Você está liderando uma reunião de facilitação. Como você pode garantir que todas as partes interessadas se sintam ouvidas e valorizadas?

Creating spaces in inclusion, trust and safety are paramount for great conversations to take place! Creating guidelines for how each person contributes to the space in one approach. It’s important to not see these as rules, rather to see them as pathways to nurturing relationships and respecting multiple ways of expressing oneself. As a facilitator, this is a crucial step and one that is often overlooked because of not having enough time. Taking this step will be a long-term gain!

Use multiple ways of participation. Some large group discussion, some small group or in pairs. Some nonverbal participation could include responding to questions or prompts in writing. Create a space where everyone feels comfortable to share.

Strong governance processes will assist with how stakeholders are heard and valued. Ground rules are a great idea but the level at which the stakeholders operate should be taken into account. Are they an executive stakeholder? Are they existing stakeholders that have been operating for years and know each other? Are they new stakeholders that require intense engagement?

Have you ever been to those meetings where people are distracted, a few loud voices dominate, and nothing gets decided? That's what happens without good ground rules. Setting clear expectations at the start can help: Create a shared understanding of how everyone should act. This makes a respectful space where everyone can speak up and share ideas. It keeps the meeting on track. By cutting down on distractions, everyone can focus better and use time wisely. It gives a way to handle disagreements. This helps turn conflicts into chances for new ideas and growth. Ground rules streamline discussions by keeping conversations on track, ultimately leading to more focused and efficient use of everyone's time.

As Trainers, we regularly apply these 3 tips to get everyone involved in our sessions: 1) Regular round-table discussions: Give everyone a chance to have their say by holding regular round-table discussions. This ensures that all voices are heard. But this will of course depend on the number of Participants. 2) Open questions: Ask open-ended questions to encourage in-depth answers and stimulate collective reflection. 3) Facilitation tools: Use post-its, collaborative whiteboards or live polls to gather ideas from even the most reserved. Digital tools such as Wooclap & Klaxoon can also be useful. These practices foster an inclusive environment where everyone feels valued and listened to.

Totally agree. But, I would also recommend that prior to the meeting that any questions or concerns that anyone has to turn them in prior to the meeting. I then would review each one, and try to address all concerns/ issues. I would also allot time at the end for questions and answers.

Consider different styles and needs of team members, as well as any relationship dynamics. Then, try to ensure everyone feels comfortable contributing through using different techniques - as Fabrice has said, post-its, whiteboards etc. Also give people time to think about their response to a question before opening it up for discussion - time to make notes before sharing. And going around the room to ensure everyone gets the opportunity to participate vs. those with the loudest voices.

Consider setting up a mechanism to allow for post-session feedback or input. Something simple as an open-ended Google form or other type of survey allows people to contribute insights and ideas that may have bubbled up overnight or after they've had the chance to process the session.

When trying to encourage participation at a meeting, be mindful of the HIPPO effect - where the Highest Paid Person's Opinion dominates. Here are three strategies to avoid this and get everyone involved: Anonymous Idea Submission: Use digital tools or simple note cards for anonymous suggestions. This reduces fear of judgment and encourages candid input from all levels Reverse the Discussion Order: Start with junior team members and work up to senior leadership. This prevents early opinions from high-ranking individuals from influencing others Structured Debate Technique: Assign roles where team members argue for ideas other than their own. This approach encourages diverse thinking and reduces the impact of hierarchical influence.

Conflict is inevitable in any project, but how it's managed can significantly impact the project's success. Early in my career, I often defaulted to compromise, seeking quick resolutions. However, I soon learned the value of striving for win-win outcomes through collaboration. Here are some major conflict resolution techniques: Avoidance (Lose-Lose): Ignoring the conflict Compromise (Lose-Lose): Each party gives up something Accommodation (Lose-Win): One party concedes to the other Competition (Win-Lose): One party imposes their solution Collaboration (Win-Win): Finding a solution that meets all parties' needs Each technique has its place depending on the situation, stakes, and time constraints.