Podcasts about Facilitation

In this conversation, Phil Brown discusses the nuances of training in challenge courses, emphasizing the importance of shared experiences and safety protocols. He recounts a near miss incident involving a participant and a helmet, highlighting the lessons learned and the need for vigilance among facilitators. The discussion encourages a culture of continuous learning.   Facilitators should encourage discussions about impactful moments. Safety protocols must be adapted based on real experiences. Helmets can be both beneficial and problematic in certain scenarios. Vigilance is crucial when managing participants on challenge courses. Facilitators should practice lowering techniques before climbing. Sharing stories helps build a learning community. Anecdotal experiences can provide valuable lessons not found in manuals. Continuous learning is essential in the outdoor education industry. Engagement with the community can lead to shared insights and improvements. Connect with Phil - podcast@high5adventure.org Music and sound effects - epidemicsound.com Support the podcast - verticalplaypen.org

Share your thoughts about our conversation!Hailing from Quaker circles and Berkeley's grassroots community movements in the 1960s, is the sagacious Parker J. Palmer – activist, facilitator, teacher and author. His unconventional entry into facilitation was piqued by a fascination with circle-work, which inspired a 30+ year career spent holding space for the mutable truth to emerge.This is a wise, thoughtful conversation grounded in a lifetime of Parker's lived experiences. From authoring your own life, to questioning the truth with kindness, being aware of hubris and approaching facilitation with fresh curiosity every day.There's an incredible amount to learn from Parker in our conversation alone, and I hope you're as inspired as I was!Find out about:The confluence of facilitation, writing and teachingWhy safe spaces are an on-going practice, requiring facilitator's to protect individuals from judgement and criticismUnderstanding the concept of ‘truth' amongst a group of different perspectivesThe importance of allowing groups to sit in reflection, before rushing to problem-solveWhy every group workshop must be approached with fresh eyesDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Center for Courage and RenewalLiving the Questions with Parker J. PalmerParker J Palmer PublicationsConnect to Parker J. Palmer:LinkedInWebsiteSupport the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

In today's episode Helene speaks to Farah Egby and Cigdem Saka-Jackson about Agile.   They talk about: Agile as a set of working practices that prioritises people over processes and tools; Farah and Cigdem's previous work and journeys into Agile facilitation; The roles and functions that the “Scrum Master” and “Kanban” play in Agile; Roles and techniques in Agile facilitation and tips on how to do it; "I think you need to care. You have to be a caring person. I definitely don't believe it is, it is a rule book and just a set of applicable guidelines. You have to care about the people you work with and the team you're working with”. How Agile can be applied in different contexts including personally. “There are things that you can also apply to your own life individually, you can stop and have a moment to reflect, even if you don't do it with a formal process”. Links Today's guests:  Farah Egby:  https://www.linkedin.com/in/farah-egby/  farah@tuntara.co.uk Cigdem Saka-Jackson: https://www.linkedin.com/in/%C3%A7i%C4%9Fdem-saka-jackson-7885a111/ cigdemsaka@gmail.com To find out more about Facilitation Stories and the IAF and the England and Wales Chapter: Facilitation Stories website: https://facilitationstories.libsyn.com/ And to email us: podcast@iaf-englandwales.org IAF England and Wales: https://www.iaf-world.org/site/chapters/england-wales The Facilitation Stories Team Helene Jewell: https://www.linkedin.com/in/helenejewell/ Nikki Wilson:  https://www.linkedin.com/in/nicolawilson2/

Improving Organizational Performance, with Deb Page, The Institute for Performance Improvement (North Fulton Business Radio, Episode 872) In this episode of North Fulton Business Radio, host John Ray interviews Deb Page, the president of The Institute for Performance Improvement. Deb shares her insights on how organizations can navigate complex challenges, particularly focusing on the role […] The post Improving Organizational Performance, with Deb Page, The Institute for Performance Improvement appeared first on Business RadioX ®.

Improving Organizational Performance, with Deb Page, The Institute for Performance Improvement (North Fulton Business Radio, Episode 872) In this episode of North Fulton Business Radio, host John Ray interviews Deb Page, the president of The Institute for Performance Improvement. Deb shares her insights on how organizations can navigate complex challenges, particularly focusing on the role […]

Dr Phil Williams is Professor Emeritus at the University of Pittsburgh, where he taught from January 1990 to April 2022.  In the first part of his career, at Aberdeen University, Southampton University, and Chatham House, he wrote books on Crisis Management, The Senate and US Troops in Europe, During the last 30 years his research has focused primarily on transnational organized crime, His most recent book is “The Mediterranean Connection: Criminal Networks and Illicit Economies in North Africa.” Aspects of criminal networks usually include the smugglers' toolkit: concealment, deception, circumvention and facilitation   North Africa itself can be understood as a space of flows – primarily south to north, but also north-south (hazardous waste) and horizonal flows, cannabis from Morocco moves Eastwards while counterfeit cigarettes move from Dubai to the Atlantic and through Algeria into Europe.    Some international assistance is provided by Interpol and the United Nations agencies to counteract this.

In part two of a two-part end of the year double feature special, Logan sits down with friend and fellow student Bryce Caron to reflect and discuss the year as first-year students. Additionally Logan reflects on his first year as a podcast host and producer and discusses what the future of Fun, Fear, & Facilitation might look like. Here's the breakdown: (0:39) Welcome and Guest Introduction (1:24) Quote of the Day (2:30) Reflection on Finals (7:15) Reflection on Podcast (11:13) Reflection on Year 1 (15:34) Facilitator Q&A (31:01) Final Thoughts and Outro

Show us how you handle facilitation and collaboration at the table…and specifically, how do you make sure everyone stays involved! Phil and Senda are pretty passionate about this because it’s part of both their hobby MORE

In this episode, Cristina Amigoni and Alex Cullimore dive into the often overlooked art of facilitation and the real impact of effective training. Reflecting on their experiences creating and delivering leadership programs, they explore what makes training successful—and why it's never just about memorizing content.We unpack why every change in an organization is, at its core, a behavioral change—and how facilitation helps people not only understand but internalize those changes. From navigating the unpredictability of live sessions to the profound personal growth that comes from teaching, Cristina and Alex share insights on what it takes to turn training into transformation.Whether you're a leader, facilitator, or team member stepping into something new, this episode will reshape how you think about change, learning, and human connection.

Keywords restorative justice, patient safety, healthcare, grief, medical harm, complaint process, legal journey, systemic change, Jo Hughes, Jasmine, healthcare, restorative justice, patient safety, moral repair, learning culture, shame, grief, accountability, healthcare staff, patient harm Summary In this conversation, Jo Hughes shares her profound journey following the tragic death of her daughter, Jasmine, due to medical harm. Jo discusses her transition from grief to advocacy, emphasizing the importance of restorative practices in healthcare. She highlights the lack of curiosity from medical professionals in the aftermath of her daughter's death, the challenges she faced in navigating the complaint process, and the lengthy legal journey that followed. Jo reflects on the systemic issues within healthcare that prioritize risk management over patient and family needs, while also expressing hope for future improvements in patient safety and care responses. In this conversation, Joanne Hughes discusses the importance of creating a just and learning culture in healthcare, emphasizing the need to understand and learn from events that cause patient harm. She highlights the complexities of healthcare, the fallibility of human beings, and the necessity of transparency and accountability. Hughes introduces the concept of 'Restorative Lens,' a consultancy aimed at applying restorative practices in healthcare settings. She stresses the importance of moral repair and the need to balance learning from harm with the emotional impacts on patients, families, and healthcare staff. The conversation concludes with a call for a deeper understanding of moral injury and the obligations of healthcare systems to address these issues.   Check out these papers that Jo recommends; https://onlinelibrary.wiley.com/doi/epdf/10.1111/hex.13478 https://www.frontiersin.org/journals/health-services/articles/10.3389/frhs.2024.1473296/full https://www.researchgate.net/profile/Chris-Marshall-11/publication/335626259_Justice_as_care/links/61ea176ac5e3103375ac7252/Justice-as-care.pdf Jo is a busy working Mum who lives in Cambridgeshire, where she enjoys walking her two labradors at sunset , releasing the stresses of the day by taking in the wonder of the fenland sky at dusk.  Director of Restorative Lens, Jo provides Restorative Practice Consultancy, Co-design, Facilitation and Training within Healthcare. Jo has a particular interest in Restorative responses to Patient Harm from safety Incidents. The tragic death of her first child Jasmine in 2011 has inspired this choice of career. While restorative responses to baby and child harm are her passion project, Jo helps healthcare organisations prioritise wellbeing, trust and healthy relations in all activity, supporting staff wellbeing and quality patient care, supporting  workplace conflict resolution, restorative leadership and healthy team dynamics as frequently as patient facing restorative work.  Jo is a trustee of the UK Restorative Justice Council, a member of the Restorative Justice All Party Parliamentary Group working group for Restorative Practice in Healthcare, and a member of the International Collaborative for Restorative Initiatives in Healthcare. As co-Founder of the Harmed Patients Alliance, she undertakes pro-bono work aimed at addressing the causes of compounded harm for patients and their families injured by their care, with current focus on development of the Harmed Patient Pathway”

Keywords restorative justice, patient safety, healthcare, grief, medical harm, complaint process, legal journey, systemic change, Jo Hughes, Jasmine, healthcare, restorative justice, patient safety, moral repair, learning culture, shame, grief, accountability, healthcare staff, patient harm Summary In this conversation, Jo Hughes shares her profound journey following the tragic death of her daughter, Jasmine, due to medical harm. Jo discusses her transition from grief to advocacy, emphasizing the importance of restorative practices in healthcare. She highlights the lack of curiosity from medical professionals in the aftermath of her daughter's death, the challenges she faced in navigating the complaint process, and the lengthy legal journey that followed. Jo reflects on the systemic issues within healthcare that prioritize risk management over patient and family needs, while also expressing hope for future improvements in patient safety and care responses. In this conversation, Joanne Hughes discusses the importance of creating a just and learning culture in healthcare, emphasizing the need to understand and learn from events that cause patient harm. She highlights the complexities of healthcare, the fallibility of human beings, and the necessity of transparency and accountability. Hughes introduces the concept of 'Restorative Lens,' a consultancy aimed at applying restorative practices in healthcare settings. She stresses the importance of moral repair and the need to balance learning from harm with the emotional impacts on patients, families, and healthcare staff. The conversation concludes with a call for a deeper understanding of moral injury and the obligations of healthcare systems to address these issues.   Check out these papers that Jo recommends; https://onlinelibrary.wiley.com/doi/epdf/10.1111/hex.13478 https://www.frontiersin.org/journals/health-services/articles/10.3389/frhs.2024.1473296/full https://www.researchgate.net/profile/Chris-Marshall-11/publication/335626259_Justice_as_care/links/61ea176ac5e3103375ac7252/Justice-as-care.pdf Jo is a busy working Mum who lives in Cambridgeshire, where she enjoys walking her two labradors at sunset , releasing the stresses of the day by taking in the wonder of the fenland sky at dusk.  Director of Restorative Lens, Jo provides Restorative Practice Consultancy, Co-design, Facilitation and Training within Healthcare. Jo has a particular interest in Restorative responses to Patient Harm from safety Incidents. The tragic death of her first child Jasmine in 2011 has inspired this choice of career. While restorative responses to baby and child harm are her passion project, Jo helps healthcare organisations prioritise wellbeing, trust and healthy relations in all activity, supporting staff wellbeing and quality patient care, supporting  workplace conflict resolution, restorative leadership and healthy team dynamics as frequently as patient facing restorative work.  Jo is a trustee of the UK Restorative Justice Council, a member of the Restorative Justice All Party Parliamentary Group working group for Restorative Practice in Healthcare, and a member of the International Collaborative for Restorative Initiatives in Healthcare. As co-Founder of the Harmed Patients Alliance, she undertakes pro-bono work aimed at addressing the causes of compounded harm for patients and their families injured by their care, with current focus on development of the Harmed Patient Pathway”

In this conversation, Phil Brown and Ken Weisner explore the significance of play in learning and personal development. Ken shares his journey into the world of play, highlighting key moments that shaped his understanding of its importance. They discuss the barriers adults face in engaging with play, the marketing challenges within the industry, and the profound impact play can have on team dynamics and personal growth. Ken emphasizes the essential qualities of a facilitator in creating a playful environment, underscoring the need for energy and passion in facilitating play. In this conversation, Ken Weisner shares insights on the importance of play in education and personal development. He emphasizes the need for a playful mindset, engaging activities, and the power of empathy in connecting with participants. Ken discusses his favorite activities that foster connection and learning, and he reflects on his journey towards writing a book about the significance of play.   Play is essential for learning and personal growth. Experiences in Montessori education can reshape perspectives on learning. Adults often fear looking silly, which hinders their ability to play. Creating a safe environment is crucial for adult play. Marketing play effectively can change perceptions of its value. Fun experiences can lead to significant personal insights. Team bonding through play can enhance relationships and performance. Facilitators must exude energy and passion to engage participants. Reflection can occur without verbal reporting; internalization is key. Play can break down barriers and foster connections among diverse groups. You have to have a child's mind. Learn more about Ken - https://www.beachplaycompany.com/ Ask me a question - podcast@high5adventure.org Support the podcast - verticalplaypen.org Music and sound effects - epidemicsound.com

What You'll Learn:Are you learning about improvement or actually doing it? In this episode, host Patrick Adams is joined by continuous improvement leader Brian DeVries to dig into the power of hands-on learning and why lectures alone just don't cut it. From the shop floor to the boardroom, real growth happens when you roll up your sleeves and apply what you've heard. Whether you're training teams or leveling up your own skills, tune in to discover how action-based learning builds true confidence, competence, and lasting change. About the Guest:Brian is a global leader with over 13 years of experience in driving lean strategy and assessments within manufacturing, food processing, and distribution facilities. Industries served in his career include agriculture, office furniture, food & beverage, golf course maintenance, and insurance. He is dedicated to improving lives through continuous improvement work and focuses on his core values of Happiness, Empathy, and Hope.Professionally, Brian has been recognized in the lean industry, having been featured on podcasts, served as an elected member of the Board of Directors for the Michigan Lean Consortium from 2016-2020, and spoken at various conferences, including the 2016 Lean Six Sigma World Conference where his team won the Project of the Year award. He prides himself on empowering those he works with to change their lives and continues to seek opportunities to inspire others.LINKS:Click Here For Brian DeVries' LinkedInClick Here to Enter the giveaway and to learn more about Kaizen Kit!The Big Thinking of a Small Knight

Share your thoughts about our conversation!How do we host ourselves as facilitators – and how do we host others? How do we grow bigger minds to meet the complexity out there, and then rest in it without needing to know the answers?Marco Valente joins me for a big, juicy and mind-opening conversation as we navigate the inner workings of the growing self – and the leader – to better understand the messy, unpredictable complexities of our world. It's about walking up to our mind's balcony in search of self-awareness and inner presence, it's about getting vulnerable in our wrongness, and getting comfortable with the unknown.Marco shares his thoughts, leadership advice and hosting tips with beautiful eloquence and I invite every leader, facilitator and sense-maker to press play to this wonderful episode.Find out about:The mind trap of identity, ego and feedbackThe evolutionary pulls of fear - how much helps or hinders us?Why KPIs can harm the collective, rather than help with long-term growthThe paradox of learning more facilitation methods, in order to detach ourselves from them The balancing act of structure and emergence to accurately address group needsDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Marco Valente:LinkedInWebsite Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

Stephan Kerby, director of the Mindscape Institute, comes back on the podcast to share all about his new book, Trauma-Informed 5-MeO-DMT Facilitation: An Educational Manual, which we produced together expanding on materials used for the class of the same name with the institute. In this conversation we discuss not only the content, but also the process of how the book came about, what it offers, and how it can be used for those looking to expand their awareness of facilitation. It's available now at Amazon in paperback and ebook. 

In this episode of the After Dinner Leadership podcast, Simon is joined around the virtual dinner table by vocal facilitator and “empowerist” James Sills. Together, they explore the transformative power of music—especially singing—as a tool for fostering connection and authenticity. James shares three leadership lessons he wishes he'd learned earlier in his journey: it's okay to be yourself, seek support when you need it, and setting clear boundaries.Pull up a chair and join the conversation!James SillsBantam of the OperaSend us a textConnect with us on LinkedIn Follow us on Instagram Subscribe on YouTube If you would like to feature on the Podcast, please get in touch! mailto: info@withleadership.co.uk Thank you for listening!

In part one of a two-part end of the year double feature special, Logan discusses summer programs, and how it is different from traditional programming. Here's the breakdown: (0:37) Welcome and Topic Introduction (1:48) Quote of the Day (2:34) Summer programming on a challenge course. (7:24) Community Engagement (12:59) Safety Considerations (14:31) Final Thoughts and Outro

Hey humans! I was absolutely thrilled to have a fascinating conversation with Alison Coward joining us all the way from across the pond (as I finally got to say!) Alison shared her incredible human experience, tracing her journey through the worlds of fashion promotion, supporting creative practitioners, and ultimately diving deep into the power of collaboration. We kicked off by exploring Alison's path, from her early fascination with the creative industries to her pivotal Master's research focused on collaboration within that sector. This led to the birth of her business, Bracket, which initially aimed to connect creative freelancers for collaborative projects.  Alison also sheds light on the application of design thinking principles to foster more human-centered and collaborative ways of working within teams. It was truly an insightful discussion that left me pondering how we can all be more intentional about fostering collaboration and creativity in our daily work. Stacie More episodes at StacieBaird.com. Alison Coward Bracket Website Alison Coward LinkedIn Alison Coward's new book, Workshop Culture

Share your thoughts about our conversation!Helping people to do their best thinking, is Amanda Cookson. A coach, facilitator and all-round neuroscience whizz, she's made it her mission to help leaders better understand what it means to be human.And it all starts with our own thinking-feeling, wildly brilliant, untamed brain! She guides us through its inner workings with effervescence and passion, showing us how to work with it – rather than against it – steer pulse-quickening conversations towards oxytocin, and design experiences that help rewire the brain for real, lasting change.An energising, thoughtful conversation, full of golden mind-training nuggets to try in both facilitation, and life!Find out about:Why the discomfort of cognitive dissonance can lead to richer learningsThe power of asking great questions in search of answers that ignite deep thinkingAmanda's feelings-based ground rules of presence, curiosity and generosityFriends vs Foe: how to turn self-fulfilling prophecies into human connection How to facilitate with the brain in mind, for insight, rather than informationDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Amanda Cookson:LinkedInWebsite Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

This interview was recorded for the GOTO Book Club.http://gotopia.tech/bookclubRead the full transcription of the interview hereAndrew Harmel-Law - Technical Principal at Thoughtworks & Author of "Facilitating Software Architecture"Sonya Natanzon - Senior Director of Software Engineering at Guardant HealthRESOURCESAndrewhttps://bsky.app/profile/andrewhl.bsky.socialhttps://twit.social/@ahlhttps://github.com/andrewharmellawhttps://www.linkedin.com/in/andrewharmellawSonyahttps://www.linkedin.com/in/sonya-natanzonLinkshttps://facilitatingsoftwarearchitecture.comhttps://martinfowler.com/articleshttps://www.thoughtworks.com/radar/techniqueshttps://www.cognitect.com/blog/2011/11/15https://medium.com/@vanessamformicolaDESCRIPTIONSonya Natanzon and Andrew Harmel-Law explore key concepts from Andrew's book, fostering decentralized sociotechnical systems, emphasizing the importance of embracing imperfection in decision-making, and combating cognitive biases like the framing effect.They highlight the shift to prioritizing learning, adaptability, and small, fast iterations in socio-technical systems. Andrew discusses psychological safety as vital for empowering teams to innovate while maintaining accountability, advocating for experimentation and collective ownership of evolving codebases. Together, they underline the importance of balancing creativity and structure to build resilient, adaptive systems that thrive in complexity.RECOMMENDED BOOKSAndrew Harmel-Law • Facilitating Software ArchitectureDiana Montalion • Learning Systems ThinkingDonald G. Reinertsen • The Principles of Product Development FlowAlexander, Ishikawa, Silverstein, Jacobson, Fiksdahl-King & Ange • A Pattern LanguagePatty McCord • PowerfulShoshana Zuboff • The Age of Surveillance CapitalismMatthew Skelton & Manuel Pais • TeaBlueskyTwitterInstagramLinkedInFacebookCHANNEL MEMBERSHIP BONUSJoin this channel to get early access to videos & other perks:https://www.youtube.com/channel/UCs_tLP3AiwYKwdUHpltJPuA/joinLooking for a unique learning experience?Attend the next GOTO conference near you! Get your ticket: gotopia.techSUBSCRIBE TO OUR YOUTUBE CHANNEL - new videos posted daily!

Share your thoughts about our conversation!The greatest myth of creativity? It doesn't fall from the sky into our laps like Isaac Newton's apple! Creativity is far from that romantic, eureka moment, but rather it is messy, cultivated, and curiosity made manifest.Luckily for us, Amy Climer has created a system to go about finding this elusive, but valuable novelty with intention – consistently and at scale. A TEDx speaker,  trainer and author of the book ‘Deliberate Creative Teams: How to Lead for Innovative Results', Amy's work is a creative panacea for leaders, managers and facilitators in search of better ideas.From positive feedback fertilisers, to creative learnings from Thomas Edison, she shares her process and the ingredients you'll need to succeed.Find out about:The three pillars of creative teams: purpose, dynamics and processWhy conflict is a necessary means to recognise and embrace differenceWhy leaders must intentionally design for collaboration, or risk jeopardising the collectiveHow to cultivate the internal team conditions to allow for creativityDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Deliberate Creative Teams Book: climerconsulting.com/bookClimer cardsConnect to Amy Climer:LinkedInWebsiteSupport the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

In this episode, Devin McNulty, founder of Funmentum Labs and creator of Funware, joins us to explore what happens when you treat fun not as fluff—but as a powerful lever for doing serious work.After 15 years of leading high-stakes strategy and innovation workshops for Fortune 500 teams, Devin set out to scale his approach. The result: Funware, an AI-powered facilitation tool that helps hybrid teams run faster, more creative workshops—without needing a pro facilitator in the room. He shares how it works: from AI that rephrases vague challenges into crisp prompts, to bots that throw out just-bad-enough ideas to unlock new thinking.We dive into the deep end of design choices—why Devin treats AI like a co-facilitator, not a thought partner, and how he builds in levity and timing to shift posture in skeptical rooms. He talks about “pre-training” AI the same way you'd brief a human teammate, and what it means to productize your own facilitation brain.The conversation is also a blueprint for AI-first entrepreneurship: how to turn creative intuition into software, how to build with (and not for) users, and how to design tools that spark real interaction—not just outputs.Whether you're leading workshops, building internal tools, or trying to make your team more idea-generative, this episode is packed with insights on creative AI, team dynamics, and the future of facilitation.Key Takeaways:Fun Is a Strategic Tool—Not a Distraction – Devin challenges the assumption that “fun” and “serious work” are at odds. His facilitation method uses play to unlock alignment, compress timelines, and spark better ideas—especially in rooms that normally resist creative approaches.AI Can Facilitate, Not Just Assist – Most teams use AI as a solo tool or sidekick. Devin flips the script—designing AI to act like a group facilitator. Funware injects prompts, rephrases challenges, and even drops well-timed bad ideas to shift group dynamics and drive progress.Pre-training Your AI Is Like Prepping a Human Teammate – One of Devin's biggest insights: treat your AI agents like collaborators. Build them with clear intent, layer in prompting strategy, and fine-tune them for the moment they'll be used—just like you'd brief a co-facilitator before a workshop.Productizing Yourself Is the New Playbook – Devin's journey is a case study in AI-first entrepreneurship—turning deep craft into software. His advice? Start with your workflow, atomize it into repeatable components, and build tools that deliver value with the push of a button.Website: Funmentum™ LabsLinkedIn: Devin McNulty | LinkedIn00:00 Intro to Funmentum Labs & Funware00:38 Why Fun Is a Powerful Work Strategy01:41 Overcoming Skepticism in Serious Workplaces02:27 Techniques to Engage Resistant Teams06:32 Can AI Be Funny? Humor in Corporate Settings08:03 How Funware Uses AI to Drive Group Creativity11:43 Automating Workshops with AI-Powered Prompts14:04 Devin's Path from Facilitator to AI Builder16:21 Advanced Prompting Techniques in Funware28:34 Creative Prompting: Logos, Personas & Play30:04 Exercises to Push Beyond Obvious Ideas31:35 How AI Unlocks Group Innovation36:55 Pre-Training AI for Better Collaboration43:35 Using AI as Muse, Challenger & Focuser48:46 Final Thoughts

Send us a textIn this episode, we're breaking down why some teachers stay on fire while others burnout, stall out, or check out—and it's not about how hard they're working.Backed by Self-Determination Theory (Ryan & Deci, 2000), we're unpacking how perceived value and accountability shape motivation—and what happens when one (or both) are missing.You'll learn the Value–Accountability Matrix—a practical tool that helps you:Spot the difference between thriving and surviving,Diagnose why effort isn't turning into progress,And figure out exactly where to boost meaning or tighten expectations.Reflection of the Week: “Which quadrant is each of my teachers operating in—and what do they need from me to move forward?”Because effort alone doesn't create progress.Effort with value and accountability does.Want even more insight into your coaching? Coaching isn't just about strategy—it's about belief. Take the Catalyst Mindset Quiz and uncover which belief shift your team (or you) need next.Curious how the other Catalyst Mindsets™ show up in your coaching?You've explored the Value Mindset—now discover which ones are showing up strongest and which need more attention.

In episode 23 of Fun, Fear, & Facilitation, Logan discusses risk perception. In the adventure education field, every individual perceives risk differently, Logan discusses the importance of acknowledging different levels of risk. Here's the breakdown: (0:37) Welcome and guest introduction (0:48) Quote of the day (1:17) Introduction of Comfort, Stretch, and Panic zones (3:46) Risk Perception Conversation (17:52) Definition of Adventure (19:48) Conversation Debrief (22:23) Final thoughts and Outro

Are you empowering others or unleashing agency? In this episode, Judith Katz and Fred Miller join Kevin to discuss the role of agency in the workplace. While autonomy and authority are often topics of discussion, agency — the ability for all individuals, regardless of their role or tenure, to possess power, influence, and a voice — is crucial for high-performance organizations. They explain how organizational cultures often "smother" this natural agency through excessive rules, approvals, and "checkers checking checkers," which leads to the slow implementation of even the best strategies. Judith and Fred highlight that organizations need to transition from control-based leadership to trust-based leadership. Listen For 00:08 Autonomy, Authority, and Agency Introduction 00:40 Join Future Episodes Live + Book Promo 01:31 Introducing Judith Katz and Fred Miller 02:15 Background of the Guests and Their Work 02:58 Focus on Their Book: The Power of Agency 03:43 Fred's Journey to Writing the Book 05:22 Constraints in Organizations Today 06:15 Speed vs. Bureaucracy and Motivation for the Book 07:03 Judith on Why the Book Matters Now 08:08 Uncovering Ideas and Talent in the Workplace 08:38 Defining Agency 10:02 Who Should Have Agency in Organizations 10:26 Agency vs. Empowerment 11:34 The Natural State of Human Agency 12:16 Smothering vs. Unleashing Agency 12:43 Empowerment as Bestowing vs. Agency as Unleashing 13:42 Is the Trend Toward or Away from Agency? 15:16 Organizational Culture Post-COVID 16:14 Importance of Being Physically Together Sometimes 17:21 Human Connection and In-Person Insights 18:17 Discretionary Energy Drives Great Organizations 18:53 Skills Needed for Practicing Agency 19:55 Trust, Experimentation, and Continuous Improvement 21:13 Ownership and Decision-Making in Action 22:16 Fear of Going Big in Organizational Culture 23:05 Leadership and Facilitation for Voice 24:14 Mindset Shift Needed for Agency 25:05 Fear, Control, and Trust in Talent 26:29 Talent Retention Through Agency 27:17 Disengagement and Side Gigs 28:03 Saying Yes as a Leadership Strategy 29:07 The Core of Agency in Action 29:34 What the Guests Do for Fun 30:41 What They're Reading Now 32:09 Where to Find the Book and Connect 33:39 Final Thoughts and Call to Action  This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations The Power of Agency by Frederick A. Miller and Judith H. Katz No Rules Rules: Netflix and the Culture of Reinvention by Reed Hastings and Erin Meyer The Covenant of Water by Abraham Verghese Like this? Understanding Employee Engagement with Jacqueline Throop-Robinson Creating a Culture of Reinvention - Lessons from Netflix with Erin Meyer A Practical Guide for Building Engagement with Brian Hartzer  

In this episode, we explore the subtle (and not-so-subtle)differences between teaching, training, and facilitation—and why they matter more than you might think. From accidental facilitators to seasoned pros, our guests share honest reflections, practical approaches, and cautionary talesabout what makes learning stick. We dive into the skills that set great facilitators apart, the common mistakes that derail engagement and impact, and why designing for learning transfer is non-negotiable. Whether you're delivering in person or online, this is a conversation packed with insight,energy, and plenty of reminders that good delivery is about more than just good slides.Links from the podcast:Will Thalheimer's research paper “Does eLearning Work?”SOFest – School of Facilitation learning festival in June 2025Kirsty's SOFest blogsHR Unconference from Fiona McBrideFacilitation Shindigs from Julie DrybroughThanks to ⁠TechSmith⁠ for providing Camtasia and Audiate for editingGuestsKirsty LewisColin SmithMelanie MartinelliErica FarmerTina SethAndy McConvilleJo CookIf you have something  new to share with the L&D community and would like to be part of TJ's podcasts. Contact the Editor ⁠⁠⁠⁠⁠⁠⁠⁠Jo Cook⁠⁠⁠⁠⁠⁠⁠⁠.

"The power of facilitation is to bring all the voices to the table, and as you may have heard this saying, "nothing for us without us," and I love that, it resonates so much."-Alexis Scranton In this episode of the Facilitation Lab podcast, host Douglas Ferguson converses with Alexis Scranton from Aligned Impact Solutions. Alexis shares her journey from teaching kindergarten and third grade to training teachers on national reform projects, which led her to specialize in facilitating corporate social responsibility and social impact initiatives. The discussion highlights the importance of inclusivity in decision-making, the differences between facilitating adult learning and teaching children, and the role of effective questioning in overcoming resistance. Alexis emphasizes creating environments where all voices are heard, fostering collaboration, and drawing out collective wisdom for impactful outcomes.    

In this episode of the Love, Sex, and Leadership podcast, Aaron welcomes his long-time friend and colleague Brianna Cribeyer to discuss the intricacies of group facilitation. Both co-teachers at the International School of Temple Arts, they explore the importance of authentic presence, personal development, and the dynamic nature of co-facilitation. They also delve into the significance of attunement, energetics, and feedback in creating impactful group experiences. The conversation touches on the journey from being a novice to an advanced facilitator and emphasizes the importance of a strong foundation while remaining open to the unknown. The episode serves as a prelude to their upcoming training program, The Art of Advanced Facilitation, aimed at those looking to develop their skills in guiding transformative group experiences.Join this upcoming group!https://theartoffacilitation.org/

This interview was recorded for the GOTO Book Club.http://gotopia.tech/bookclubRead the full transcription of the interview hereEvelyn van Kelle - Behavioral Change Consultant at XebiaGien Verschatse - Senior Consultant at AardlingKenny Baas-Schwegler - Collaborative Modeling Facilitator at Weave ITXin Yao - Independent Consultant Contextualizing DDD & Sociotechnical ArchitectureRESOURCESEvelynhttps://bsky.app/profile/evelynvankelle.bsky.socialhttps://evelynvankelle.comGienhttps://bsky.app/profile/selketjah.bsky.socialhttps://www.gienverschatse.comKennyhttps://bsky.app/profile/kenny.weave-it.orghttps://weave-it.orgXinhttps://www.linkedin.com/in/xinxinhttps://bsky.app/profile/settling-mud.bsky.socialLinkshttps://collaborative-software-design.comhttps://bsky.app/profile/collaborative-software-design.comDESCRIPTIONIn a spirited discussion on collaborative modeling and decision-making, the the authors of “Collaborative Software Design: How to Facilitate Domain Modeling Decisions”—Evelyn vVan Kelle, Gien Verschatse, and Kenny Baas-Schwegler—explored the power of inclusive decision-making, shared understanding, and how to navigate social dynamics like bias, ranking and conflict in teams together with Xin Yao.They highlighted the importance of facilitating not just through structured methods, but by empowering everyone in the team to contribute and lead decisions. Drawing from their experiences, they shared insights into the process of making better decisions through collaboration, the impact of "Deep Democracy", and the value of being able to step back and allow teams to thrive independently. Their conversation also touched on resources like Thinking, Fast and Slow, Jam Cultures, and Sitting in the Fire—tools to help teams make smarter decisions and grow together.RECOMMENDED BOOKSvan Kelle, Verschatse &Baas-Schwegler • Collaborative Software DesignJitske Kramer • Jam CulturesDanielle Braun & Jitske Kramer • The Corporate TribeArnold Mindell • Sitting in the FireDaniel Kahneman • Thinking, Fast and SlowGeBlueskyTwitterInstagramLinkedInFacebookCHANNEL MEMBERSHIP BONUSJoin this channel to get early access to videos & other perks:https://www.youtube.com/channel/UCs_tLP3AiwYKwdUHpltJPuA/joinLooking for a unique learning experience?Attend the next GOTO conference near you! Get your ticket: gotopia.techSUBSCRIBE TO OUR YOUTUBE CHANNEL - new videos posted daily!

A frustrated CEO, a legacy system no one liked, and a looming contract deadline — this episode unpacks the story of how one team broke out of vendor-driven inertia and took back control of their tech strategy. What started as confusion and friction turned into clarity and confidence, all through the power of intentional facilitation and a tightly structured two-day workshop. You'll hear how a group of cross-functional stakeholders aligned on priorities, identified risky assumptions, and rapidly shaped a new path forward — including a validated RFP and scoring rubric — in just 16 hours. This episode is packed with practical tips for anyone facing a big, high-stakes decision with too many options and too little time. Inside the episode... A CEO's challenge with legacy tech and vendor pressure How a two-day workshop turned chaos into clarity The role of facilitation in accelerating strategic alignment Stack ranking, 2x2 matrices, and other prioritization techniques Why solo work before group discussion makes a huge difference Designing better user stories from the ground up Using ChatGPT to draft faster, better RFPs and rubrics How to spot and de-risk your most dangerous assumptions Tactical facilitation tips for running your own workshop The impact of intentional structure, breaks, and focus Mentioned in this episode ChatGPT RFP (Request for Proposal) templates and scoring rubrics Integral's Plus/Delta/Learn framework Facilitation techniques like 2x2 matrices, stack ranking, dot voting Data integration planning Unlock the full potential of your product team with Integral's player coaches, experts in lean, human-centered design. Visit integral.io/convergence for a free Product Success Lab workshop to gain clarity and confidence in tackling any product design or engineering challenge. Subscribe to the Convergence podcast wherever you get podcasts including video episodes to get updated on the other crucial conversations that we'll post on YouTube at youtube.com/@convergencefmpodcast Learn something? Give us a 5 star review and like the podcast on YouTube. It's how we grow.   Follow the Pod Linkedin: https://www.linkedin.com/company/convergence-podcast/ X: https://twitter.com/podconvergence Instagram: @podconvergence

If your team keeps revisiting the same issues over and over again, Groundhog Day-style, this episode is for you. Leadership coach Marsha Acker shares why it happens, how to recognize hidden conversational patterns, and what to do when you feel stuck. Overview In this episode, Brian Milner sits down with executive team coach and author Marsha Acker to unpack one of the most frustrating challenges teams face: circular conversations that never seem to resolve. You know the ones; same issue, different day. Marsha introduces a practical framework, structural dynamics, to help leaders and Scrum Masters decode what’s actually happening beneath the surface of their team’s conversations. From identifying communication patterns to creating space for dissent and inquiry, they explore how to break out of those conversational loops, build psychological safety, and foster real change. Whether you're leading meetings or just stuck in too many of them, this episode will help you shift the dynamic for good. References and resources mentioned in the show: Marsha Acker The Art and Science of Facilitation by Marsha Acker Build Your Model for Leading Change: A guided workbook to catalyze clarity and confidence in leading yourself and others by Marsha Acker #137: Stop Wasting Time with Guests Kate Megaw #94: Connecting Teams and Leadership with Anthony Coppedge Retrospectives Repair Guide Better Retrospectives Join the Agile Mentors Community Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Marsha Acker is an executive coach, author, and the founder of TeamCatapult, where she helps leadership teams break out of communication ruts and lead real, lasting change. With two decades of experience guiding everyone from startups to Fortune 500s, Marsha specializes in transforming how teams talk, decide, and grow—one conversation at a time. Auto-generated Transcript: Brian Milner (00:00) Welcome back, Agile Mentors. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have the honor of having Ms. Marcia Acker with us. So welcome in, Marcia. Marsha Acker (00:12) Hi Brian, it's good to be here. Brian Milner (00:14) Very very happy to have Marcia with us. Marcia is the CEO of a group called Team Catapult and she is a team coach. She does a lot of work with teams and leaders. She's an author. She's a speaker and we wanted to have her come on because of a book that she has out recently called Build Your Model for Leading Change. She also has another book called The Art and Science of Facilitation, which I'm sure is really appealing to a lot of people here as well. You know, as Scrum Masters, if you're a Scrum Master out there, we do a lot of facilitating. So that's probably a really interesting pickup for you also. But we wanted to have Marsha on because we wanted to talk about an issue that I hear a lot about in classes. This is something that I hear a lot of questions around, and it can be a really big source of issues when you think about working together in close, tight units as a team. And that's how teams communicate. kind of the issues and problems that we have with communication amongst teams. So, you know, when we're talking about this, we're talking about teams not listening to each other, not understanding each other, misunderstanding someone's motives, something like that. And one of the things I know that I've seen a lot, I've encountered this a lot, and this is one of the things that I know you talk about quite a bit in your book, is this kind of loop that we get in a little bit, right? We have these conversations where... It just feels like we're stuck in a loop. We're saying the same things over and over again. it's like, I in Groundhog Day? Am I reliving the same thing we just went through? So let's start there and just say, why do you think that that happens? Why do you think that teams have this kind of Groundhog Day effect where you might have these conversations that just kind of keep popping up over and over again? Marsha Acker (01:35) Mm-hmm. It's a great question, Brian. think a number of years ago, I had a background in facilitation, but I got really interested in this particular question because I found not only in my own experience, I had multiple examples that I could give you of conversations that I felt like I'd have with somebody. then we would be, a week or two later, we'd be back talking about the same thing. And I'd think, I, you know, from my perspective, I thought we resolved that. So, so why are we talking about it again? And then I noticed in my work with teams that they would do the same thing. So, you know, I'd be in a session with a team, I'd help them facilitate a decision. They'd make the decision and then I'd be back with them a month later and the same topic would be up. And I'm I just found myself confused. So I think, I think there are many reasons why that happens. But if I were to, If I were to create a theme for that, think there's a couple of big themes that I see play out. I think there are many places on our teams today where we stay at the surface level of the conversation. Like we get super focused on what we're talking about. So whether it's the tool that we're using, the features that are gonna be in the next release, like we get so super focused on it. And then we're hyper. aware of time boxes. So we want to make sure we talk about the thing, get the decision, and we want to do it in 30 minutes or less. I saw a post on LinkedIn the other day where someone was advocating that there shouldn't be any meeting that would need to go past 25 minutes. And I thought, see it really differently because I think while there are places where we absolutely do need to maybe just quickly exchange information or keep things moving along, or we just want to hear briefly from people. I think if we're advocating that every meeting should only take 25 minutes, we are likely going to have those Groundhog Day conversations because it doesn't give us the space to get to the real topic. So I think that's where we spend a lot of time talking about the thing, the topic, and we really don't create enough time to drop down into focus on are we really, there space here for me to share what I really think or do you just want me to show up here in this meeting that you're running? You clearly have maybe your own agenda. You feel like you've already got the decision made. And so you'd really like my role to be to just receive your information and go off and do it. So I think there's a complexity here of Brian Milner (04:27) Yeah. Marsha Acker (04:32) What's the topic we're talking about? Is it the real topic that we need to talk about? Or is there, is it sort of the mask for what we might be able to drop into a deeper conversation to have? Are we being super focused on a time box? And are we creating enough range in our meetings that we've got spaces where we are efficient and fast and very deliberate about the conversation and then other spaces where, you know, those topics that keep returning. They're great places to go, there's data here for us. I think of them as yellow flags. there's something here for us to explore further. So let's take this topic and let's carve out a little bit more time for it. I'm curious what you see. Brian Milner (05:15) Yeah. No, that's a great observation. And I think you're right. It is a frustration. Looking back over my career and looking back through corporate meetings and things I've been a part of, there is frustration with someone who's coming in and not really having a meeting planned and not really having an agenda. But I think there is another kind of side issue there that can cause a lot of misunderstanding about Marsha Acker (05:33) Yeah. Brian Milner (05:44) what we're trying to achieve and that's the purpose. If we're here for a certain topic, I can understand that, but then what is it that's expected of me in this meeting? Am I here to just receive information? Is this a knowledge dump or a status update from someone else? is this, we have an issue and we need to talk through it and fully understand it. Marsha Acker (05:47) Yeah. Mm-hmm. Yeah. Brian Milner (06:13) And I think sometimes that's what I've kind of seen is that there's this mismatch of, well, I thought I was here for this. And now it's clear that you don't really want my opinion. You just want to tell me what it is. And so now I'm refocused or the opposite. I thought I was here just to receive information, but now I'm realizing that you really need me to dig in and give you my educated advice on this. Well, I wasn't prepared to do that. Marsha Acker (06:20) Yeah. Yeah. Yeah. I think this notion, and I see it happen a lot with Agile teams, like somewhere in our professional careers, and I think there's very good reason for, like we get rewarded for, know, from the time we're in very early school all the way through the end of school, we get rewarded for having answers. And then we end up in the workplace and we find ourselves in collaborative spaces. And so I think there's this belief that, you know, someone who's calling the meeting, they will have a little bit of this internal story that if I come with only questions and no solutions, then what value am I adding? Like that's, how am I useful to this organization? I've actually had people say to me, why would this organization hire me to come in and ask other people questions? Brian Milner (07:28) Wow. Marsha Acker (07:29) And so I think that's really, I love giving voice to that because I do think that there's a narrative that sits in our organizations that I, and a little bit of a fear. Like if I come to a meeting and I'm asking people to collaborate or I'm truly asking them open ended questions and I want to hear what they have to say and we're going to listen to, you know, I talk a lot about wanting to create this collective intelligence. And I think it takes a while to access that in a group of people. that it requires us to be able to suspend this idea that we're not adding value if we're asking questions and to reframe our value as helping to tap into a collective. And you can certainly have a point of view or a perspective, but if you're really wanting to tap into that intelligence, then I think it requires something different of us if we're the meeting host or the meeting leader. I think the other thing that will happen too is depending on who's in charge, like senior architects or somebody senior in the team can also get caught in that trap. Like, well, I'm supposed to come with answers. And I think we can come with ideas. But if we're really wanting to collaborate, and then this gets to your point about why are we gathering? Because sometimes I think there will be places where somebody has already made the decision and they're not asking for input on the decision. Brian Milner (08:42) Yeah. Marsha Acker (08:50) but they're wanting to share the decision that's been made and enroll people in the decision that's been made and invite them into collaborating on actually how that's gonna get implemented. But we're not opening this conversation up for what's been decided about architecture, what's been decided about what's going into a release. So I think this clarity and intentionality like you talk about around purpose, why am I here? What do you want from me? It's huge. And I think it's really tied to also some of our thinking about how are we adding value. Brian Milner (09:23) Yeah. The comment about, know, people not feeling like they're adding value if they're just asking questions that, kind of, maybe it's just for my recent experience with coaching and everything, but to me that, that just, it's so contrary, you know, to, to my way of thinking now, I guess I would say in that, you know, when I've been a part of discussion, when I've been part of a meeting, that I've looking back, that I feel like has gone really well. Marsha Acker (09:26) . Mm-hmm. Brian Milner (09:48) Uh, or, or a person that I feel like has really contributed to the meeting. Oftentimes it, it is that person who is asking questions that get us to think in a different way to get us to consider from a different perspective. So, you know, that that's why it feels a little strange to think about it. I agree with you. I agree that that's, you know, the attitude of some people or that's the way they see, you know, how I contribute to a meeting, but it just feels like it's such the opposite of that. That might be the most valuable thing we could do is to get people to see things from a different perspective or consider maybe things they haven't considered about this issue. Marsha Acker (10:25) Yeah, I think it's one of the first mindset shifts in a transition from being a contributor to maybe managing or leading, whether it's you're just leading a team or whether you're leading a whole organization. I think this idea of where does value come from and what's my role in the value creation, it's a shift, I think, for us. I love when people can get to a place of thinking about creating containers in organizations where people get to be their best. And then it does, your thinking does shift from, what's the piece of content that I can contribute to? What's the question that would really unlock different perspectives? And I think the other piece about that is what's the question that would elicit a... I talk about it being opposed, but you know, a contrarian perspective or point of view, because I think that's the other thing that can keep us in these circular conversations is when what we're really thinking doesn't get said. So if I don't feel like I can tell you in the room what I'm really thinking, I'll tell everybody else offline. Brian Milner (11:34) Right. The meeting after the meeting, right? Yeah. Yeah. And that, course, gets to the heart of psychological safety and kind of those dynamics within a team. We started this off talking about kind of this feeling of getting stuck. And so I want to kind of come back to that a little bit and say, I want to ask you, what are some of the causes of that? Why do we find ourselves trapped in these loops? Marsha Acker (11:36) Yes. You Mm. Brian Milner (11:59) that just, know, whatever we decide doesn't actually do anything or we find ourselves right back in the same place. Why do these, what's causing this? Marsha Acker (12:08) Yeah, well, let's play around with a bit of a framework to help us think about what's happening in the conversation. Yeah. So there is a theory of structural dynamics. It comes from work of David Cantor. And what it allows us to do is sort of think about being able to code the conversation that we're happening. And by code, I mean it helps us focus not on the topic. So whatever the topic might be. It doesn't matter. It helps us focus on how we're engaging in that conversation more of the how. And so there are four actions. Everything that we say could actually be coded into one of four actions, which I think is really kind of fascinating. So you just made a move by taking us back and pointing to the topic about stuck conversations, right? So what keeps us stuck? And that's a move because you're pointing in a direction. So moves kind of set direction in the conversation. I could make a new move and say, you know, let's talk about, yeah, where we might meet at a conference sometime, Brian. But that's a totally different topic. So moves set direction in a conversation. The second action is a follow, which gets behind and supports. So I followed your move by saying, yes, that's great. Let's do that. Here's, and then. Brian Milner (13:12) Right. Yeah. Marsha Acker (13:26) And then a bit of a new move from me, let me introduce a language for thinking about that. So you made a move, I followed, and then brought in another move. So now we're starting to, by being able to name actions, we're starting to get a sense of patterns. So there's two more actions, the action of a pose. So a pose offers like really clear pushback. It says, no, hang on, stop. Let's not go off the bridge or. I really disagree with this piece about what you're saying. So it offers a clear pushback or constraint to what's been said. And then the fourth action is a bystand. And a bystand is a morally neutral comment that names what's happening in the conversation. So I could bystand on myself in a conversation and say, you know, I'm really feeling engaged by the dialogue, or I might say I'm really confused. or if we're noticing a pattern, somebody might say, I notice we're getting stuck. So a bystand is a way for people to name what's happening or bridge competing ideas. But the other thing, the benefit of the bystand is that sometimes it also slows down the conversation. So to your question about what gets us stuck, it's really helpful if we can separate. what we're talking about and start to briefly look at how we're talking because what gets us stuck in conversations is when one or more of those actions is missing over the course of time. So we need all four of them to be voiced. One of the biggest problems in our stuck conversations is that a pose goes offline. Not in every team. There will be teams for whom a pose is stronger. But in my experience in American business, for sure, a pose is often the thing that is missing or it goes offline. So the way it will play out, there's a couple of different patterns. One will be what we call serial moving. And those are teams. Like a meeting with serial moving will have lots of fast pace. So somebody says this. then we're talking about this topic, now we're talking about this. And it will, like, you'll have a feeling like we accomplished a lot, but then you walk out at the end of the session and you go. So we talked about, exactly, we talked about this, this and this, and I don't know what we decided. Brian Milner (15:52) What just happened, right? Marsha Acker (15:58) So people that leave those kinds of meetings, they'll have this sort of false sense of, yeah, we got somewhere when we really didn't, we didn't close things out. So serial moving can be a pattern that can keep us stuck because we don't close things. There can be another pattern where there's a lot of move and follow. We call it courteous compliance. Another word for it would just, I forget the other label that we can give to it, but there's the sense that somebody makes a move and everybody else just says, sure, fine. So it's lacking the energy of the dynamics that you would get if the other actions were active and being voiced. And then there's a pattern where we might have too much bystand. So in a team that starts to complain about why did we use this tool or, know, I'm noticing nobody's using Slack or I'm noticing, you know, when we, when something gets posted in Slack, nobody acknowledges it. So if you find yourself in a meeting where, people are sharing a lot of context or perspective, maybe we can, I call it a hall of mirrors. Like we've got lots of perspective, but what's needed is for somebody to really make a move and say, all right, so given that now, what do we want to do about it? So what's really fascinating about those, we can also get locked in a move and a pose, a really strong advocacy or argument. And what's needed in that kind of argument is we need more follow and bystand. But what I find fascinating, so a pattern that I see play out over and over again will be one of two, the serial moving or the courteous compliance. So we've got a lot of moves or we've got move and follow. Brian Milner (17:25) Yeah. Marsha Acker (17:45) And if I'm someone in the meeting that either doesn't feel like my voice is welcomed or that it would be a career limiting move to oppose you, what I'll do is start to use one of the other actions in place of my oppose. So if it's not okay for me to push back and say, Brian, I don't want to talk about that, or I disagree, I think we're going off track, then what I might start doing is just making new moves. Brian Milner (18:02) Hmm. Marsha Acker (18:15) So rather than say to you, hey, Brian, I don't want to do that, you'll be talking about something, and now I'm introducing another topic. Hey, can we talk about where we're going for lunch next week? Or can we talk about the meaning behind that word over there that we were using last week? we don't do it intentionally. It comes for really good reason. Brian Milner (18:36) Right. Marsha Acker (18:39) We will all have our own reasons about why we do or don't do that. But I think some of the greatest work to do in teams is to talk about those four actions, to normalize them, and to invite them. Brian Milner (18:52) I love this. what kind of fascinated me, caught my attention the most about what you were saying is when I saw these, and kind of reading up here and reading through your work prior to our discussion, those four modes, when I read it, the first time it seemed to make sense, move, follow, oppose, bystand. But when I saw bystand, it really did seem, my first initial gut response was, yeah. That makes sense. There are bystanders that are happening in meetings that just do nothing. They just kind of sit back and they're not going to be, you know, they're not going to get in the way of the flow of something. But the way you described it is really fascinating because it's not a passive thing. It is an active participation. Marsha Acker (19:35) Yeah. Yeah. Yeah. Actually, if somebody is, well, I love that you're naming that because I get asked that question all the time. So again, American business trends. So if you step into the mind of someone who believes that I'm really only adding value if I'm bringing ideas and the way we would code that would be often you're making moves. So people will tend to value. making moves and opposes because a lot of times that's what the culture values. If you're in an organization that says, bring me problems, bring me solutions, you will find a cultural pattern in there of people showing up and making moves and opposes throughout their whole meeting. It'll be a stuck pattern. It'll be overused actions. But if we think about, so bystand could be questions, asking powerful questions. what's that mean to us falls along the line of bringing inquiry into the conversation. And so it gives us a way to balance advocacy and inquiry. But bystand is, bystand and follow are active. If somebody was not saying anything in the conversation, we wouldn't know, we wouldn't be able to code them because they're not speaking. And those four relate to speech acts. So, We have to speak in order for it to be coded as something. But those people who are sitting back often have some of the best bystands. Like if you were to tap that person on the shoulder and say, hey, I would love to know what you see right now in the conversation, they'd probably be able to tell you. Brian Milner (20:57) Yeah. Yeah. Yeah. I love this. And, you know, one of the things we teach in our advanced Scrum Masterclass is having people kind of understand how to deal with conflict in their teams and stuff. And we talk about the Thomas Killman kind of five responses to conflict. And I'm seeing a lot of overlap here in these modes too of, some of these things sound like a certain response to conflict in certain ways as well. But before we run out of time, I want to... Marsha Acker (21:30) Mm. Yeah. Brian Milner (21:43) I want to make sure that we get to, if we're in this situation, what are some steps, what are some things we can do to break that chain and not just have the same conversation again next week. Marsha Acker (21:48) Yeah. Yeah. So I would love for people to just think about using those four actions, especially if you work with a team on a fairly frequent basis, right? You will likely, even as I describe those, you will likely start to be able to identify what's the pattern that might be showing up. So I think the first step is can you identify or create a hypothesis for yourself about what might our structural pattern be? So do I hear like really clear poses? You know, do we make a lot of moves? So if you can find the actions that are predominant in your conversation, that's really the first step. And then the second step, there are a couple of different things to counteract each of them. So if move is really strong and it's coming from certain people, designing your facilitated session or even inviting participants to other participants to be the ones to make the move. So inviting others to speak first is one way to do it. limiting the number of moves that people can make. So sometimes if I'm working with a team that has that pattern, I'll give them some kind of, I'll give them a poker chip or I'll give them a card that says move on it. And I will limit everybody to one move per meeting. So structurally, I'm asking people to start to constrain their own moves. And then asking them to then step into, know, if somebody makes a move, staying with it long enough. as, so as a facilitator, you might say, if you noticed that you've got multiple moves on the table, you might just say, Hey, we've got four topics. This, this, this, and this, which is the one that we want to dive into first. So that's another way of just prompting a group to follow a move that they've made. And I think if you're noticing, you don't have a pose. You. chances are that is not going to come naturally. So I think you've really got to design questions that surface it. asking for what are the risks or who sees this differently. A lot of times if I'm leading a session, I will ask people, where did I get it wrong or what do I have wrong? Brian Milner (23:47) Yeah. Marsha Acker (24:12) What am I missing? What might I not be seen? So those are all ways for me to prompt. And I think if you've got some hierarchy in the room or differentials about that, that's really got to come from the person who's sort of holding some of that positional power maybe. Brian Milner (24:29) Yeah, I love that because there's there's sort of a maybe it's an American culture thing. I don't know. But but I know in the business world I've experienced if you call a meeting if it's your meeting there there's sort of an expectation that you're in control, you know, you know, it feels like there's there's sort of a you're not invited to say something like, what am I missing? Marsha Acker (24:52) Yeah. Yep. Brian Milner (24:53) because that's sort of admitting that you weren't prepared for this meeting. But I agree completely with you, that's not really the case. It's just saying, I can't know everything, so what don't I know about this, I should. Marsha Acker (25:09) Yeah. And it's hard. That can be a hard question. And I often say to people, don't ask the question. Don't elicit a pose if you're not really ready to hear it. It can be hard when somebody says, I think it's a two-ee. I totally disagree with the direction that we're going. Because if I, as the person who's asked the question and now receiving that feedback, If it starts to show on my face or I disconnect from it, what's gonna happen is that gets registered across everybody in that room. And that'll be the last time anybody steps up to answer that kind of question. Brian Milner (25:36) Right. Yeah, I love as well when you were talking about, you know, the actions and maybe having tokens or stuff for people to have actions. think I don't, I'm sure this is maybe part of the intention of this as well, but I love the side effect of that, that yes, I'm limiting people who would be controlling to not, not take control of the entire meeting, but once they've spent theirs, now I'm in a situation where the people who maybe wouldn't be those people that would normally step up. They're the only ones who have that ability left. So you have that side benefit of I'm kind of making space for the quieter voices in this group to have a chance to speak up. And I think that's a really important thing in these kind of meetings too. Marsha Acker (26:35) Yeah, when we find ourselves in stuck patterns, there will be very good reason for, or the Groundhog Day conversation. There will be a pattern to the structure of that conversation that keeps repeating itself. And a lot of times what will be happening is somebody will make a move and very often the person that follows them will be the same person every time. So if Marsha speaks and then Brian follows and that's a pattern that gets set up. every single time. All it does is reinforce me to make more moves because I know you're going to be right behind me. And then over time, we're really unconscious, I think about it, as a structural pattern. But the rest of the team will start to fall back and be like, well, they seem to have it. There's no need. No need. So yes, what we're trying to do is change the behavior by looking at structure and finding ways to invite it. Brian Milner (27:34) That's awesome. This is fascinating. I want to be respectful of your time and everyone's time listening, I could go on for another hour in this conversation. This is just really fascinating stuff for me. And I want to point out to everyone again, if this is fascinating to you, we're going to put all the links to this stuff in our show notes so that you can easily just click on that and find it. But just to call it out again. Marsha Acker (27:41) You Brian Milner (27:55) Marcia has a couple of books out there that are in this topic area that could be really useful to you. One is the art and science of facilitation. And the one that I kind of took a deep dive into is called Build Your Model for Leading Change, which by the way, there's a subtitle of this, a guided workbook to catalyze clarity and confidence and leading yourself and others. And I just, would underline the workbook. Right? Because I think it's true. It is something to kind of work your way through. And it's not just a beach read. Yeah. Yeah. Marsha Acker (28:27) No, it's not. I like to think of it as a Sunday morning, maybe with a cup of coffee and a little bit of quiet space. Brian Milner (28:36) Yeah, love that. I love that picture. Well, Marsha, I can't thank you enough. You know, we've been kind of trading schedules and trying to align this to get Marsha on for a while. And, you know, when that kind of thing happens, for whatever reason, it always seems to be like, when the person comes on, it's like, wow, that was worth it. I'm really, really glad we went through that because this was a great conversation. So thanks so much. Thanks so much for sharing your research and wisdom here on this. Marsha Acker (28:56) I appreciate it. Brian Milner (29:02) and for coming on the show. Marsha Acker (29:04) Thank you for having me. It was great.

In episode 22 of Fun, Fear, & Facilitation, Logan is joined by special guest Hope Christensen. Together they talk about how to deal with participant resistance. Lastly In honor of the 22nd episode, Logan tested Hope's Taylor Swift knowledge in a fun game. Here's the breakdown: (0:36) Welcome and guest introduction (1:02) Topic introduction (1:54) Quote of the day (2:06) Comments on the quote (3:08) Hope discusses her involvement on and off campus (4:26) Conversation about Participation Resistance (18:04) Hope guesses the Taylor Swift Song (33:52) Final thoughts and Outro

In this episode, Kyle Buller speaks with Kayse Geheret, founder of Microdosing for Healing and instructor for Psychedelics Today's Vital program. They explore what it means to be a modern guide in the world of psychedelics. Kayse shares how microdosing has become a key entry point for many and highlights the importance of training, community, and personal growth. They discuss how not all psychedelic work involves facilitation. Some guides support through integration, education, or community organizing. The conversation covers what makes a great guide—qualities like groundedness, empathy, curiosity, and the ability to hold space. They also talk about the growing need for psychedelic-literate professionals in all fields, not just therapy. Kayse and Kyle reflect on the importance of finding the right training—whether for coaching, integration, or peer support. With more people entering the space, education and connection are more important than ever. Whether you're curious about microdosing, thinking of becoming a guide, or simply want to better support your community, this episode offers valuable insight.

In this episode, Dan and Lauren speak with the co-editors of New Directions for Student Leadership #184, Drs. Jonathan R. Kroll, Cameron C. Beatty, and Amber Manning-Ouellette. They explore Facilitating Leadership Development in Training Contexts, released in Winter 2024. This special issue centers on student leadership training and emphasizes the need for leadership educators to both understand the theories, history, and complexities of the field and to model healthy leadership habits that help individuals thrive and organizations flourish. The editors share their collaborative process and underscore the importance of self-reflective practice, authentic identity development, and the creation of belonging in leadership spaces. The issue highlights facilitation strategies that move beyond lecture-style delivery to support meaningful leadership learning and application.

In episode 21 of Fun, Fear, & Facilitation, Logan is joined by special guests Hannah Baldante and Dom LaBranche in a late night conversation about rejection in leadership. They also discussed their weekends and played some games to see how well they really know each other. Here's the breakdown: (0:37) Welcome and quote(s) of the day (1:01) Introduction of guests Dom and Hannah, comments on the quote(s) (2:02) Dom and Hannah reflect on their participation in the 20th anniversary production of the Vagina Monologues this past weekend. (3:57) Logan discusses his Saturday up at High 5 for the annual symposium. (5:11) Conversation about rejection in leadership. (14:07) Dom guesses if the facts are Hannah's or Bananas (17:58) Hannah guesses if the fact is Dom or is it Wrong (20:51) Dom and Hannah work together to guess if the facts are Logan or Nogan (26:03) Dom, Hannah, and Logan play an unplanned game of Wavelength. (40:13) Dom, Hannah, and Logan talk about where they grew up, accents, and why they chose Springfield College. (41:17) Logan asks Dom and Hannah if they are excited to graduate (42:10) Final thoughts and outro

In this episode we welcome Therese Miclot, a seasoned educator and co-author of The Facilitation Advantage. Therese discusses the essential skills leaders need to apply facilitation techniques in everyday conversations, not just in presentations or meetings. Throughout the episode, Therese emphasizes the importance of creating connections through presence, asking effective questions, and balancing risk and safety in leadership. We also dive into actionable strategies such as previewing context before asking questions, and providing balanced restatements to foster understanding and trust.Timestamps: (00:00) - Introduction and Guest Welcome(01:42) - Sponsor Messages and Announcements(03:18) - The Facilitation Advantage Explained(06:49) - Core Skills for Leaders(09:45) - The Importance of Mindset and Presence(20:53) - Effective Listening and Communication(30:44) - Practical Examples and Role-Playing(33:15) - Decision Making and Justification(34:04) - The Power of Restating(40:01) - Handling Questions and Listening Deeper(44:30) - Building Awareness and Asking Better Questions(57:04) - Balancing Risk and Safety in Leadership(01:00:32) - Conclusion and ResourcesLinks and Resources:Therese Miclot | LinkedIn Therese Miclot | Leadership Coach & Facilitation Skills TrainingAmazon.com: The Facilitation Advantage: How to Drive Impact, Build Relationships, and Lead with Influence eBook : Koppett, Kat, Miclot, Therese: Kindle StoreSponsor Links:InQuasive: http://www.inquasive.com/Humintell: Body Language - Reading People - HumintellEnter Code INQUASIVE25 for 25% discount on your online training purchase.International Association of Interviewers: Home (certifiedinterviewer.com)Podcast Production Services by EveryWord Media

In this conversation, Phil Brown interviews Amy Climer about her new book, 'Deliberate Creative Teams.' They discuss the importance of creativity in teams, the misconceptions surrounding creativity, and the role of education in stifling creative potential. Amy shares insights on how to facilitate creativity within teams, the concept of creative abrasion, and the creative spectrum that teams can navigate to enhance their innovative capabilities. The discussion emphasizes the need for structure in creative processes and the potential for individuals and teams to elevate their creative output.   Amy's book is based on her PhD research on creativity in teams. Creativity is often misunderstood; it's about problem-solving, not just artistic ability. Education systems can diminish creativity by promoting standardized answers. Creativity can be learned and developed over time. Facilitators play a crucial role in creating environments for creativity. Creative abrasion allows for healthy conflict and idea generation. Group think can stifle innovation and should be avoided. Teams can be categorized on a spectrum from destructive to scalable in terms of creativity. Setting clear expectations and structures can enhance creative processes. The ultimate goal is to help teams and individuals reach their full creative potential. Get Amy's Book - https://a.co/d/3FzEwtq Learn more about the book - https://climerconsulting.com/book/ Connect with Amy - amy@climerconsulting.com  Connect with Phil - podcast@high5adventure.org Instagram - https://www.instagram.com/verticalplaypen/ Music and sound effects - epidemicsound.com

Emily Gardner — trainer, speaker, and author of The Path of the Guide — discusses how to unpack what facilitation really means in 2025 and beyond.00:00 Introduction02:38 Emily's Journey into Facilitation05:32 The Importance of Facilitation14:25 Practical Tips for Aspiring Facilitators23:24 Favorite Facilitation Techniques27:31 Handling Conflict in Facilitation34:15 Conclusion and Final Thoughts⚡️ In each episode, Paddy Dhanda deep dives into a new human Superpower to help you thrive in the age of AI.Host: Paddy DhandaPaddy works at the largest Tech training organisation in the UK and is passionate about helping tech professionals build human skills to thrive in the age of AI.Contact Paddy: paddy@superpowers.schoolSubscribe to my newsletter:

Share your thoughts about our conversation!What does facilitation have in common with quantum physics? What do organisations have to do with molecules? And why when you ask a question, are you playing around with someone's mind?All will be revealed this week with Jimmie White! A seven-times best-selling author, an indomitable facilitator that has trained The Peace Corps and supported NASA with somatic integration, and in a past life, a teacher of ballroom dancing.It's perhaps not surprising then, that Jimmie's facilitation is alive with somatic movement, storytelling - and even neuroscience. It's something Jimmie calls ‘Walking Your Story': a physical navigating of group narratives, helping us to rewrite our stories, explore multiple outcomes, and bond with others in the steps we take.Press play for an incredible, expansive conversation!Find out about:Jimmie's ‘Walking Your Story' method, and how it can foster deep reflection, transformation and connectionThe Observer Effect of Quantum Physics and what it means for facilitationHow physical movement can change our relationship with past storiesThe methods of somatic storytelling and socratic thinkingThe importance of fostering psychological safety in personal storytellingDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Jimmie White:LinkedInWebsite"Designing & Leading Life-Changing Workshops: Creating the Conditions for Transformation in Your Groups, Trainings, and Retreats" by Ken Nelson, Lesli Lang, David Ronka, Korabek-Emerson and Jim WhiteSupport the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

In my 25 years of teaching and facilitating, I've been constantly improving and growing, learning new techniques and methodologies.The three tips that I'm sharing with you in this episode have helped me tremendously in the last few years.Connect for more:https://www.linkedin.com/in/natashabazilevych/https://www.facebook.com/nbazilevich/https://www.instagram.com/natbazilevych/https://natashabazilevych.com/

In Episode 20 of Fun, Fear, & Facilitation, Logan is joined by Ben Morales. They discuss his many years at Springfield College from being an undergraduate student, to a graduate student, to his current position in Student Activities. They finished with some Springfield Trivia.

Phil Brown, Angie Veach, and Ted France discuss the newly launched Masters of Education in Adventure Education program at Springfield College. They explore the intent behind creating the program, the importance of legitimacy in the field, and the need for a curriculum that respects and incorporates experiential learning. The discussion also touches on the significance of breaking down silos in education, the role of language in making education accessible, and the essential facilitation skills that students will develop. Finally, they share their hopes for the future of adventure education and the specifics of the program's application process.   The program aims to fill a void in adventure education. Legitimacy in adventure education is crucial for professional growth. Experiential learning is at the core of the curriculum. Breaking down silos can enhance collaboration across disciplines. Facilitation skills are essential for effective teaching and learning. The program is designed to be flexible for working professionals. Students will learn to create psychologically safe environments. The future of adventure education lies in developing thinking practitioners. Language used in education should be accessible and relatable. The program encourages individual connections and personalized learning paths. Learn more about the MEd - https://springfield.edu/graduate-programs/adventure-education Connect with Angie Veatch - aveatch@springfieldcollege.edu Connect with Ted France - tfrance@springfield.edu Connect with Kristi Jacobi - kristijacobi@stmarksschool.org  Connect with Phil; Email - podcast@high5adventure.org Instagram - @verticalplaypen Support the podcast - https://high5adventure.org/podcast-page/ Music and sound effects - epidemicsound.com

“Stewardship and Leadership the way forward.” In this powerful and intimate episode, Natasja is joined by sacred medicine facilitator and cultural steward Marc-John, whose path has been shaped by over 15 years of study, practice, and deep relationships with indigenous communities across Latin America. Together, they explore the unseen layers of what it truly means to walk the path of sacred medicine facilitation—not as a role, but as a lifelong commitment rooted in reverence, reciprocity, and personal evolution.

Share your thoughts about our conversation!Sometimes, just sometimes, you meet someone who is a balm to the soul, who speak words of wisdom, magic, and nurturing depth. Quanita Roberson has this gift - and she returns to the show to share it with us once again!Mingling spiritual intelligence with raw human experience, Quanita guides us generously through the messy yet beautiful terrain of healing, as we trace emotions back to their source and learn how to step away from adolescent adulthood.She brings us into the heart of questions like: how do we grieve? What does courage really mean? And why do people find it easier to talk about gender than race?Find out about:Why shame, blame and guilt are not emotions, but rather where we go to hide from themThe initiations of our life, and why we must embrace crumbling to make space for the newThe importance of going inwards to find our wisdom to help the worldWhy there aren't different ways to grieve, but rather different ways to avoid itThe importance of embodying our emotions, allowing them to move through usDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Quanita Roberson:LinkedInWebsite Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

Being a great facilitator is a part of being a masterful presenter and leader. Tune into my conversation with Therese Miclot and learn:How to define and understand facilitationWhy facilitation is an essential skill of leadership Why it's hard for some people to facilitate a meetingHow to engage audiences if they're too quiet and reluctant to respondHow to become a better facilitatorHow to develop the skill of impromptu speakingHow to find your personal facilitation styleHow to manage up using your facilitation skills.Therese is a leadership development expert and co-author of The Facilitation Advantage. She helps leaders gain the skills to increase their impact and guide teams effectively.Her track record spans tech, manufacturing, banking, media, and retail including Meta, NewYork Stock Exchange, Madison Square Garden, FanDuel, Citi, Chanel, Toro, Rockwell Automation and BNY Mellon.Take the free self-assessment at The Facilitation Advantage. https://www.thefacilitationadvantage.com/Connect with Therese:https://www.linkedin.com/in/theresemiclot/https://www.theresemiclot.com/https://www.thefacilitationadvantage.com/

What's up everyone and welcome to The Corporate Bartender!Facilitation is a thing that a lot of us do every day, but not a thing many of may have thought about as a buildable skill. Maybe you got promoted into a leadership role, you might find yourself doing it without any real training or forethought. If you have ever been there, you're in the right spot!We've got Therese Miclot on the program. Don't know Therese? We've got ya covered!Therese Miclot is an Executive Coach, Speaker, and Facilitation Expert. She knows that building relationships are at the core, which is near and dear to our hearts, and today she's gonna give us a hand with those pesky facilitation skills.She's also the author of, "The Facilitation Advantage - How to Drive Impact, Build Relationships, and Lead with Influence."This was a fantastic conversation, and I think you're gonna dig it!If you want to skip straight to the interview, 8:18 is your spot!TCB Layout:0:00 - Show Open & Intro1:02 - Titles1:30 - Kickoff 2:06 - Focus Conversation3:28 - Magic Mind8:18 - Robyn Bolton Interview51:23 - Wrap & CloseWebsite: https://www.theresemiclot.com/Website: https://www.thefacilitationadvantage.com/LinkedIn: https://www.linkedin.com/in/theresemiclot/Magic Mind: https://magicmind.com/ericandlori20Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Episode Topic Effective leadership is more crucial than ever in today's fast-changing work environment. But what does it truly take to lead with confidence, clarity, and compassion? In this episode of PayPod, we welcome leadership coach and facilitation expert Therese Miclot, who has spent over two decades helping individuals develop the skills to lead with impact. We explore how facilitation plays a key role in leadership, how leaders can cultivate the right mindset, and why mastering communication is essential for team success. Whether you're managing a remote team, navigating difficult conversations, or striving to improve your influence, this conversation is packed with actionable insights to elevate your leadership skills. Lessons You'll Learn Leadership is more than just managing people—it's about guiding teams effectively, fostering engagement, and making strategic decisions that drive results. In this episode, you'll learn how facilitation skills can make you a more effective leader, including active listening, storytelling, and navigating tough discussions. Therese shares why great leadership starts with mindset and how self-awareness can shape the way you interact with your team. We also explore practical ways to enhance meeting dynamics, prevent disengagement, and ensure your team feels heard and valued. Whether you're leading in a traditional office, hybrid setup, or fully remote environment, these strategies will help you foster a culture of collaboration and accountability. About Our Guest Therese Miclot is an executive coach, leadership development expert, and the author of The Facilitation Advantage. With a background in industrial and organizational psychology, she has spent over 20 years working with top executives, helping them master the art of leadership through facilitation techniques. She has led global learning and development initiatives, worked closely with C-suite leaders on succession planning, and helped organizations enhance their team effectiveness. Through her coaching and workshops, she empowers leaders to communicate with confidence, delegate effectively, and create an environment where teams thrive. You can find her insights on leadership and facilitation at TheFacilitationAdvantage.com or follow her on LinkedIn. Topics Covered What facilitation really means in leadership and why it's a critical skill.The impact of mindset on leadership effectiveness and team dynamics.The importance of active listening and how it can transform team engagement.How to run better meetings, avoid disengagement, and encourage meaningful participation.Why storytelling is a powerful tool for influence and communication.The challenges of remote and hybrid leadership and how to adapt for success.How leaders can balance psychological safety with accountability.Practical tips for developing facilitation skills to elevate your leadership.  

This week Rich Diviney delves into his latest work, 'The Masters of Uncertainty,' which offers strategies for managing stress and performing under pressure. Rich shares the importance of understanding and deconstructing attributes, the concept of dynamic subordination in teams, and the critical role of trust. The conversation also touches on the neuroscience behind dealing with uncertainty, the practice of moving horizons, and practical breathing techniques for managing autonomic arousal. Rich emphasizes the need for purpose-driven leadership and how mastering uncertainty can empower individuals to thrive in complex environments. Episode Highlights: 03:57 Writing and Impact of 'The Masters of Uncertainty' 08:30 Applying SEAL Strategies to Everyday Life 24:07 Navigating Adversity with Micro Strategies 25:58 The Power of Breathing Techniques 41:51 The Four Pillars of Trust 44:34 Dynamic Subordination in Leadership Rich Diviney is a retired Navy SEAL Commander. In a career spanning more than twenty years, he completed more than thirteen overseas deployments-eleven of which were to Iraq and Afghanistan. As the officer in charge of training for a specialized command, he spearheaded the creation of a SEAL directorate that fused physical, mental, and emotional disciplines. He led his small team to create the first ever "Mind Gym" in Naval Special Warfare that helped SEALs train their brains to perform faster, longer, and better, especially in high-stress environments. Since his retirement, Diviney has worked as a speaker, facilitator, and consultant, training more than five thousand business, athletic, and military leaders. Rich also works with Simon Sinek's organization, Start With WHY. You can learn more about Rich here: https://theattributes.com/ Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

In this episode of the Impostor Syndrome Files, we talk about confidently leading change. Are you responsible for leading change? Maybe your role requires a lot of influence without authority. Or you're a leader who has to drive change with your team. If so, you know how challenging it can be to get people on board. This week, I talk with Sarena Diamond, a transformation executive, about how to manage the human side of change. Here she shares a 3-step process for approaching change in the face of resistance, which is almost always rooted in fear. We also talk about what to do when you're leading change and you doubt yourself.About My GuestSarena Diamond is a multi-dimensional transformation executive with hands-on expertise in Organizational Change Management, Program & Project Management, Communications, Facilitation, and Training. Throughout her career at Accenture, IBM, Pepsi Cola, Hyperion and Mellon Investor Services, she worked with globally and culturally diverse teams, leaders and stakeholders to deliver transformative outcomes. Her client base spans from Fortune 100 enterprises to PE-backed ventures across a wide array of industries and she has worked with countless leaders struggling to find confidence and comfort in their roles. Sarena is a quick study of people, situations and organizational needs. She faces challenges with curiosity and confidence, brings positivity to seemingly insurmountable problems and is purpose-driven to help teams navigate change effectively. Sarena established Diamond Solutions Group with the goal of partnering with leaders to maximize their investment of time and resources in transformation, while inspiring their teams to achieve great outcomes. Along the way, those same leaders build their own skills, capabilities and confidence such that their inner voice supports achieving greatness and squelches Imposter Syndrome tendencies. ~Connect with Sarena:LinkedIn: https://www.linkedin.com/in/sarena-diamond/ Website: https://www.diamondsolutionsgroupllc.com/~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://kimmeninger.com

Discover how facilitation, often misunderstood as just managing meetings, is a transformative leadership skill. Therese Miclot, leadership consultant and co-author of The Facilitation Advantage, shares strategies to lead authentically, navigate workplace dynamics, and build influence—whether or not you're in charge. A game-changer for aspiring and seasoned leaders alike!==========================================