We all remember that legendary saying that all that is perceived as a genius, in fact, is sufficiently simple and affordable. Business facilitation rapidly becomes more popular in so complicated business world. Facilitation as a term, as well as a process, characterizes activities or personalities that, by their efforts or results, transform any complication into an attainable and understandable equivalent.
Modern business practices can no longer exist without so-called facilitators – who take responsibility for achieving a certain result in an undeniably short period of time (within workshop or seminar, for instance). Who are they? And why does C – level company management give all their authorities’ power to unfamiliar to a company’s personnel people? And who are those heroes that eager to take that situational power over the audience, and, moreover, be responsible for that?
What could be more complicated than human communication? It might be “emotional human communication”. And that is the right answer. What could be more complicated than emotional human communication? Absolutely correct – “emotional business communication”.
Despite the rules of etiquette in business, and those, unfortunately, tend to disappear, business communication is often accompanied by emotions. And that emotionality can impact, and sometimes even destroy, all the multiple efforts focused on effective business communications (during both design and implementation communications construction phases).
In most cases, business facilitation is aimed at complex problems solving. Or a sudden motivational push to unleash the potential to solve the current problematic situation either in business (strategy formation) or in some of its units (business processes optimization).
The question naturally arises…Why is a business leader forced to undoubtfully give all short-termed power to a facilitator?
There are some obvious reasons for that.
- The exact manager is very familiar to the personnel: the style of management as well as his/her style of communication. Predictability can be a failure factor as such.
- The exact manager is already involved in that exact situation both mentally and partially (depending on a case) emotionally. Emotional involvement forms a subjective attitude. And that can be another failure factor for finding the right solution for the problematic situation.
- What and how that exact manager communicates with the staff can be even more crucial, etc.
A facilitator has all the necessary advantages instead:
- A person is unknown to the personnel. That potentially increases the audience’s attention and concentration.
- Moreover, a facilitator is not involved emotionally.
- A facilitator is absolutely prepared for any possible reaction while a manager may unpredictably respond to any comment from a familiar audience in “non-defined by scenario” way.
Additionally, professional facilitators are mostly good psychologists. Referring to the mentioned advantages, as a rule, messages are created according to as many scenarios as it is possible to estimate a prior facilitation session. Upon all the circumstances, the maximal influential effect on the chosen audience can be expected, and that factually remains to be the main goal of facilitation.
Cross-Cultural Communications Facilitation
In our rapidly changing world of accelerated globalization, we increasingly face even more complex business communication, namely, cross-cultural business communication. The system of internal human norms and values is amplified by psychological superstructures such as an ideological influence of the country of origin and the peculiarities of national cultures. It will require further geopolitical knowledge as supplemental to facilitator’s skills and professional experience.