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PARTICIPANT TEAMS + DESIGN FACILITATION

PARTICIPANT TEAMS + DESIGN FACILITATION. May 19, 2016. INDIVIDUALS. TEAMS. Forming Participant Teams. Gender Cultural diversity Socio-Economic diversity Expertise diversity Age diversity Values Languages Introversion / extroversion Direct / indirect communication.

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PARTICIPANT TEAMS + DESIGN FACILITATION

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  1. PARTICIPANT TEAMS + DESIGN FACILITATION May 19, 2016

  2. INDIVIDUALS TEAMS

  3. Forming Participant Teams Gender Cultural diversity Socio-Economic diversity Expertise diversity Age diversity Values Languages Introversion / extroversion Direct / indirect communication

  4. Steal this Template Project Selection Form  Then try to balance each project with gender, expertise, introvert/extrovert, direct/indirect and nationality for each project

  5. For each team • Expertise balance (make sure there’s at least 1 engineer or designer per team – so you can make the stuff) • Cultures + Nationalities balance (make sure there there is at least 1 community member per team) • Languages (make sure there is a translation plan and time worked out) • Gender Balance • Introvert / Extrovert balance • Indirect / Direct Communicator balance

  6. Roles of the Design Facilitator Create an open environment thatbuildsrelationshipsin the team Facilitate the team through the technicalpieces design process

  7. Servant Leadership Role

  8. What is the role of an IDDS Design Facilitator and what do I do exaclty? Watch this video before you come to IDDS! 

  9. TOP 10 IDDS FACILITATION TIPS • Perspective: remember and remind participants of the bigger picture • Know whatyour role is, what the goals or task at hand, and guide the team to go through the design process together • Create a positive, welcoming environment for different types of people by asking open-ended questions • Seek to understand: listen + paraphrase what people said to make sure you understand correctly • Affirm people, have fun!  • Expect to be uncomfortable – and welcome it (acknowledge role differences, engage them and also encourage people to experiment in the other roles) • Expect conflict – and use it to tease out the roots of ideas • Expect unity – and welcome it • Make disagreements about the problem, not the person • Enough time for repport building – get to know each of your participants and help them get to know each othe

  10. GETTING “UNSTUCK” • Focus on the problem, not the person • Remember your purpose • Brainwriting (instead of brainstorming) • At Amazon, every meeting begins in total silence with “narratives.”The memos must tell a story: They have a conflict to resolve and should conclude with solutions, innovation, and happy customers — a structure that provides the meeting with direction.

  11. TOOLS WE USE • Project Selection Worksheet • Working Styles Worksheet • Non-violent Communication facilitation skills (we’ll go over this at Org. Orientation) • Types of activities open to all styles

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