Presentation on theme: "for LEADING & PARTICIPATING in Productive Meetings"— Presentation transcript:
1 for LEADING & PARTICIPATING in Productive Meetings Tips & Techniquesfor LEADING & PARTICIPATING in Productive Meetings“Meetings are the only place in the corporate world where minutes are kept and hours are wasted.”To move forward, backward or to a Contents page, move your cursor over the arrows in the bottom left corner of each page and make a selection. You can also use your space bar (forward); or your Page Up/Page Dn keys (backward/forward).
2 Table of Contents Orientation Communication & Interpersonal Skills Managing Group ProcessClick on a large colored bullet to go to that section.
3 OrientationThis material was developed to help you – a meeting leader or an attendee – communicate clearly and overcome barriers during meetings. You will explore tools and techniques for moving groups forward, managing challenging situations and helping groups reach consensus.Responsibilities of the Meeting LeaderAgreeing on the Ground RulesReturn to main Table of ContentsClick on a large colored bullet to go to that section.
4 Responsibilities of the Meeting Leader Have you ever considered what the meeting leader is responsible for during a meeting? Here is just a brief overview:moving through agendastarting and ending on timeshowing respectgenerating discussion & encouraging contributioncapturing & summarizing ideas, decisions, next steps, etc.unblocking the groupdealing with conflict & difficult situationsreaching agreements & gaining consensusmaintaining a positive climateusing facilitation toolsdemonstrating effective communication & interpersonal skillsUse questionsListen activelyRespond appropriatelyOrientation
5 Agreeing on the Ground Rules Encourage and help groups agree on ground rules (or a working agreement) that all meeting members are expected to honor. Ground rules identify how the group will work together during the meeting.Here are a few examples of ground rules:Arrive on time.Put cell phones on vibrate.Stick to the agenda.Participate fully.Be supportive, not judgmental.Listen to what others have to say.Be open to new concepts and to concepts presented in new ways.Share your knowledge.Have fun.Orientation
6 Communication & Interpersonal Skills In this section, you will explore three “must have” skills for running and participating in effective meetings. You will also gain tips for improving your own communication and interpersonal skills.Skill #1: Authentic CommunicationsSkill #2: Questioning & ListeningSkill #3: Constructive Interpersonal SkillsReturn to main Table of ContentsClick on a large colored bullet to go to that section.
7 Skill #1: Authentic Communication Do you find some people easier to trust than others? Do you ever wonder how you can create that same trust or authenticity in your meetings?Clear communication is critical for encouraging an atmosphere of trust during a meeting. When you are clear, assertive, open and supportive, you create a high trust culture that is essential to your meeting success.On the other hand, communication that is defensive, political and self-serving leads to an unproductive conversation. When people have low levels of trust and high levels of defensiveness, creative problem solving becomes almost impossible.Communication & Interpersonal Skills
8 Words Voice & Tone Body Language 38% 55% 100% 7% Congruent delivery People judge your believability not only by what you say, but on the manner and tone of your communication. To gain trust, you must align your words, voice, tone, and body language to ensure they all send the same message – your intended message..WordsVoice & ToneBody LanguageVoice &ToneBodyLanguage7%38%55%100%Dr. Albert Mehrabian. University of California. Silent Messages. Belmont, CA: Wadsworth Publications, 1981, ppCommunication & Interpersonal Skills
9 ExerciseHow you communicate non-verbally in meetings has a dramatic effect on:From your own experience, list some of the non-verbal behaviors – positive or negative body language – you have observed in meetings.your perceived imageyour credibilityyour ability to foster productive relationships with other group membersyour ability to influence othersPositive Non-verbal BehaviorsNegative Non-verbal Behaviorsex. Maintained eye contact with person speakingex. Began pacing when challengedCommunication & Interpersonal Skills
10 Avoid “drop-off” syndrome. Vary pitch and pace of voice. Confident speakingDo you use unnecessary and annoying filler words when you speak? You will be more believable if you articulate your ideas clearly and confidently without filler words. Identify any repetitive words in your speech and eliminate them because they will detract from your message. Common filler words are words like: um, er, okay, like, you know, to name a few.Make it a habit to rehearse – out loud – key statements, decisions or points of view so that you can deliver them with confidence.Speak loudly enough.Avoid “drop-off” syndrome.Vary pitch and pace of voice.Avoid filler words.Enunciate clearly.Communication & Interpersonal Skills
11 Skill #2: Questioning & Listening When you master the art of questioning and listening, the quality of the problem solving and decision making in meetings will soar.Asking effective questionsGood communicators are skilled at asking questions. Whether leading a meeting or attending one, you will find that good questioning skills are an asset.Let’s take a look at six kinds of questions you may use to achieve your purpose.Open-ended questionsRequire more than a one-word answer and cannot be answered by yes or no.Communication & Interpersonal Skills
12 Closed-ended questions Usually elicit a yes, no or some other one word response. These questions usually begin with words like: is/are, do/does, has/have or will.“What-if” questionsEncourage groups to visualize a future scenario and to think about the consequences of their actions or decisions.Clarification questionsHelp you defuse misunderstanding and help your group articulate their ideas more clearly.Test-for-agreement questionsCheck if the group agrees or disagrees with what is being said.Opinion-finding questionsUncover information about feelings, perceptions and attitudes.Communication & Interpersonal Skills
13 Responding to questions Take time to provide thoughtful responses to questions from others. Here are a few strategies that will help you respond.Acknowledge the question and the questionerParaphrase difficult questionsPause before you answerExample: “Thanks for asking that question, John. We all face this issue regularly.”Example: “Let me see if I’ve understood your question properly. You are asking which of the two systems would be better?”By pausing for a second or two, you have time to formulate a well thought-out answer. You indicate to the questioner that they asked a good question worth your full attention and you appear confident.Communication & Interpersonal Skills
14 Defer the questionBe honestExample: “Jane, that’s an excellent question. May I hold the question as I am going to cover that issue in the next few minutes.” If you defer a question, be sure that you do not forget to answer it before the end of the meeting.If you do not know the answer to a question, say so. If appropriate, you may volunteer to find out the answer after the meeting, or you might ask another attendee to help out. For example: “I have not had direct experience with this method of analysis. But I know that Jim has worked with this system for years. Jim, would you be able to help us here?”Keep a positive tone when responding to questions. Be sure not to show irritability or defensiveness.Communication & Interpersonal Skills
15 Three levels of listening The impact of good listening is remarkable. When good listening happens, people become more open and articulate. We listen at three levels. At Levels 1 and 2, the intention is to protect, defend or be right. At Level 3, the intention is to learn, connect, build trust and reach understanding.Level 1Script: “I’m not hearing you.”Associated behaviors:What’s missing:multi-taskingpretending to listengenuine interestfocus on the other personLevel 2Script: “I’m hearing you, but you’re wrong.”Associated behaviorspreparing response before other person finishes speakingCommunication & Interpersonal Skills
16 Associated behaviors(cont’d)topping another person’s ideasputting other person downWhat’s missing:respect for other personability to tolerate silenceopenness to alternative ideasLevel 3Script: “This is what I hear you saying and this is how I sense you’re feeling about the issue.”Associated behaviors:focused attentioninterested questioningcollaborative dialogueWhen a group member is speaking to you, give him/her your total attention and listen actively – at Level 3.Communication & Interpersonal Skills
17 Skill #3: Constructive Interpersonal Skills Constructive interpersonal skills will help you reach consensus, provide information or invite others’ involvement. Understanding and using these skills in your meetings will promote and enhance teamwork.When you make constructive behavior the norm, groups feel a greater sense of satisfaction and encouragement. As well, they are almost always more productive and successful.Let’s look at some constructive skills that support successful meetings.Communication & Interpersonal Skills
18 Providing information, thoughts or ideas Use these constructive behaviors to help get information across in meetings.Constructive behaviorActivities supportedPropose ideasmaking recommendations or suggestionsBuild on ideasadding ideas, thoughts or suggestionsShare visiondescribing a desired future state or outcomeProvide detailsoffering or clarifying information, results, data or experiencesGive opinionssharing feelings, different points of view, perceptions, experience or beliefsProvide feedbackoffering relevant comments, results or information about a particular situationCommunication & Interpersonal Skills
19 Inviting or seeking information When you want to involve others, try these behaviors.Constructive behaviorActivities supportedAsk questionseliciting involvement, seeking information, clarifying results data or experiences, gathering specific informationSolicit opinionsgathering feedback, points of view, judgements, beliefs or valuesChallengeraising concerns, asking for more information or clarification about an issue, opinion, decision, etc.Communication & Interpersonal Skills
20 Managing the process Use these behaviors to manage the process. Constructive behaviorActivities supportedCheck-inestablishing whether communication is clear, checking in for meaning or establishing the okay to move onTest consensustesting whether the group has reached a decision/agreement supported by all, determining when more discussion or processing is necessarySummarizereflecting on what has been covered, decided or shared by the group (often done periodically throughout the meeting and particularly at the close)Encouragesupporting, agreeing with or recognizing contributions of others, celebrating successCommunication & Interpersonal Skills
21 Managing Group Process In this section, you will explore techniques for managing group process. You will gain tips for recording information, generating discussion and more.Recording InformationGenerating & Managing Group DiscussionMoving the Group ForwardManaging ConflictReaching ConsensusReturn to main Table of ContentsClick on a large colored bullet to go to that section.
22 Recording Information At some point, you will need to record information during a meeting. To perform your recording role adequately, you need to know what, when and how to record.What to recordDevelop your “in the moment” recording skills to help the group:Remember what has been said.Organize large amounts of information.Evaluate the information.Stay focused on the topic and objective of the meeting.Here are some habits to develop:Offer to summarize points before writing them down.Ask the contributor to help summarize.Managing Group Process
23 Do not assume points that are similar are identical – check. Record the contributor’s words verbatim – don’t change to your version.Remember, the notes you capture during the meeting may be written up as formal or informal minutes and shared with the entire group after the meeting.When to recordWhen productive ideas are flowing or constructive problem solving is in progress, you should capture as much as possible.Sometimes, however, a group may be frustrated or feel blocked. They may need to vent their feelings before they can more on. In this situation, stop recording and let the conversation run free for a while. Also, if highlyManaging Group Process
24 Here are a few tips for recording on flipcharts: confidential or sensitive information is being shared, all recording should cease unless the group agrees to a written record and you agree on a plan for keeping your notes secure.How to recordThe humble flipchart remains the instrument of choice for most meeting leaders. It is cheap, portable, flexible and generally does not break down. Flipchart sheets may be posted on walls, saved for future meetings or transcribed as an informal record of the group’s achievements.Here are a few tips for recording on flipcharts:Stand to the side of the chart and use your whole arm when writing.Use upper and lower case letters.Start each sheet with a heading.Separate each bullet point/item with a symbol (dash, star, asterisk).Number the sheets.Managing Group Process
25 Generating & Managing Group Discussion You will find that some groups are naturally talkative and enter easily into vigorous discussions. Others will be less forthcoming and will need you to help kick-start, then guide the discussion.Let’s look at three techniques for generating and managing group discussion.Setting a positive climateTo set the right tone for your meeting, provide a positive and inviting environment even before the meeting begins. Approach your meeting as though you are hosting an event – your group members will likely rise to the occasion.Managing Group Process
26 Encouraging contribution Use quick, structured brainstorming techniques to help your group generate ideas and discussion. For example:Structured rounds: Increase participation as well as the volume and quality of ideasAfter you have assigned a task or posed a problem, have the group members write their ideas down on a notepad. Then, ask them to share their ideas, in a round robin style, collecting one thought from each person until all ideas are recorded.Paired discussion: Quantity and quality of ideas increases. Also allows quieter members to equally contribute their ideas.Divide the group members into pairs and allow them time to discuss the issue before opening up a full-group discussion.Managing Group Process
27 Post-it planning: Gets the energy and creativity flowing. Flipcharting: Creates a large number of ideas, gives group members adequate thinking time, and increases energy levels by getting members on their feet.Post flipcharts around the walls of the room. Divide the members into groups and ask each group to go to a flipchart and brainstorm their ideas. Ask them to present their findings to the full group after the brainstorming exercise.Post-it planning: Gets the energy and creativity flowing.Give each member some colored Post-it™ notes. Have them write down their ideas and post them under the appropriate heading on the wall or flipcharts.Using facilitation toolsBuild yourself a repertoire of tools and methods for initiating, guiding and organizing group members’ contributions. Look for tools to assist with decision making, ranking of items and problem solving. They will help you use time productively and often lessen a group’s frustration.Managing Group Process
28 Moving the Group Forward A meeting leader is expected to keep the group moving forward efficiently towards the meeting goal. However, as an attendee, you should also develop the following skills to help move the group forward:Reading the groupDevelop your ability to sense how group members are feeling and what they need in order to move forward. Observe facial expressions (frowns, furrowed brows) and body language (slumped posture, doodling).Providing interim summariesSometimes group members become bogged down in their own process. You can help them re-energize by taking a moment to summarize what has been achieved so far. By focusing on what has been achieved, rather than what hasn’t, you can lift the spirits of the group and help them move forward.Managing Group Process
29 Checking in with the group Ask the group to take a brief “time out” to express how they are feeling. Use a brief written survey to “take their pulse” and act on the results.Unblocking the groupWhen the group becomes blocked, you must find a way to clear the blockage, refocus the energy and keep egos intact. Use a flipchart to collect individual “forced ranking” or take a straw poll. You could also offer to provide more data, insert an energizing activity or call a break.Using strategic questionsAsk thought provoking, insightful questions to help the group see a situation from a different perspective. For example, “What is stopping us from moving forward?” Strategic questions will help the group explore why they are stuck which, in turn, can lead them to realize their own solution.Managing Group Process
30 Managing ConflictConflict is a frequent by-product of meetings. If you see conflict developing among group members, here are some ideas to try:Take actionDo something! If you see conflict developing, don’t ignore it.Mirror the situationYou can act like a mirror by explaining what you see happening. Then ask the group to solve the problem you described.Change the dynamics of the groupLet tempers cool over a short break. Use that time to figure out a way to solve the problem. Consider using a structured decision-making activity.Managing Group Process
31 Revisit the ground rules You can often find support in the ground rules. Remind the group that they agreed to these rules at the beginning of the session.No matter how you choose to deal with the conflict or a problem situation, you must:remain calm and objective (don’t take it personally)be courteousmaintain the self-esteem of the group member(s)eliminate or reduce the problem behaviorkeep the climate positiveengage in Level 3 listeningManaging Group Process
32 Reaching ConsensusConsensus is not 100% agreement. You reach consensus when everyone can support a decision 100%.Consensus is…Consensus is not…a point of maximum agreement so action can followvotinga win-win solutiona win-lose situationa decision everyone can support 100%compromisingeveryone agreeing on every pointWhen to use consensusYour group should strive for consensus when the members must decide on a process of how they will operate, or when everyone’s buy-in and commitment is critical to a project or initiative.Managing Group Process
33 When you want the group to reach consensus, use these guidelines: How to reach consensusWhen you want the group to reach consensus, use these guidelines:Explore different options and viewpoints thoroughly to avoid missing rich opportunities for sharing information.Build on each other’s ideas with similar or related ideas.Reduce the number of options by eliminating the obvious non-starters early in the process.Focus on the ideas and solutions rather than the people who proposed them.Create action plans that share the responsibilities.Managing Group Process
34 Managing group dynamics to ensure meeting success. By applying the tips and techniques you have learned in this course, you will be well on your way to:Using communication and interpersonal skills to run or participate in effective meetings.Managing group dynamics to ensure meeting success.“Meetings are the only place in the corporate world where minutes are kept and hours are wasted.”