The Burger Model of Facilitation
Facilitation is an art rather than a science and has been likened to “nailing a jelly to the wall”. Facilitation is quite hard to define but you will know good facilitation skills in action when you see them. Or possibly not given that when facilitation is skilfully done it is unobtrusive and allows the group to get on with their task!
The term “facil” comes from the Greek “to help” and facilitation is very much about helping a group to get from A to B rather than about inputting specific information as a trainer would. A facilitator may be required to help a group or team solve a problem, brainstorm a new idea or develop a strategy to name but a few. A facilitator frees up the group to focus on the job in hand.
As hard as facilitation is to define, there is an excellent model – the Burger Model – which aims to clarify what facilitation is and isn’t. It’s great to use explicitly with groups if you want them to be clear about your role as facilitator. Sometimes this helps so that groups do not abdicate responsibility and expect training (or other inputs).
When I am training others in facilitation skills, I introduce this model as a framework for understanding how facilitation works at its best. From the diagram you will see the following elements:
The task (to be achieved) is the responsibility of the group – your role is to help them achieve this. You may help them set their objectives or you may help them clarify the task as you understand it from the client/sponsor.
The procedure (the method/s or techniques used) is a shared responsibility. You may be asked for your expertise or they may have decided in advance; this can be planned, but may need to be flexible.
The process (the way in which it is done including feelings and emotions) is the facilitator’s area of responsibility – and one to which you will need to respond.
What is the greatest level of facilitation skill?
The greatest level of skill required is in the process/group dynamics area where additional skills such as coaching are ideal. In this, the facilitator can provide added value by giving real time feedback to the group (with their permission which should have been contracted for at the start). Not only do the group achieve the task they have come together for, they also learn something about their interactions and relationships that can deepen learning and be taken back into the workplace (especially useful if they are a team).
If you are interested in how to nail a jelly to the wall and other top tips on facilitation then please join me at CIPD Coventry and Warwickshire on 19 August 2014 at 6.00 pm and also CIPD Leicestershire on 2 December 2014. CIPD Members and non-members are welcome. Please email Regional Branch Co-ordinator Eleanor Lloyd Jones to book your place.
Best wishes
Julia