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Facilitator Resources

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This page is for you if you received the Facilitator profile based on you answers in the questionnaire you completed.

The facilitator is the hub of the group. In addition to being very flexible regarding collaboration and decision-making processes, the Facilitator typically also has an extensive network from which the study group can benefit. The facilitator wants to make decisions but prefers discussing the group's solutions. Next, the Facilitator prioritizes the group above themself and highly values a good atmosphere within the group.

Read further to:

  • Get a detailed overview of your role

  • Learn how your role fits into each of the 5 stages of group development

  • See what additional resources might be most helpful for you

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Facilitator Details

Keywords:

  • Flexible

  • Positive

  • Social

  • Reactive

  • Extrovert


Strengths:

  • Adaptability: Facilitators are flexible in their collaboration and decision-making approaches.

  • Networking: They often have an extensive network that can benefit the study group.

  • Group Dynamics: Facilitators prioritize a positive group atmosphere and harmony.

  • Supportive: They are often supportive of others' ideas and solutions.


Potential Improvements:

  • Decision-Making: Occasionally, you may need to step up and make decisions instead of always prioritizing group consensus.

  • Time Management: Balancing group dynamics with efficient time use can be challenging; work on time management skills.

  • Confidence: Don't hesitate to lead when the group needs direction.

Tuckman’s 5 Stages of Group Development

Tuckman's 5 Phases of Group Development is a model that outlines the key stages a team goes through as it progresses. As a Facilitator, it’s important to understand how your role might fit into each of the 5 stages of group development:

  • Forming

  • Storming

  • Norming

  • Performing

  • Adjourning

 

This section will cover your role’s potential impact at each stage, potential conflicts that might arise, how you might be misunderstood, where you might need some extra support, some useful phrases, and some prompts for reflection.

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Forming

This is the initial stage where the group comes together. There's excitement and curiosity. Members are polite, and there's a positive and expectant atmosphere. Roles and responsibilities still need to be clarified.
 

Role Impact:

  • Help break the ice and make sure everyone feels included from the start.

  • Encourage open introductions and create a welcoming atmosphere.


Potential Conflicts:

  • May focus too much on harmony and delay practical planning

  • Risk of avoiding difficult conversations early on


Could be Misunderstood As:

  • Overly Casual

  • Not Results-Focused


Might Need Support:

  • Balancing social connection with setting clear goals


Useful Phrases:

  • “Let’s make sure everyone has a chance to share before we decide.”

  • “We’ve got a good vibe, now how can we channel it into action?”


Prompts for Reflection:

  • “Have I made sure we know our purpose as well as each other?”

  • “Is everyone clear on what comes next?”

Storming

Differences start to emerge. Conflicts or power struggles can occur as members push against established boundaries.
 

Role Impact:

  • Can act as peacemakers, diffusing tension and ensuring each voice is heard.


Potential Conflicts:

  • Might avoid taking a stand to keep everyone happy

  • Risk of letting unresolved issues simmer under the surface


Could be Misunderstood As:

  • Indecisive

  • Avoiding Responsibility


Might Need Support:

  • Stepping into a leadership role when needed, even if it risks upsetting harmony


Useful Phrases:

  • “I hear both sides, how do we combine the best of each?”

  • “We need to address this now so it doesn’t hold us back later.”


Prompts for Reflection:

  • “Am I helping the group face the real issue, not just smoothing over it?”

  • “Do I need to be more direct right now?”

Norming

The team starts to resolve its differences. They appreciate colleagues' strengths, establish norms, and respect the authority of the group leader.
 

Role Impact:

  • Reinforce trust and help establish collaboration norms.

  • Make sure communication channels are clear and everyone feels safe contributing.


Potential Conflicts:

  • May over-prioritize inclusivity at the expense of efficiency

  • Could avoid giving constructive feedback if it risks tension


Could be Misunderstood As:

  • Too “Soft”

  • Reluctant to Push for Improvement


Might Need Support:

  • Pairing empathy with accountability


Useful Phrases:

  • “We’ve been working well together, what can we fine-tune?”

  • “Let’s check if everyone is still happy with how we’re collaborating.”


Prompts for Reflection:

  • “Am I helping us stay on track while still feeling inclusive?”

  • “What feedback would help the group improve right now?”

Performing

The team is now more strategically aware and knows clearly why it's doing what it's doing. The team has a shared vision and can stand on its own feet without the leader's interference or participation.
 

Role Impact:

  • Keeps morale high and relationships strong, ensuring smooth collaboration even during high workloads.


Potential Conflicts:

  • May avoid pushing for higher performance if the atmosphere is good

  • Risk of letting accountability slide to preserve harmony


Could be Misunderstood As:

  • Too Relaxed

  • Not Ambitious Enough


Might Need Support:

  • Encouraging high standards while keeping the group cohesive


Useful Phrases:

  • “We’re doing great, how can we push even further?”

  • “Let’s celebrate what’s working and tweak what’s not.”


Prompts for Reflection:

  • “Are we meeting our goals as well as enjoying working together?”

  • “Is there any tension that’s going unspoken?”

Adjourning

The project ends, and the group disbands. This stage can be challenging for members who like routine and struggle with change.
 

Role Impact:

  • Facilitators ensure closure is warm and positive, helping members reflect and celebrate the experience.


Potential Conflicts:

  • Might avoid deeper evaluation of what could have gone better

  • Risk of rushing farewells without meaningful reflection


Could be Misunderstood As:

  • Overly Sentimental

  • Unwilling to Discuss Problems


Might Need Support:

  • Balancing gratitude with honest lessons learned


Useful Phrases:

  • “What did we each learn from this project?”

  • “Thank you for making this a great experience, here’s what I’ll take forward.”


Prompts for Reflection:

  • “What’s one thing I appreciated most from each person?”

  • “What feedback would help me grow in my next group?”

Helpful Resources for The Facilitator

Issue With Your Group?

If you have a conflict or issue within your group and you are unable to resolve it with the resources found here, email unihelper.io support and we’ll give you some advice on the best way to move forward.

Support@unihelper.io

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