Facilitation Skills Tips

One skill separates great communicators from average ones: Perspective-taking. The ability to see things from someone else’s point of view. But most people do it wrong. Here’s how to do it right, especially when you’re leading or being led: When you’re the boss, persuading down: You’re trying to convince Maria on your team to do something different. She’s pushing back. Your instinct might be to assert your authority. But that’s a mistake. Here’s why… Research shows: The more powerful you feel, the worse your perspective-taking becomes. More power = less understanding. So if you want to persuade Maria, don’t lean into your title. Do the opposite: dial your power down, just briefly. Try this: Before the next conversation, remind yourself: Maria has power too. I need her buy-in. Maybe she sees something I don’t. Lower your feelings of power to raise your perspective. From that place, ask: → What does she see that I’m missing? → What might be in her way? → What’s a win-win outcome? That shift changes the entire dynamic. Instead of steamrolling, you’re collaborating. And that’s how you earn trust and results. Now flip it. You’re the employee persuading your boss. It’s a high-stakes moment. You’re nervous. So do you appeal to emotion? No. Drop the feelings. Focus on interests. Here’s the key question: “What’s in it for them?” Not how you feel. Not your big dream. → Will it save time? → Improve performance? → Help them hit their goals? Make it about their world, not yours. Why? Because every boss has a mental shortcut: → Does this employee make my life easier or harder? Be the person who brings clarity, ideas, and upside. Not complaints, drama, or friction. In summary: → Persuading down? Dial down your power to see clearer. → Persuading up? Focus on their interests, not your emotions. Perspective-taking is a superpower, if you learn how to use it. Now practice, practice, practice.

Kindness is an underrated superpower.

It’s often mistaken for weakness or seen as something “extra” rather than essential. But when you show genuine kindness at work and in life - without expecting anything in return, you’re not just making your environment better, you’re actively transforming it and yourself. 
 Kindness fosters trust, collaboration, and positivity. People who feel valued and supported are naturally more engaged and motivated. They’re more likely to help others, share ideas, and contribute to a culture where everyone can thrive. 

And the beauty of it is, kindness doesn’t require you to be in a leadership position - it’s something you can offer no matter your role.
 Here’s how to bring kindness into your workplace in tangible ways: 1. Start with Small Acts: Hold the lift door for a colleague, offer to grab someone a coffee, or help a team member who’s struggling with a task. These small gestures create a positive ripple effect, making the workplace more collaborative and friendly.
 2. Acknowledge Others’ Efforts: Recognise when your colleagues are doing great work, especially when it might go unnoticed. A simple “well done” or “I appreciate your help” can boost morale significantly. When people feel appreciated, they’re more likely to engage with enthusiasm.
 3. Listen Attentively: In meetings or casual conversations, give people your full attention. Don’t just wait for your turn to speak. Active listening shows respect and makes others feel valued. It fosters deeper connections and opens the door to more meaningful collaboration.
 4. Be Patient with Mistakes: When someone makes a mistake, approach it with patience and understanding instead of frustration. We all have off days. Offering support rather than blame builds trust and helps your team learn and grow together.
 5. Offer Help Without Agenda: If you see a colleague overwhelmed or stuck, offer assistance without expecting a favour in return. Whether it’s staying late to help meet a deadline or simply offering advice, selfless support strengthens team bonds.
 6. Create a Safe Space for Feedback: Make it easy for colleagues to voice their opinions and ideas without fear of judgement. Encourage open dialogue and respond to feedback with kindness, even when it’s critical. This creates a culture of continuous improvement and trust.
 7. Celebrate Wins, Big or Small: Whether it’s completing a big project or overcoming a small challenge, celebrate the achievements of your team. Recognition keeps people motivated and connected to their work, reinforcing a positive and encouraging atmosphere.
 8. Be Kind to Yourself: It’s easy to be hard on yourself when things don’t go as planned. But self-compassion is key to maintaining balance. Treat yourself with the same kindness and understanding you offer others, allowing room for growth and rest when needed. ♻️Adam Grant

Stop seeing employees as faceless figures. Start acknowledging them as unique individuals. That’s how you create vibrant and engaged workplace environments. Here’s how you can lead: ✅ Define collective values: ↳ Work together to create core principles everyone can align with. ↳ Let these values influence decisions and actions across the board. ✅ Encourage open dialogue: ↳ Create regular spaces for all team members to voice their thoughts. ↳ Embrace feedback and implement it where possible. ✅ Foster shared moments: ↳ Plan events, challenges, or volunteer opportunities that connect people. ↳ Strengthen bonds through common experiences. ✅ Highlight individual efforts: ↳ Acknowledge both the large and small contributions. ↳ Show your team that they are truly appreciated. ✅ Prioritize development: ↳ Launch mentorship programs and provide career advancement opportunities. ↳ Help people grow personally and professionally. What to avoid as a leader: ❌ Enforcing participation: ↳ Avoid pressuring people into social activities. ↳ Let relationships develop naturally over time. ❌ Overlooking remote workers: ↳ Ensure your efforts to build community include those working remotely. ↳ Keep everyone connected. ❌ Skimping on resources: ↳ Don’t cut corners on building culture. ↳ Invest the necessary time and resources to make it successful. ❌ Relying solely on top-down approaches: ↳ Don’t assume leadership has all the answers. ↳ Empower everyone to help shape the community. ❌ Ignoring differences: ↳ Stay away from one-size-fits-all solutions. ↳ Be mindful of diverse needs and cultural differences. See your team for who they are, not just what they contribute. Lead the way you wish someone had led you. ♻️Repost for those needing to hear this. ➕Follow Justin Bateh, PhD for more. Want to level up your management and leadership game? Try my free newsletter:  https://lnkd.in/e9xftTyU

Build connections when you don’t need them, so they’re there when you do. Networking is a long‑term investment. You never know what can happen tomorrow, whether it’s a new opportunity, an unexpected challenge, or a career pivot. By cultivating relationships early, you turn strangers into allies and potential into possibility. My pro‑tip? Develop your personal value proposition. 
- List your top 3–5 strengths and concrete examples of how you’ve helped others 
- Turn each into an “I help…” statement (for example, “I help marketing teams drive engagement through data‑driven storytelling”) 
- Use these statements to guide every outreach, ensuring you’re always offering value, not just asking for favors Then start from what you know. 1. Choose 5–10 people from your alumni network, former classmates, or close colleagues 2. Send a genuine note, share an article they might find helpful, congratulate them on a recent win, or simply ask how you can support them 3. No agenda. Just curiosity and a willingness to help Next, venture into the unknown. 1. Identify people at companies you admire or in roles you aspire to 2. Do your homework: reference a recent project, article, or speaking engagement 3. Reach out with a clear, value‑first message: “I enjoyed your piece on X; as someone looking to Y, I’d love to learn how you approached Z.” And keep the momentum going. 
- Schedule quarterly reminders to check in, share insights, celebrate milestones, or ask a thoughtful question 
- Track key dates (promotions, product launches, anniversaries) so your messages feel timely Your network matters. When you need advice, an introduction, or anything really, you’ll already have authentic connections. And at the end of the day, already built connections where you can leverage the relationships > dry unknowns ‘Hey, I need help’ messages. #StephSynergy

The Art of Asking Questions - The most important skill in Corporates One of the most valuable skills in the corporate world is knowing how to ask the right questions. Over time, I’ve realized that good questions don’t just gather information—they shape discussions, uncover insights, and drive decisions. Here’s what I’ve learned: 1. Don’t ask for the sake of asking. Thoughtless questions add noise, not value. A well-placed question shows genuine curiosity and strategic thinking. 2. Always follow up if you’re not satisfied. If an answer feels incomplete or vague, don’t hesitate to probe deeper. The best insights often come from follow-up questions. 3. Frame your questions well. Instead of asking, “Is the company doing well?”, ask, “What key metrics indicate the company’s growth this quarter?” Precision matters. 4. Be an active listener. The best questions come from truly understanding the discussion. Don’t just wait for your turn to speak—engage with the responses. 5. Challenge assumptions. Don’t take things at face value. A simple “Why do we do it this way?” can lead to breakthrough ideas and efficiency improvements. 6. Ask open-ended questions. Avoid questions that lead to simple “yes” or “no” answers. Instead of “Did you like the project?”, ask, “What aspects of the project worked well, and what could be improved?” 7. Read the room. Timing and context are everything. The right question at the right moment can change the direction of a conversation entirely. Mastering the art of asking questions can set you apart in any professional setting. What’s a question that has helped you unlock valuable insights at work? Let’s discuss! #CareerGrowth #CorporateSkills #AskingTheRightQuestions #Communication

Your next 1-on-1 is either building trust or breaking it. Most managers treat them like status updates. Most employees see them as obligations. After years of leading teams through growth and crisis, I've learned the truth: The best 1-on-1s aren't meetings. They're investments in human potential. When done right, these 30 minutes can transform: • Disengaged employees into champions • Surface problems become solutions • Good performers into great leaders Here's how to make every 1-on-1 count: For Managers: 1/ Start human, not tactical "What's on your mind?" beats "What's your update?" every time. Let them drive the agenda first. 2/ Listen like your success depends on it Because it does. Their challenges are your early warning system. Their wins are your team's momentum. 3/ Ask the question that matters "What support do you need?" Then actually provide it. Trust compounds when promises are kept. For Employees: 1/ Come with intention This is your time. Own it. Bring your real challenges, not just safe updates. 2/ Share what's actually blocking you Your manager can't fix what they can't see. But come with potential solutions too. It shows you're thinking, not just venting. 3/ Talk about tomorrow, not just today Where do you want to grow? What skills are you building? Make your development their priority. Great 1-on-1s don't just review work. They build relationships. They surface insights. They prevent fires instead of fighting them. The game-changer most miss: End every 1-on-1 with absolute clarity: 📌 What are the next steps? 📌 Who owns what? 📌 When will we check progress? Vague endings create frustrated teams. Your people don't need another meeting. They need a moment where someone truly sees them, hears them, and helps them win. Give them that, and watch what happens. What's one thing that transformed your 1-on-1s? ♻️ Repost if this changes how you approach 1-on-1s Follow Desiree Gruber for more insights on storytelling, leadership, and brand building.

After 15 years of managing teams, here's the framework I use to turn awkward 1:1s into sessions my team actually looks forward to: 1) Start on a high “What was your biggest win this month?” This isn't just feel-good fluff. When team members know I'll ask this question, they spend the entire month working toward wins we can celebrate together. If someone can’t name a win, that’s data. Now I know where to support. 2) Move to challenges “What’s been your biggest challenge lately?” or “What’s keeping you up at night?” Let them bring up the tough stuff first. You shift from a “me vs. you” vibe to a “we’ll solve it together” mindset. 3) Open the door “Tell me about you. How’s everything going?” This invites what doesn’t fit neatly on a status report: schedule needs, personal context, unspoken worries. Bonus questions I keep in my back pocket: • "How do you feel the team is doing?" • "Which team members do you wish you had more connection with?" • "What are your goals for this month?" • "How can I support you in growing toward those goals?" I conclude the call with a meta-question most managers skip: “What do you wish I asked you more often?” I learn whether they want more help on productivity, learning, career path, or just time to think together. These questions aren't scripts. They're starting points for real conversations. What's your go-to question for connecting with your team?

Most leaders talk to prove they know. Great leaders ask questions that make others think. If you want to change minds, shift direction, or unlock ideas: Don’t make a statement. Ask a better question. A well-timed question can: → Challenge old thinking → Create clarity in chaos → Unlock the truth others avoid The right question is more powerful than the right answer. Here is what to do: 1. Start with curiosity, not judgment ↦ Don’t use questions to trap or test ↦ Ask to understand—genuinely ↦ Curiosity disarms. Judgment shuts people down 2. Ask questions that slow people down ↦ The best questions create reflection, not reaction ↦ Try: “What are we assuming here?” ↦ Try“What would we do if we weren’t afraid?” 3. Use silence to let it land ↦ Ask your question—then stop talking ↦ Resist the urge to fill the silence ↦ Let it hang. That’s when the truth shows up 4. Don’t ask to be clever. Ask to be clear ↦ You’re not here to impress ↦ You’re here to unlock better thinking ↦ Simple, direct questions go deeper than fancy ones 5. Ask questions that reveal ownership ↦ Instead of: “Why did this fail?” ↦ Try: “What would you do differently next time?” ↦ The first places blame. The second creates learning 6. Flip the lens ↦ Great leaders help people see differently ↦ Try: “If you were in their shoes, how would this feel?” ↦ Try “If this goes well, what does success look like?” 7. End with a forward pull ↦ Don’t stop at reflection—create movement ↦ Ask: “What’s the smallest step we can take today?” ↦ Ask: “What would extraordinary look like here?” Save this before your next leadership meeting. What question changed the way you think? ♻️ Share this post to inspire other leaders And follow Andrea Petrone for more.

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Think about the last time someone brought up a detail you'd mentioned weeks ago, like your weekend hiking trip or your daughter's recital. That spark of recognition that makes you feel valued. New research from the University of Aberdeen reveals something we intuitively know but rarely leverage in our professional relationships: demonstrating that you remember specific details someone shared with you is just as effective at making them feel important as explicitly saying "Your thoughts matter." We have this powerful relationship tool right at our fingertips which we use with ease in our personal connections, yet we often forget to use it professionally. When we reference past conversations, we're saying "what you shared mattered enough for me to remember"—and that message resonates deeply. Here are seven moments when flexing your memory muscle transforms professional relationships: 1. When giving constructive feedback: "Remember when you mentioned wanting to develop presentation skills after that March client meeting? Here's how this project could help..." 2. During performance reviews: "You shared six months ago that you wanted more cross-functional collaboration. I've noticed how you've actively sought those opportunities..." 3. When offering support: "I know your team was struggling with that software implementation. How did the training session go?" 4. During follow-ups: "Last time we talked, you were considering that leadership course. Did you enroll?" 5. When delegating: "This reminds me of that process improvement idea you pitched in January. Want to take the lead?" 6. During check-ins: "How's your son's soccer season? Last time they were heading into playoffs." 7. When introducing colleagues: "Sarah, meet Tom. He shares your passion for making sourdough!" But what if your memory feels like Swiss cheese? (Asking for myself at 53!) The good news is you don't need perfect recall. Try jotting down a quick note after meaningful conversations in your phone, calendar, or CRM. Even a simple "mentioned daughter's graduation" can transform your next interaction. The effort to remember matters as much as the remembering itself. Here are the key takeaways: *Memory displays equal explicit value statements in making people feel appreciated *We underuse this strategy professionally while using it naturally in personal contexts *Small remembered details create big emotional connections *Perfect memory isn't required (phew!); notes and systems work just as well Your memory (with a little help) might just be your most underused relationship-building superpower. #relationships #coaching #leadership