It was a recent talent development workshop co-facilitated by me.Â Â In short, in a few occasions I thought that we were about to hit the brick wall.Â Â But it did not turn out to be the case.Â Â In fact, there were a few participants whom I had anticipated to be upset with our arrangement.Â Â Yet, they turned out to be among those who appreciated the workshop the most (according to our 1-on-1 conversations)
It forces me to challenge some of my assumptions on my facilitation work.Â Â My current assumptions are:
â€¢Â Â Â Facilitators (to be specific the learning facilitators) should ALWAYS support AS MUCH AS POSSIBLE the participants to the extent that the latter are pleased.
â€¢Â Â Â Facilitators (again for learning) should NEVER trick the participants to failure, even for the good intention of experiential learning
I have thought very hard on point 2.Â I think I will still hold point 2 though it seems that the learners did not really mind.Â In the language of â€˜Immunity to Changeâ€™, point 1 is probably a BIG ASSUMPTION. And I would like to assume differently now:
â€¢Â Â Â Facilitators should ALWAYS support the participants.Â The purpose however is to achieve the contracted learning objective but NOT to please them.Â Â In fact, in order to achieve the objectives, the participants may get upset during the process.
The question for myself â€“ What else can I do to shift my BIG ASSUMPTION?