In practice, techniques and methodologies that we use are in the realm of FACILITATION. In the process of helping the organization and people, we also include various methods and techniques according to client needs. For example: TEACHING, TRAINING, COACHING, MENTORING, CONSULTING, MEDIATION, HEALING, etc.

Facilitation refer to “What Is Facilitation” to understand more
Facilitation is to believe that the client already knows the answer, and uses mainly listening and inquiry in various formats to help the client expand and deepen the thinking scope, thus getting new insights. One famous facilitator in history is Socrates, he is best known to ask breakthrough questions, which allows a person to think and reflect all his/her own beliefs or hypotheses in depth, then to learn. When the topic under discussion does not have one right answer, the facilitation methods help the group in their discovery journey, and get better results than other methods. This is the reason why we apply facilitation techniques when our clients need to think through topics on personal mission, career deliberation, social style flex, or leadership.In GROUP FACILITATION company values, philosophy, vision, and strategy techniques provide the scope for moving your company forward.

Teaching and training are an important part when we help the organizations with growth and competency. When the members of the organization or group require certain knowledge or skills as the base to smoothly process the present scenario, we switch ourselves from the role of facilitator, and take up the role of teacher or trainer. During the group facilitation activity which processes specific issues, teaching and training are provided only when they are needed. Nevertheless, depending on the situation, we provide complete training programs to teach knowledge and skills which require a longer time to learn. Topics we include often in the change process are leadership development, team building, facilitation for managers, meeting skills, conflict resolution and so on. We apply facilitative skills to help participants learn faster and interact for practical experience. Our training sessions are known to be interactive with low percentage on pure speeches. We believe hands-on practices and reflections are keys to enhancing learning results.

There are three main sources of power for leaders in the organization or group. One is the officially designated leader who possesses the formal title for power and responsibility, such as General Manager, CEO, Manager, Supervisor, General, Colonel, Lieutenant. Another is a leader naturally formed due to his/her professional expertise, such as PhD, Specialist, Consultant, Mastermind, and Opinion Leader. Still, another source is that leaders recognized by relationships, such as by seniority, historical or evolutionary, or“revolutionary” memory, predecessor, family relationship, etc. Not only an officially designated leader can have great influence in an organization or group. Generally speaking, when the organization members have a higher expectation of power and responsibilities for the specific person, he/she is designated in the leader’s position. Compared to others, this person has an especially great influence on the cultural molding of the organization or group, even able to decide the space changeable in the group. When the change process is dependent on whether key leaders to achieve certain personal change for the group, we will apply COACHING and MENTORING techniques, to assist him/her to reflect on his/her own influences on the organization or group in a different way, and support the change process.

Consulting is the method which directly provides the client with our perspective and answer of a certain subject. During the process of assisting the organization or group, usually, the core issue itself does not have a so-called absolutely correct answer, therefore, it is not suitable for us to directly interpret the question and provide an answer. Nevertheless, we are mindful in choosing intervention methodologies and group process of a core issue. In the preparation process in working with the client we are taking the role of Organizational Development consultant to research and find out what to do and when to do it in collaboration with the client.

When the organization or group is unable to positively and effectively handle a conflict, MEDIATION technique is then applied. Conflict is not necessarily an on-site violent situation, sometimes it is a long term opposition of opinions and even formed positions. Its function is to rebuild the way of communication and common language between the people in conflict, and the ultimate goal is to assist the people in conflict to take the responsibility in communication. For example, We have in previous occasions apply mediation between key decision makers so they can feel ok enough to work with their leadership team on a strategic meeting.

The world is an immensely huge and complex system, all the organizations, communities, groups or individuals are all in it, and affected by forces beyond their control at any time. These forces change the environment where people are, who are forced to change accordingly. These forces also require people to give up the old, and embrace the new. To give up the old image and world view, then open space to allow the birth of new image and new world view, is a process whereas necessary, but it is energy consuming. The job to help people go through this grieving process is what we call HEALING. For example, when the members are depressed due to a failed mission in the organization, a long time trauma in the community caused by disasters, an individual whose unusual pressure in an organization affects his/her mental and physical health, etc. The trauma caused by the change must be expressed, accepted and transformed, and then it can become motivation instead of resistance, to help people to find new opportunities. We use group facilitation methods to promote group healing results.