Facilitative style

TIPS FOR MASTERING THE FACILITATIVE STYLE

THE MOST IMPORTANT LEADERSHIP QUESTIONS

• What are you trying to achieve?

• What seems to be the issue?

• What have you tried?

• What options have you considered— and

what are the pros and cons of each?

• What options have you considered— and

what are the pros and cons of each?

• What do you recommend?

PRINCIPLES FOR ENCOURAGINGOPEN DIALOGUE

• Diagnose before you prescribe.

• Diagnose before you prescribe.• Ask open-ended rather than closed questions.

• Diagnose before you prescribe.• Ask open-ended rather than closed questions.• Position barriers as challenges to be overcome rather

than as deal-breakers.

than as deal-breakers.• Make it safe for the other person to answer honestly.

than as deal-breakers.• Make it safe for the other person to answer honestly.• Treat people as intelligent adults.

than as deal-breakers.• Make it safe for the other person to answer honestly.• Treat people as intelligent adults.• Be clear about boundaries.

than as deal-breakers.• Make it safe for the other person to answer honestly.• Treat people as intelligent adults.• Be clear about boundaries.• If appropriate, explain the context of

your question.

The facilitative style is based on the assumption that there may be multiple “right” answers, and the leader may not be the most qualified to determine the best answer. This style also assumes that the people doing the work are usually the best qualified to improve it, and that the best answer is the one that people will implement. This style is characterized by the leader withholding advice, asking open-ended questions, doing a lot of listening, and helping the learner discover his or her own solutions.

Facilitative style

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