Best Ways To Facilitate Workshops

Most workshop evaluations questions are ineffective. Try these two questions to drive behaviour change and generate insights. In my 23 years of designing and running learning and development experiences, I've found that asking the right questions can be a gamechanger. Especially if you're self-employed. And you want to charge more for your services. Because you drive behaviour chance. So, forget the mundane sliding scale rating: ❌ The session ❌ The material ❌ The facilitators Here are two simple questions that support impact 📝 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐨𝐧𝐞 𝐤𝐞𝐲 𝐚𝐜𝐭𝐢𝐨𝐧 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐭𝐚𝐤𝐞 𝐚𝐬 𝐚 𝐫𝐞𝐬𝐮𝐥𝐭 𝐨𝐟 𝐭𝐡𝐢𝐬 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩? This question forces participants to commit to a specific action. ↳ It’s not just about learning; it’s about doing. 📝 𝐖𝐡𝐚𝐭 𝐛𝐚𝐫𝐫𝐢𝐞𝐫𝐬 𝐦𝐢𝐠𝐡𝐭 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐲𝐨𝐮 𝐟𝐫𝐨𝐦 𝐭𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐚𝐜𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐜𝐚𝐧 𝐰𝐞 𝐡𝐞𝐥𝐩? This question uncovers potential obstacles. ↳ It also shows that you care about their long-term success, not just the workshop. Why these questions work: ✅ Prompt reflection on learning. ↳ A critical step in the learning process. ✅  Provides proxy measure of impact ↳ Reflections guided to consider action. ✅ Provides insights on obstacles ↳ Allowing you to improve the workshop Next time you run a workshop, ditch the old evaluation forms. Try these questions instead. Support behaviour change Demonstrate impact Increase your fees Give it a go. ~~ ♻️ Share if you found useful ✍️ What other powerful questions do you use in your evaluations?

You don’t stop being disabled when conference or event sessions end, so why do so many organisers forget about inclusion at conference dinners and networking events? It’s great to see more events offering sign language interpreters, quiet rooms, and accessible seating during the main agenda. But what about during the coffee breaks? The networking dinner? The drinks at the end? If those adjustments vanish the moment the keynote’s over, it’s not inclusion – it’s performance. Disabled people don’t just attend the content. We build relationships, grab lunch, join the side conversations. And if those moments aren’t accessible, we’re being excluded from the most valuable parts of the day. Having sign language interpreters available throughout all event elements; keeping quiet rooms open; offering seated areas during networking; telling people food and drink menus in advance; offering sighted assistance for intros; having portable hearing loops in place; or providing enetworking options. These are all things you can do to show you actually want to host an inclusive event in full, not just meet minimum requirements. Inclusion isn’t a scheduled item. It’s a commitment. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Making your meetings Neurodivergent-friendly is crucial for fostering an inclusive and productive workplace while also recognizing and respecting the varied cognitive processes and sensory experiences of your Neurodivergent employees. By adapting meeting structures and practices to be more accommodating, you not only empower Neurodivergent employees to participate more effectively, but you also enrich the quality of discussions by adding a fuller range of perspectives. This type of organizational inclusivity leads to a more collaborative atmosphere overall, where all voices feel heard and valued. Creating Neurodivergent-friendly meetings is relatively low-cost and low effort. It simply means adopting practices that give thought to diverse cognitive styles and sensory sensitivities. Here are a few ways you can get started: 1. Provide a clear written agenda in advance: This allows participants to prepare mentally and manage anxiety as well expectations. 2. Develop a structured meeting format: Include items like designated speaking times, links to related documents, and any rules or reminders. 3. Offer written or recorded transcripts: Post-meeting, make a summary of the meeting available for those who benefit from revisiting information and instructions. 4. Be flexible with communication methods: Encourage written contributions as an alternative to speaking. Also remember to be flexible with required on camera presence. 5. Actively seek feedback from Neurodivergent participants: This allows for continuous improvement in the inclusivity of your meetings, demonstrating a commitment to a welcoming and productive environment for all. Remember, adopting Neurodivergent-friendly practices in meetings can reduce anxiety and stress, which leads to improved well-being and job satisfaction for your Neurodivergent employees. Ultimately, however, embracing inclusive practices like this one not only benefits Neurodivergent individuals but also enhances the overall creativity, problem-solving ability, and productivity of the entire team, driving organizational success by creating equity. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! I’m an openly Autistic #DEIB Facilitator and Speaker on a mission to close the disability leadership gap. Want to make your organization truly #inclusive? For Consulting, Speaking, Training & Workshops, email me at Becca@TrulyInclusiveLeadership.com or visit my website https://lnkd.in/ggFshWks Document description: in a dark green background, first pages reads "5 ways to create neurodivergent-friendly meetings", and the remaining pages repeat the 5 tips from text above. #Autism #AutisticAdults #neurodiversity #TrulyInclusiveLeadership

My workshop feedback method has a 100% response rate — and uses zero forms. I ditched post-workshop surveys because… no one filled them out and the ones who did wrote things like “Great workshop 🤗 ” (helpful… ish ⁉️ ). So now I use my four-question, four-colour sticky-note system at the closing of a workshop. It’s fast, visual, and human. It surfaces real language, real commitments, and real insight. Reflection becomes baked into the workshop instead of bolted on. Here’s the magic. I ask everyone to respond to these phrases individually 🟡 “I learned / liked / aha!” - Quick bursts of insight. One idea per sticky. No faffing. 🟢 “I will…” (What ideas do you plan to implement immediately?) - The gold. Actual commitments. I can instantly see what’s going to live beyond the room. 🔴 “I wish…” (What support do you need or what else do you wish we had explored today?) - Constructive, honest improvement ideas and what they need to succeed post-workshop. Better than any anonymous text box. 🔵 One word (What single word best describes your overall reaction to the session?) - These become my word cloud*, and it tells me the emotional temperature in one glance. Then, in small groups, participants choose their top insights, star them, and share them with the room. It turns into this joyful moment where you can see what activities really landed and what learning truly stuck. Impact? • I can literally see what resonated. • The “I will…” notes show behaviour change starting before people even leave the room. • The “I wish…” notes help me evolve each workshop immediately. • And the one-word cloud gives me a pulse check that’s surprisingly accurate. (see word cloud from 10 workshops* - 210 words - in comments) Yes, I still type them all into a spreadsheet by hand (there’s something human and connective about reading people’s handwriting). Then I let AI help me spot themes and patterns. It’s simple. It’s human. It works. And gives clients tangible, meaningful insights... Curious: how do you gather feedback that actually helps you get better? #PlayMore #JudgeLess #feedback #facilitation

🚀 Most beginner instructional designers make the same mistake when writing learning objectives… and it quietly kills the quality of their training. Learning objectives are one of those things everyone writes… but almost no one is taught well. So what happens instead? We get classics like: ❌ “Participants will understand communication skills” ❌ “Learners will learn Excel” ❌ “This workshop will teach delegation” The problem? These objectives describe the course, not the learner. They’re vague. They’re immeasurable. And they don’t tell us what “good” looks like. Here’s a simple fix 👇 Swap vague verbs for observable actions: ✨ “After this session, team leads will conduct 1:1 conversations using the XYZ framework.” ✨ “After completing the module, analysts will create 3 pivot tables to compare quarterly data.” ✨ “After the workshop, managers will delegate tasks using the 4-step delegation model.” Notice the pattern? Good learning objectives focus on: 🧩 the learner 🧩 the behavior 🧩 in context 🧩 with a measurable action Learning objectives aren’t just nice formatting — they shape design, practice, assessment, and business outcomes. If you want to go further, I’ve linked a short read in the comments that explains how to write proper L&D objectives with real examples. ⸻ What’s the worst (or funniest) learning objective you’ve ever seen or written? 😅 Drop it below 👇

Stop wasting meetings! Too many meetings leave people unheard, disengaged, or overwhelmed. The best teams know that inclusion isn’t accidental—it’s designed. 🔹 Here are 6 simple but powerful practices to transform your meetings: 💡 Silent Brainstorm Before discussion begins, have participants write down their ideas privately (on sticky notes, a shared document, or an online board). This prevents groupthink, ensures introverted team members have space to contribute, and brings out more original ideas. 💡 Perspective Swap Assign participants a different stakeholder’s viewpoint (e.g., a customer, a frontline employee, or an opposing team). Challenge them to argue from that perspective, helping teams step outside their biases and build empathy-driven solutions. 💡 Pause and Reflect Instead of jumping into responses, introduce intentional pauses in the discussion. Give people 30-60 seconds of silence before answering a question or making a decision. This allows for deeper thinking, more thoughtful contributions, and space for those who need time to process. 💡 Step Up/Step Back Before starting, set an expectation: those who usually talk a lot should "step back," and quieter voices should "step up." You can track participation or invite people directly, helping create a more balanced conversation. 💡 What’s Missing? At the end of the discussion, ask: "Whose perspective have we not considered?" This simple question challenges blind spots, uncovers overlooked insights, and reinforces the importance of diverse viewpoints in decision-making. 💡 Constructive Dissent Voting Instead of just asking for agreement, give participants colored cards or digital indicators to show their stance: 🟢 Green – I fully agree 🟡 Yellow – I have concerns/questions 🔴 Red – I disagree Focus discussion on yellow and red responses, ensuring that dissenting voices are explored rather than silenced. This builds a culture where challenging ideas is seen as valuable, not risky. Which one would you like to try in your next meeting?  Let me know in the comments! 🔔 Follow me to learn more about building inclusive, high-performing teams. __________________________ 🌟 Hi there! I’m Susanna, an accredited Fearless Organization Scan Practitioner with 10+ years of experience in workplace inclusion. I help companies build inclusive cultures where diverse, high-performing teams thrive with psychological safety. Let’s unlock your team’s full potential together!

A few weeks ago, after setting up the room for a workshop, I stepped out to make a quick phone call. By the time I returned, a bunch of participants had  arrived, found their seats, and pulled out their laptops—ready to watch something happen. Then, one participant approached me. “Where’s the screen?” she asked. “There aren’t any slides today,” I replied. She frowned slightly, as if to say, 'Then what am I here for?' It’s a familiar script: ✅ Someone calls the meeting. ✅ Someone holds the space. ✅ Everyone else sits back, listens, and waits to be led. I reckon the best leaders 'flip the room'. They break the passive, hierarchical default and generate real engagement. For as long as people are sitting back, waiting to be led, their true genius will never emerge. Flipping the room isn’t about taking control. It’s about giving it back. Here are 3 things to think about... 1. Don’t Command Attention—Create Shared Tension If you start by talking, you reinforce the ‘audience’ mindset. Instead, spark curiosity and involvement from the start: ❓ Ask: “What’s the biggest challenge on your mind today?” 💬 Start a conversation: “How are we feeling about X?” 🧩 Present a puzzle: “If something was missing from our strategy, what would it be?” 2. Pass the Mic How do you decide who speaks? Rank, charisma and forthrightness are dangerous reasons. In thriving teams, leaders build teams that generate the best ideas. So break the pattern: 🔄 Instead of answering a question, throw it back: “What do you think?” 🛠️ Instead of presenting a plan, ask them to build one: “How could we tackle this?” 🤔 Instead of being the one to pass the microphone, invite others to invite people to speak: “Who else do you want to hear from?” 3️⃣Perhaps try the 'rule of 3 passes' - something I shared in this LinkedIn post. 3. Set Shared Expectations Early If people assume they’re supposed to be in ‘receive mode,’ they’ll act like it. Change the expectation from the start: 🚫 Remove slides and tables—design a space for co-creation. 🔄 Frame the session differently: “This isn’t a presentation from me—it’s a session to co-create X.” ❓Ask: “By the end of this, what does each of us need to move forward?” Flipping the Room = Flipping Your Mindset To flip the room, you need to check your own expectations. Leadership isn’t about commanding attention—it’s about energising people to think, contribute, and make great progress. So next time you step into a room, don’t ask: How do I lead this meeting? Ask: How do I flip it? Over to you: What are the best ways to flip the room? (This photo is from a different room I worked in last week, with an executive leadership team. As you can see, flipping a room starts with the space you create. It was a very cool spot for meaningful conversation.) PS. If we haven't met before and you'd like to stay in touch, I welcome your connection request. #Leadership #Facilitation #Teamwork #Meetings

I have had an amazing internal discussion today and am putting it here so you can make use of it in the week to follow. As a corporate trainer, deep work has evolved into my seasoned ally, a silent force shaping impact and deep learning in my workshops. As a corporate trainer and L&D practitioner, I often find myself navigating the intricate balance of delivering workshops that not only educate but inspire lasting transformation. Today, I invite you behind the scenes to witness how the principles of Deep Work by Cal Newport have become key for my workshop design. 1. Distraction-Free Learning Zones: Creating an environment conducive to deep work is paramount. Before each workshop, I meticulously set the stage—a distraction-free zone where minds can immerse deeply in the learning experience. From silent zones to minimizing digital interruptions, every detail is curated for optimum focus. 2. Time Blocking for Engaged Learning: Time blocks as a balance for flow are a key element of my workshop agenda. Each segment is a deliberately carved block, dedicated to a specific skill or concept. This ensures not only an engaged audience but also a collective deep dive into the subject matter. 3. Prioritizing High-Impact Content: The essence of deep work lies in prioritizing high-impact tasks. When designing workshops, Newport's perspective guides the selection of content—ensuring that every concept explored is not just informative but has a profound, enduring impact on the participants' professional journey. 4. Engaging Deep Work Exercises: Workshops aren't about imparting information; they're about creating experiences for learning and deep thinking on the subject. Participants engage in exercises, creating an immersive space where they can apply newly acquired skills, fostering a deeper understanding that transcends theoretical knowledge. A challenge that I am taking and extending to you too- This week, experience a focused, distraction-free learning environment where every moment is crafted for maximum impact. Try to churn out the learning from the various tasks/ projects you work on. Get deep, that's where innovation happens. Priya Arora #deepwork #thinking #metacognition #learninganddevelopment #softskills #corporateculture #culturematters #workshop #facilitators #facilitation #traininganddevelopment #training The Female Story

Feedback about me. I rarely ask for feedback or evaluation specifically about me at the end of a session I have facilitated. I refer to sessions where the group determines the outcomes and invites me to facilitate discussion and decision-making processes. These are not training workshops. I don't ask for feedback about me because it makes the session about me. The session is because of, about, for, and by the participants. Yes, I am part of the group and play a specific role. However, asking only for an assessment of what I did and how I did it undermines the participants' ownership of the process. The participants leave thinking and feeling about me and not their work together. But! How do I learn what worked and didn’t work? How can I improve my skills as a facilitator? I ask questions such as: 🔴 How was today for you? 🔴 How did the session go for you? 🔴 What was our work together like? Questions such as these open all parts of the session for feedback and evaluation: the participants, the facilitator, the process, the flow, the methods, the place and space, the refreshments ... Sometimes, I ask these questions as a closing conversation; sometimes, in pairs with an invitation to call out answers; sometimes, in individual worksheets to hand in. I often use the Rose, Thorn, Bud method. 🌹 Rose: What worked well during the session (strengths)? 🌵 Thorn: What didn’t work and could be improved (challenges)? 🌿 Bud: What are your ideas from the session (possibilities and opportunities)? Sometimes I use these questions: 💡 Light bulb – insights ... What stimulated your thinking during the session? From facilitators? From participants? ❓ Question Mark – getting more … What more could have been done by all concerned, including you, to make the session a better experience? 👍 Thumbs Up - what changed … What has changed for you because of this session? What will you do differently now? From any of these questions or ways to ask them, I sense what I did to help or hinder. After the session, I debrief with the host or client. We can then discuss my approach, style, demeanor, behaviour, skills, competency, design, etc. How do you acquire feedback about your facilitation skills while helping the group reflect on all parts of the session? I enjoy learning and improving from your answers. #facilitation #sessions #conversations #feedback #meetings #learning #improving #skills #growth