2. I am a project manager who is expected to facilitate at times, consult, develp initiatives, and implement ideals and progress. At times, I wear the trainer hat.

3. Do a great deal of communication work in addition to leadership development.

4. Full time student

5. project manager

6. Other duties that apply, smile.

7. director

8. I also do employer outreach (job fairs,trade shows, etc.)

9. Project Manager

10. I coordinate the requests for and lending of facilitators for my division.

11. Plan training and events, including education, team building, leadership training, staff meetings, etc.

12. professor of teacher training

13. course developer

14. System Quality Manager

15. instructional designer

16. I use facilitated workshop techniques to get work done,

17. Management Analyst

18. researcher

2. Gary Rush's Facilitation Class

3. from a colleague

4. PARTNER- MEG HERMAN AND PAUL COLLINS

5. Jack Hilty

6. My friend Dr. Dan Mittleman from DePaul University recommended that I attend.

7. Gary Rush told me

8. From a co-worker who thought I would enjoy the session and network with others.

9. Co-workers who had previously attended events, as well as the MFN website.

10. Through a member of MSPC

11. Through Ken Weidner

12. Don't remember

13. Through a valued co-worker and friend.

14. Surfing the Web looking for leadership conferences, articles, tips, etc.

15. Referral from a member

16. Paul Collins told me about MFN at a meeting of the Midwest Society for Professional Consultants

17. My sister sent me an email about the May 15th event

18. I attended a Gary Rush Facilitation class and noticed the organizations for facilitators listed in the workbook.

19. email

20. I am a member of IAF and started looking for a local org.

21. Rush

22. Mailing

23. I was invited by a colleague

24. friend

25. Through our Facilitation Coordinator, Linda Daly, U.S. EPA, Region 5

26. Through a friend who has been attending events for several years

27. Through work from other employees who have been trained under Gary Rush Facilitator classes.

28. A co-worker is a member.

29. cOWORKER CAME TO YOUR LAST EVENT AND SHARED INFORMATION ABOUT YOUR GROUP WITH OUR OFFICE STAFF

30. received a mailing

31. mfn member suggested I attend

32. IAP2

33. Through a friend/co-worker who attends. The emploI work for owns GroupSystems, so I think that is how we lerned of this group.

34. invited as a speaker.

35. Direct contact from one ofo the oringinal founders

36. Co-worker had received info and shared

37. I work with Greg Koehler here at Kohler - he introduced me to the organization.

38. Through work... Greg Koehler, Manager Kohler Team Challenge Programs

39. mailing from an ASTD organization

40. Through the person who used to coordinate our facilitators.

41. I attended an earlier event and received the email and mailings about this event.

42. Greg Koehler informed me of the conference. The topics are of great interest to our organization and myself. I believe they will help in facilitating our training and our annual staff meeting.

43. Greg Koehler let me know about it at another training event - he passed out an information sheet

44. Through Greg Koehler.

45. Steve Proudman at the Univ of Chicago class that I took in 1995.

46. on mailingltis

47. An associate from Kohler Co.

48. Marketing piece

49. friend receied information and shared it

50. MY SENIOR MGR PASSED THE INFO ALONG TO ME.

51. Referral from a colleague.

52. Info forwarded from others in my organization

53. Through Nancy Winkler who knew Stasia Zwisler and asked Stasia to speak at the Aug MFN Conference

54. I helped organize the first event with Sue Leonard.

55. Nancy Winkler

56. Email to Motorola Instructors

57. tess reinhard from motorola invited me

58. from a colleague

59. Mailer sebt to me

60. Flyer passed around work group

61. I received an invitation from Motorola University

62. through networking

63. Brochure

64. Direct Mailing to Motorola Facilitators

65. from a colleague

66. contact at an IAF Conference & through a consulting firm assisting me

67. I can no longer recollect.

68. Through Paul Collins at an IAF convention

69. unsure but possibly from a fellow business school alumna (note this keyboard has no letter following O and before Q, if you know what I mean and a right parenthesis too Fixed with sbell check

70. Paul beat me over the head with it.

71. friends with a board member

72. A co-worker told me about it.

73. THrough Group Systems connection.

74. An email from a colleqague

75. friend

76. know paul collins

77. mailing list fromIAP2
 
 

2. Continual development of skills, techniques, methods - practical demonstrations and doing.

3. Small team facilitation -- small closely knit teams of 4-6 people--with very specific objectives over an estended period of time.

4. increasing cross-cultural awareness and hidden agenda management

5. Don't go too heavily on technology. We need to know some about it but not all of us have technological opportunities.

Internal facilitation needs are especially relevant to me. Though the experiences of others helps me stay out of the box.

Emerging management trends, organizational trends are relevant. Better ways to get people to play well together.

6. Facilitators/consultants of "Change Mangement", "Virtual training modules" and Project Managers who also must do it all.

7. As a future manager of facilitators, what are the core skills that one should look for in candidates? Secondly, how to describe the multi-faceted roles of a facilitator.

8. Difference between training, facilitating and giving a presentation. Essential skills are the same but their application is different.

Facilitating Organizational Conlict/Change - including a discussion of getting the organziation to acknowledge the need.

Facilitation techniques for immediate results

Facilitation techniques for lasting results

Question: Training has the potential to become involved in the organization through becoming a Performance Coach. What is the parallel facilitation approach? How can facilitators increase their credibility and organizational involvement?

9. - planning for facilitated engagements

- methods to create appropriate group dynamnics

- facilitation techniques

10. Creativity/Innovation - Jim Ware is excellent.

Motivational techniques

Quick and dirty tips on brainstorming, etc.

Mentoring

11. New technology/software

Prospecting tips

More networking time (to meet or be introduced to those who may actually want to hire me; this process need to be formalized at each meeting .... make it a fun icebreaker, maybe 30 minutes before lunch)

12. New/additional techniques to:

1. help team members become better listeners/appreciate various styles of communication;

2. help team members recognize fear & anxiety about change in their team mates and how to respond constructively;

13. Negotiations, Gathering Requirements

14. Skills development, practice, current research in decision support and decision sciences

15. How to facilitate to a tough audience... i.e. a group of senior executives who think they already know it all, or who have no time.

It would be more effective if the presenter used effective facilitation skills rather than lecture style.

16. To have some representatives meet at U.S. EPA to allow our newly trained and some other facilitators an opportunity to "stay" in touch with the real world and apply it to our way of doing business.

17. One of the things that I especially value about MFN is the variety of topics that are presented at the events. For example, it never would have occured to me to suggest a session on color. But I found it interesting and useful. I enjoy the broad range of activities and topics. I attend events to get more "tools" for my facilitators/consultants toolkit.

18. In depth preparation exercises.

19. Anything that would make my job easier.

20. eSTABLISHING RAPPORT WITH CLIENTS

tRAINING RESISTANT AUDIENCES

dEALING WITH DIFFICULT/DEMANDING CLIENTS

DEALING WITH DIFFICULT COWORKERS

aDAPTING TO DIFFERENT WORKSTYLES/PERSONALIITES WITHIN A WORK TEAM

aNY TOPIC DEALING WITH TRAINING

21. Training environments

22. not sure

23. organizational change

24. interventions into highly emotional or conflict situations

25. Conflict resolution

Change management

26. Facilitation during Information Systems Projects

27. Being a new facilitator... any!

28. facilitation skills with practice sessions

29. I could use any kind of skills refreshers (like what is offered at this event).

I'd also like help on organizing a coordinator database, such as a skills inventory or whatever will make coordinating easier for me.

30. The topics at this workshop are of interest to me. I am interested in facilitation topics and how to influence within organizations.

31. Team building and leadership training, communication and listening skills, dealing with change, conflict resolution, feedback skills

32. Not sure, I have been exposed to so much that I can not answer this.

33. change management (like first session today); facilitation skills; open space; large and small group interventions - skills and ideas

34. Organization Development/Leadership

35. effective training procedures

36. iNDIVIDUALS W/ VAST EXPERIENCE IN FACILITATING AND CONTROL SELF ASSESSMENT (CSA)

37. Influencing others and managing change.

38. Difficult participants; "selling" the facilitated sesssion concept; reporting results, especially of anonymous voting/large data collections effectively

39. Large-scale group activities and facilitation in the context of large-scale change.

40. I really like keeping my skills up to date and these sessions are a great way to make sure I stay fresh.

New trends in facilitation, managing change, working with difficult people, new fresh aproaches to facilitating and the like are most interesting to me.

41. Those who have facilitated senior executives on organizational strategy development / confirmation / refresh.

Use of the internet / intranet technologies in facilitation and work group dynamics.

42. Distance learning

On line learning

43. Ice Breakers

44. Change management in organizations - what roles can external facilitators play

Facilitating in a global environment

How to sell "create value" to a client regarding external coaching, facilitating of their issues

45. tips on technical training (especially software training)

using computer based training to supplement instructor

46. More on informal learning methods. How to facilitate organizational learning rather than individual learning.

The linking and leverage of Knowledge Management with the learning system of the organizationl.

47. gaming strategies

use of metaphors

48. (1) Ellen Gottesdiener - Facilitating Business Rules Sessions

(2) Facilitation & the Knowledge Cycle - using facilitated group techniques in Knowledge Management Programs

49. As much diversity of facilitation and related items as possible. Also, success - real life - stories.

50. facilitation training and certification

future search conferences

51. business development mixed with professional content I also like the technology mixed in e.g. distance learning, virtual teams and meetings, etc

52. creative ice breakers. short activities that are fun and lively that can be used in meetings or training events to break the ice and get everyone comfortablei

53. More presentations like Mr.

Sant. Less fluff, Michael Herman and Kim Mildofsky

54. Companies that have successfully evolved as the result of quality facilitation...why they did it, what caused them to use facilitated approaches, etc.

55. content on new techniques, concepts

leading edge management principles

presentation skills

communicationskills

maybe a specialsession for externals, how to maket and sell services

56. see my responses to #8 below
 
 

2. follow-up procedures for measuring effectiveness and matching client goals through training

3. See previous response.

4. The relationship between the training and facilitation arenas what can we do to assist each other in making our skills more well rounded.

5. See #7

6. expertise in gathering requirements for business product specifications

7. Conflict Resolution and how to deal with it.

Good preparation skills.

Understanding variations of concepts

8. I would like to know how other facilitators handle crisis situations and any other techniques.

9. sEE RESPONSE TO #7

10. advanced facilitation tools

mediation and facilitation

"drivers" of facilitation (e.g., reasons that organizations have to use facilitation

11. teaching meeting facilitation

12. Information technology

13. Any of the range of topics that I'm involved in professionally (primarily soft skill training seminars). Certainly anything related to change management or facilitation skills, including conflict management and dealing with challenging meeting situations.

14. Being a new facilitator... any!

15. alternative delivery systems of information as well as authoring information

16. N/A

17. I have worked with a woman, Suzanne Bailey who does graphic facilitation (combines strong visuals with group dymanics). It is the most powerful facilitation I have seen. I will forward her brochure to you as a potential speaker.

18. Same as question 7

19. Possibly presentation skills.

20. Facilitation skills always beneficial. Presentation skills and professional image

21. On line learning

Distance learning

22. Alternative Methods of Presentation

23. software engineering

computer based instruction

web based training

24. .

25. using groupware

26. DNA - we don't need no stinking trainers - what we really need is educators and facilitators

27. front end diagnosis of vaguely defined technology quantitative analysis skill building needs

28. same as above

29. latest in tools,tips,

organizational development tools to gain support for training,learning organizations
 
 

2. Government

3. Email discussion forum. web site with best practices, site with facilitation techniques and their appropriate application

4. - possibly ongoing computer conferencing/bulletin board/Notes conference capability

5. How To Tips to gain new clients

Case Studies on Proven Client Service techniques

Improv tips

Use of humor

Any breaking techniques

6. Small group networking (5-10 people) over breakfast, lunch or dinner (monthly or bi-monthly)

7. Graphic Presentation and preparation

8. Again, enjoy the diveristy of activities. Like to have at least some hands-on or interactive exercises in a session that I can take away to use in my work.

9. Holding a facilitator workshop exercise.

10. NOT SURE WHAT THIS QUESTION IS REFERRING TO

11. environmental, natural resources

12. data base design

13. Team Building Activities

14. Corporate/Business

15. trainer groups as well as facilitation groups with a medical background

16. Meeting with others in the information technology area or others who coordinate a pool of facilitators.

17. Open space practice; large group intervention, executive coaching;

18. Using facilitation skills for other than formal work sessions - meetings, as a project leader etc.

19. Martketing

20. SESSION. WE HAVE NOT BEEN ABLE TO CLOSE OUT PROJECTS TO DATE ONCE THE SESSIONS ARE COMPLETED.

21. Large-scale change.

22. Tool and techniques

Best practices in facilitation

Case studies for multiple session facilitation

23. Engineering

Arts

24. cbt vendors

technical trainers

25. Organizational Learning.

Managing Organizational Change.

26. * Knocking down negative cultural barriers and attitudes.

* GroupSystems!

* Business contacts, networking, part - full time work, interviewing, etc. In other words, how-to or getting real work.

27. facilitation in nonprofit organizations, such as with boards especially

28. technology and analysis skill building and facilitation

29. technology supported facilitation

30. external consulting
 
 

2. None at this time.

3. Answer to 11 depends on length of sessions, it also depends on the availability of constructive critism and ability to brainstorm better alternatives.

Results of surveys like this but on specific facilitation topics.

4. Question 3 - never attended any MFN events - need a box for that as keep getting my survey kicked back to me stating that I have not entered enough choices. I clicked 1999 just so I could submit this.

5. tO MAKE SURE SPEAKER HAS UNDERSTANDING OF WHO THEIR AUIDENCE IS PRIOR TO THE SESSION (IE, THE SPEAKER ON COLOR TODAY HAD INTERESTING INFO., BUT NEVER REALLY GOT TO HOW IT WAS RELEVANT TO TRAINERS/FACILITATORS--AND i HAD THE FEELING HE DIDN'T REALLY UNDERSTAND SEE THE RELEVANCE HIMSELF). tHIS WAS A GREAT TOPIC IDEA--i'D LIKE TO SEE IT REDONE BY SOMEONE WHO "GETS IT" FROM OUR PERSPECTIVE

6. I like how you have time for networking, which is an important part of group process and trust building.

7. none

8. Since this is the first event I have participated in this question is hard to answer.

9. Instead of a videotape, it would be easier if the video were available at the MFN website.

10. # 11 has real possibilities!
 

2. I have only attended one event. I would like to have more experience with the group before making a decision.

3. I don't know enough about MFN to answer this questions adequately.

4. I am brand new to this, so I am not sure if I want to get involved. I have limited time, but if this seems worthwhile, I do intend on getting involved.

5. this is my first session--so far so good

2. Proving facilitation value on the bottom line

3. To be allowed to contribute at a higher level in the organization. I could significantly help in more areas in my organization if I were only allowed to.

4. Doing it all - - Faciliting change management sessions, project manager, consultant, being the knowledge expert of many different areas, getting the results intended with the limited resources provided. There is no budget to hire a professional. I am expected to learn the skills myself, on my own time, with minimal expense.

5. The conflict between being a consultant in a corporate atmosphere. The ability to expand the methodology throughout the entire corporation as opposed to being an IT only support system.

6. Keeping abreast of new materials and events

Trying to learn more about technology and how to use it

and apply it

7. Credibility and positioning

8. - challenges from a culture that pull the organization into its past

9. Speed of time it takes to bring programs on board due to the heirarchy - main hurdle.

10. New busines prospecting (an ongoing challenge -- ugh)

What's appropriate professional fee/rate?

11. Keeping current with new research and techniques

12. Getting management to understand the importance resolving issues surrounding the success of facilitating a group

13. Wider use of facilitators throughout my organization. We don't have enough and we're spread too thin.

14. Presenting ideas to groups who do not believe they need the new information. Using the most innovative techniques to obtain their buy-in and participation and add overall value.

15. Empowerment without conditions

Being a valued employee consistently

Self development

Numerous duties from different perspectives

16. Getting started as an independent

17. Cooperation between business partners (marketing) and IT subcontractors in meeting deadlines.

18. I am a Data Modeler and the biggest challenge our group faces is that the entire data modeling procedure takes to long.

19. mANGERS ARE HIRING EDUCATED AND EXPERIENCED TRAINERS, BUT DON'T UNDERSTAND OR VALUE WHAT WE ARE TRULY CAPABLE OF.

20. getting projects

21. lack of management support for facilitative leadership processes

22. Facilitation is not completely understood by management (when it's needed, what it can and can't do, and the time involved in planning and preparation).

23. I don't have enough time to keep up with paper work.

24. gaining new clients

gaining new engagements

25. Encouraging participation by everyone

Getting/encouraging new ideas/innovation

26. The challenge of tasks versus available time, plus developing a cohesive plan to marry training with need (ideally, just-in-time training).

27. Support & awareness

28. managers of departments willing to send staff for training other than technical training. They don't really believe that soft skills enhance the work group

29. I sometimes feel like I'm winging it - I'd like more direction, especially hearing from others who have been where I am.

30. Upper management has a "number of hours of training delivered" mentality.

31. Presenting training to the staff that is of value and interests the majority.

32. Development of a Corporate University - development of a website to support learning within the organization, doing more with less, how to develop a sales culture within the organization, how to engage associates in the business to contribute in new and significant ways, how to engage senior leaders in learning;process improvement inititatives

33. Time to get everything done.

34. skeptical managers, don't like touchy/feeling (that's what they equatenecessarily) this to even tho it's not; perceived lack of time on part of managers. Not enough experience - I want the opportunity to try more leading edge interventions.

35. Politics

36. Understaffed and overworked! Growing very rapidly and struggling to keep up with changes

37. getting peers to understand effective training processes

38. GETTING DEPARTMENTS TO BUY INTO FACILITATED SESSIONS INSTEAD OF AUDITS.

39. Leadership support, ineffective HR organization. and individual change..

40. Presenting information to assure more effective behavior; managing across multiple cultures/large organizations in different geopgraphic areas (mergers/acquisitions)

41. Leadership alignment and support required for the degree of desired transformation.

Organizations that don't have the foundational platform to support large-scale change.

42. Handling difficult people. Working with people who are not competent or need constant supervision and attention.

43. Building understanding and action among senior executives the difference between talking about transformation and acting.

44. Time pressures on engineers make it hard to get them into training sessions

45. People with no idea about training making key decisions

46. As an independent consultant, initially selling myself in to an organization. If the product is oneself as facilitator/trainer how does one package themselves to be considered?

47. management support for training

48. Taking the learning and information presented in classes and integrating it into the workplace. How to institutionalize changes.

49. educating clients about the facilitation process and the instructional design process

50. Senior leadership.

Mid level managers.

51. affirmation of my skills as a facilitator when director wants me to function in another area

gaining up-to-the minute facilitation philosophy

creating environments with member organizations that are more open to facilitation

52. targeting and marketing clients + keeping on tob of advances and changes in business, technology, and soft skills

53. Being able to fulfill my job without interuption

54. Getting management to endorse and use facilitated project managment and meetings.

55. keeping current on new trends

56. management support to improve organizational effectiveness
 
 

2. During our discussion today of the furture of facilitators, I felt that the professional facilitators/consultants were initimidated by the "do it all" types - - like we are infringing on their turf. Corporate america is expecting their staff to do it all, with limited pay, and resources. Evolution is necessary for all to survive. I rather adapt than become extinct.

3. Great group, great approach. I'm glad we found each other.

Ques 3 should have an option for no input if someone has only attended their first event in 2000

4. I truly enjoyed the one MFN session I have attended. Thank you for all your efforts!

PS I did have one problem with the survey: I have only attended the 1/2000 session, but question "3" required that I input something - FYI...

"The following error(s) occured in the survey:

Question 3: Too few choices marked

Click the Back button to correct the error(s)"

...so I lied and marked 1999.

5. Does assn. do annual fee/rate study for Midwest? This data would be helpful -- especially for newbies.

Host annual Networking Day for corporate types to meet-n-greet prospective facilitators and trainers

6. i VERY MUCH ENJOYED THE VARIETY OF PERSPECTIVES THAT WERE PRESENTED TODAY AND LOOK FORWARD TO FUTURE EVENTS. THANKS!

7. thanks, Paul, and company for all your efforts, and putting on these meetings

8. I look forward to today

9. I'm really pleased to have this opportunity to attend this session.

10. I am very interested in seeing what the value of this conference is going to bring to myself and to my organization.

11. I got allot of ideas out of this session

12. I would like to have some follow-up discussions on items that Bill Wiggenhorst spoke about today: transcultural learning and distinctions among mentoring and coaching for starters

13. good job on the various MFN sessions and locations!!! keep up the good work!!! I will try to look out for possible presenters, plus