I Love to Facilitate!

In March I presented a session on Succession Planning: Starting the Conversation at the Theatre Bay Area annual conference hosted at Berkeley Rep Theatre. Lorenz Angelo Photography captured me facilitating the session in front of several idea capture sheets and illustrations. This image really does catch the essence of my style - collecting, culling, synthesizing, and sharing. 

The colorful words on the left were actually written by the participants who were invited to come up to the front and write down their stakeholder concerns related to arts leadership succession planning. Behind me is the GROWS coaching model: Goal, Reality, Options/Opportunities, Will/When and Success. The final set of illustrations are the Lifestages on the organizational and career Lifecycle that I first learned from Dr. Susan Kenny Stevens and have since evolved into images of seeds-seedlings-trees.

Crying Out with Social Insecurity

Now that I'm facilitating retreats and coaching on a regular basis, human behavior is becoming as interesting as organizational development. In fact, I believe the two are linked.

I am especially interested in folks who are driven to undermine themselves and their organizations. Sounds harsh but I'm seeing it regularly. In coaching there is a concept called Limiting Beliefs. These are negative and undermining thoughts that directly connected with your core values, even if they are in direct conflict with your goals. Limiting beliefs need to be explored and hopefully dispelled if you want to reach your goals.

What I am now interested in is what compels people to derail meetings by trying to make others fearful. Is it control? Power? Ego? Actually, it seems to come down to insecurity. I've always been dazzled or perhaps dazed by people who are loud, critical and negative. In the past I've interpreted this behavior as power and security. After much exploration I now realize it is really insecurity that drives their actions. In fact, it can tip over into bullying quite quickly.

I don't have a psychology degree but what I do recognize amongst these folks is the need for attention. If they say something outrageous they immediately get our attention, even if it is negative attention. It is like they are crying out to be noticed, literally. Within an organization these people often, mysteriously rise to the top. Perhaps others step aside to avoid conflict?

As a facilitator and coach I focus on solutions. As these folks raise their endless criticisms and complaints I reflect on the goal and how these negative comments aren't getting us closer to what we've all agreed needs to be accomplished. It is a constant test of my "power" in the facilitation, and as the meeting leader I do have to hold that space. Plus, I need to ensure that the other folks, who may have fantastic contributions to make to the organization, are not derailed and disillusioned. It is become an easier task as I practice stepping back and not to getting all wrapped up in their issues.

In the past I would have taken their comments to heart - even as personal attacks. Now I know that they are just crying out to be heard.

Live your dream: make it happen

Nicole and I had a fantastic conversation about articulating your own personal vision and mission statements. "Once you've articulated what it is you are about so much more falls into place" was her advice. As a consultant and coach I certainly offer the same guidance but good golly I find it so hard to do for myself.

At first I came up with something very lofty and filled with lingo. I then tried to share it with Nicole and I couldn't even remember what it was. Didn't roll of the tongue, got stuck in the brain. Following the KISS theory (Keep It Simple Sister) I chunked up on the vision (meaning that I took it up a few notches) and this is what I realized.

Vision and Mission statement - all blended into one:

Live your dream: make it happen

That's what I'm about. I'm starting to reflect that more in my consulting and coaching website Leading-Together.

GROWing

Well, I'm at the mid-way point at the Americans for the Arts convention in Philly and my big theme is GROW. That's the goal setting tool that I use as a coach and I've been sharing it in my sessions.

G = Goal - setting a clear goal
R = Reality - looking at current reality
O = Options - potential paths to reach the goal considering the current reality
W = Will - when you will take the first step and what it will be

People love the simple tool. I frame its use by saying "imagine we're going to meet up in a year at the next convention and we talk about the goal you are setting today. How will you know that you've reached that goal? What will you see? What will you hear? What will be doing? What made you successful.

For me it is that I will be a consultant, using coaching in my practice and making an excellent living.

Personal Evolution: Peer Coaching Circles

In June 2008 I am facilitating a Peer Coaching Circles half day workshop at the Americans for the Arts annual conference in partnership with four other career/life/business coaches. Learn more about it on my other blog - Career Goals: Take the Lead.