Facilitation, Coaching & Training

“tell me and I will forget; show me and I may remember; but, involve me and I will know”

People do not learn by being told what to do; they also do not change their behavior simply because they are told to – they learn and change via a series of realisations.

Experiential and action learning remains the most effective methodology for any facilitation, training or coaching process.

This is the methodology applied:

1. Pose a real life problem.
   A simulated (and often practical) process designed to illustrate “what you are actually doing” as opposed to “what you think you are doing”. The objective is to test applied knowledge where the impact is derived from the spontaneous response.
2. An analysis of what happened
   The facilitated feedback session uncovers the WHY’s and the REAL WHY’s. An honest inspection by means of introspection, questions and in-depth analysis. 
3. A series of realisations occur
   A culmination of steps 1 & 2 above where the realization of “a need for change” is the ultimate outcome. At this phase the individual, team or organisation is most open and receptive to new ideas.
4. Introduce something new
   Agreement on the “new way of working” – be it system, process, behavior or the introduction of anything else that is new.
5. Implement, refine and the new normal
   Old “habits” die hard whilst new ones need continuous work to become entrenched. This is most often the most neglected step and where change fails. It also requires that the broader environment, leadership and culture are conducive to allowing the change to be made permanent.