What do you do if your colleagues criticize your facilitation skills?
Facing criticism can be challenging, especially when it pertains to your facilitation skills—a role that requires the deft management of group dynamics to achieve effective meeting outcomes. As a facilitator, you're tasked with guiding discussions, ensuring equitable participation, and steering the group toward its objectives. If colleagues criticize your approach, it may feel personal, but it's crucial to view this feedback as an opportunity for growth. By engaging constructively with critiques, you can refine your techniques, bolster your professional capabilities, and ultimately enhance the collaborative processes you aim to foster.
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When faced with criticism, your first instinct might be to defend your methods. However, it's essential to actively listen without interrupting. This means giving your colleagues the space to express their concerns fully. By doing so, you demonstrate respect for their perspectives and show that you value their input. Listening also allows you to gather specific information about what aspects of your facilitation may not be meeting the group's needs, which is the first step toward making meaningful improvements.
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Receiving constructive feedback especially when it sounds like harsh criticism is not easy. I recommend the LADA method to accept this feedback graciously:- 1) L- Listen actively without being defensive 2) A- Ask for clarification and examples to understand better 3) D- Decide -Based on the feedback decide what aspects of your facilitation style need to be changed. 4) A- Act- Identify 2 concrete actions you will take to ensure you work on the areas of improvement.
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Listen to the feedback and then reflect upon the feedback. If you need help in assessing the feedback, talk with a peer or mentor you trust. Find an instrument or rubric to provide more assessment to the facilitation skill being criticized. Ask multiple people to assess you. Then identify where to prioritize in closing your facilitation gaps. Prioritization can also be done with a trusted peer, coach, or your manager.
After receiving feedback, take some time for honest self-reflection. Consider the validity of the criticisms and how they align with your self-perception and facilitation goals. Reflect on the specific sessions or behaviors mentioned and try to view them through the lens of your colleagues. This introspection can help you identify areas where you might have room for improvement and can lead to a more nuanced understanding of your facilitation style.
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Reflect on the feedback and ask if the criticism was because of the delivery or about the content. If the criticism is the delivery it allows the facilitator to make adjustments. If the criticism is about the content review if the content was supposed to elicit a response that would make participants upset and adjust accordingly.
If certain criticisms are vague or unclear, don't hesitate to ask for clarification. It's important to understand the specifics of what didn't work for your colleagues so that you can address those issues directly. Requesting examples or additional context can also help prevent misunderstandings and provide you with actionable insights. Remember, seeking clarification is not a sign of weakness; it's a practical step towards enhancing your skills.
Once you've listened to the feedback, reflected on it, and sought clarification, it's time to embrace change. This might involve adjusting your facilitation techniques, adopting new strategies, or even attending professional development workshops. Embracing change shows that you're committed to your role and willing to evolve. It also sets a positive example for the group by demonstrating that you're open to learning and growth.
You don't have to navigate this process alone. Reach out to a mentor, a trusted colleague, or a professional facilitator for support and guidance. They can offer a fresh perspective, suggest resources, and provide encouragement as you work to refine your skills. Additionally, consider forming or joining a peer support group where you can share experiences and learn from others who have faced similar challenges.
Finally, put the feedback into action. This is where the real growth happens. Start by incorporating the constructive suggestions into your next facilitation session. Pay attention to how these changes affect the group dynamics and the meeting outcomes. Be patient with yourself; not every adjustment will yield immediate results, and some may need further tweaking. Consistent implementation and willingness to adapt are key to improving your facilitation skills over time.
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