Choosing a venue that is too small, poorly lit, has uncomfortable seating or low energy
Launching right in without providing a road map of where you are headed
Sticking to the planned program rather than meeting needs of participants right now
Allowing uneven participation or giving more air time to extroverts or people from the dominant culture
Getting participants to talk to the facilitators rather than to each other
Not allowing enough time for debriefing – where the real learning takes place
Making yourself the center of attention
Asking questions you already know the answers to - to reach the predetermined outcome
Shutting down “difficult” participants instead of honoring their positive intention
Scolding people for isms or micro-aggressions, rather than exploring the impact
Intervening too often rather than trusting the group process
Failing to focus on learning objectives or results
Pretending you didn’t mess up, instead of leveraging the learning for the group
Speaking before you have the full attention of the group
Whispering to your co-facilitator so that participants are left wondering what’s happening
Giving long confusing instructions or changing instructions when asked to repeat them
Avoiding real conversations by hiding behind power point or flip charts
Defending yourself when a participant expresses anger - rather than taking it in
Offering inauthentic praise instead of owning your experience (sharing the actual impact the person is having on you or the group)
Failing to elicit the specific learning or application during the debrief
Hearing from several people near each other, rather than moving the focus around the room
Avoiding exploring withholds with your co-facilitator
Stepping over discomfort rather than exploring it
Squeezing too much in without time for integration
Lacking awareness of power dynamics
Choosing who gets to speak based on who raised their hand first, rather than who has not spoken
Moving on without affirming participants’ contributions
Pretending you have it all together when you don’t
Not allowing your co-facilitator enough space to contribute
Putting group process ahead of learning or learning ahead of group process.
Yelling at the group to be quiet or not knowing how to take charge / lead the group
Proving how smart you are instead of eliciting wisdom from the participants.
Coaching is life-changing, world-changing work. The coaching programs at Leadership that Works go beyond theories and models and work with clients on a deeper level. You learn how to coach the whole person: physical, mental, emotional and spiritual. Whole person Transformation.
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