make collecting peoples views on a topic less boring.
4 Significance
… is feeling unique, important, special or needed.
You address this in workshops by e.g. collecting everybodys view through note taking. That means, participants
write down their input on sticky notes
share them with the group by reading it out loud
stick them on the wall to make them visible for everyboday.
That way, everybody is heard and time to speak is balanced between more extroverted and more introverted people.
5 Contribution
… is the sense of service and focus on helping, giving and supporting others.
You address this in workshops by giving the space and instructions how to collaborate well.
If the team does not function well, you can start by talking about what people need to work well in the group. One way that worked for me is using the Team Contract template by Strategyzer.
6 Growth
… is the need to expand a capacity, capability or understanding.
You address this in workshops by visualizing content, aligning teams and achieving the agreed goal.
The first four needs (connectedness, certainty, uncertainty/variety, significance) are essential and you will always find a way to meet them - in ways that serve you well or not so well.
Contribution and growth are the needs that lead to the feeling of fulfillment. Mentally healthy people have all 6 needs with varying priority.
When the facilitator addresses those human needs in the session, he or she will likely be seen as an expert.
My top needs are connectedness and contribution. Luckily, I can meet them really well with my job as a facilitator. 🍏
Have you thought about what your strongest need is?
It is very deep your article as designing a workshop while taking care of these needs is an art and requires some psychological understanding which of course comes with a learning wish and experience.Thank you for bringing awareness to this!