How To Facilitate When Presenting
Many presentations are one dimensional. The speaker speaks and we just listen, maybe getting a chance to lob in the odd question at the end. In many cases, with internal presentations, there will be a role for the presenter as a facilitator as well, to get the discussion going or to drive the decision making process. Very few speakers are trained to facilitate and so we more or less bumble our way through.
One of the first things we have to learn in our facilitator role, is to shut up and listen. When we gave our presentation, we had the limelight. As a facilitator, though, we want as many others as possible to share that limelight, which means we have to get out of talk mode and go into listen mode. Sounds easy, but it isn’t.
When we are revved up in presentation mode, it is hard to change direction and just stop making our points. When someone says something, our brain lights up with something clever we would like to say. In fact, we get the inspiration pretty quickly, so we tend to switch off the person who is speaking and what they have to say. We just concentrate on what we want to say. Effectively, that means we have now stopped listening. We might be better than that, but we may instead be doing selective listening. Only honing in on the points we like and ignoring the rest of what the speaker had to say. We need to really work on our listening skills as a speaker and allow others our full attention when they are contributing. If you find yourself cutting others off before they finish, then you know you need to ease off and just listen more.
Silence for a speaker can be a struggle. Japan has no problem with silence so there is no social pressure here to fill the airwaves with continuous talk. We should take a leaf out of their book and use silence more when facilitating. Ask a question and then become quiet, even when we get into that uncomfortable silence period. Some are shy to speak up, others are deep processors going down many layers of thought on what they want to say. We need to give them time to contribute, we may even need to ask the more boisterous types to hold their comment and allow others to talk for a change.
We need nerves of steel when we do this, because in Western culture, silence is seen as uncomfortable, an indication of the breakdown of communication, that something has gone wrong because people are not participating. No one in Japan particularly feels any of that, by the way, so it is all in our heads.
Also avoid rephrasing a question or comment, unless it is really necessary. People have their own styles of speech and we need to make them feel welcome to contribute. If we become “correctors” of other people’s comments, they get the message that they are not skilled enough in communication to be able to lodge their own original effort. From this point on they will simply stop contributing. We should also be careful about changing the subject, until everyone has had a chance to comment. As mentioned, some are shy, some are deep thinkers and just at that vital moment when they are about to launch forth with their carefully crafted contribution, we switch subjects and they are banished to silence.
We also need to have a poker face. If we hear something with which we very much disagree, our facial expression and our body language, can go into overdrive and convey our displeasure with other people’s views. Again, this acts as an inhibitor of participation. Bosses do this all the time and then wonder why the number and quality of ideas are so poor.
We need to be aware of when to use closed questions to drive clarity and agreement and when to use open questions, to stimulate discussion. It can be a good practice to disassociate ourselves from the question and ask it as if a third party was involved. For example, “some commentators have the view that the new financial year is the best time for launching new projects. How has been your experiences with this type of thing?”. By not attaching our name to the view, it makes it easier for others to put forward a contrary view.
When we are asking questions, there will be three common varieties. The fact-based questions are there to get out information and data and generally will have a specific, correct response. This type of question is better addressed to the whole group than an individual, to avoid the possibility of calling out someone who cannot answer and will be embarrassed.
Opinion-based questions help to get a sense of how people feel emotionally about a topic. It is important to assess the emotional climate in the room on some topics before we go any further with the discussions. When people are reluctant to offer their opinion, especially here in Japan, you need to use a different technique. Ask everyone to write down their thoughts, but don’t ask, “What do you think?”. In Japan, that is too confronting. Instead ask “What did you write down?” and people will speak up.
When we are speaking that is one role. When we move to facilitator mode we need to switch gears and make some adjustments to how we do things. Understanding the different requirements is key. As a facilitator, we want audience participation and their contributions. We need to set that up and make it happen.
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About The Author
Dr. Greg Story: President, Dale Carnegie Training Japan
In the course of his career Dr. Greg Story has moved from the academic world, to consulting, investments, trade representation, international diplomacy, retail banking and people development. Growing up in Brisbane, Australia he never imagined he would have a Ph.D. in Japanese decision-making and become a 30 year veteran of Japan.
A committed lifelong learner, through his published articles in the American, British and European Chamber journals, his videos and podcasts “THE Leadership Japan Series”, "THE Sales Japan series", THE Presentations Japan Series", he is a thought leader in the four critical areas for business people: leadership, communication, sales and presentations. Dr. Story is a popular keynote speaker, executive coach and trainer.
Since 1971, he has been a disciple of traditional Shitoryu Karate and is currently a 6th Dan. Bunbu Ryodo (文武両道-both pen & sword) is his mantra and he applies martial art philosophies and strategies to business.
