5 Ways to Facilitate Ambiguity
During a facilitated group meeting, ambiguity can arise at any moment. It can show up as resistance to the process, or discomfort with the approach, or conflicting views among participants, or defensive body language. Dealing with ambiguity is a common challenge for facilitators. And recognizing ambiguity often leads to the question, "What do I do now?"
Here are five practical strategies to help you address facilitation ambiguity effectively.
1. Call a Balcony Moment
When ambiguity strikes, take a step back and assess the situation from a higher perspective. This "balcony view" allows you to see the bigger picture, understand underlying issues, and make more informed decisions about how to proceed. “I’m noticing there are a lot of folded arms and shaking heads. What’s happening right now? What are you noticing about this conversation?”
The Balcony is a metaphor popularized by Ron Heifetz and Marty Linsky in 2009.
2. Practice Facilitation Aikido
In aikido, you use the energy of resistance to resolve conflict in a positive way. Instead of confronting resistance head-on, redirect it to create a more productive dialogue. Ask questions. “Thank you for sharing that. Does anyone else feel this way? Does anyone feel differently? Does anyone have any suggestions?” This approach helps defuse tension and keeps the group focused on their objectives.
3. Dynamically Facilitate
Be adaptable and responsive to the changing dynamics of the group. Adjust your facilitation techniques as needed to address emerging issues and maintain momentum. Staying flexible allows you to keep the group engaged and moving forward, even in the face of ambiguity. “It sounds like there’s energy to leave the stakeholder discussion behind and instead talk about communication challenges. Is that right? Understanding that we probably won’t finish the stakeholder discussion if we do, should we pivot to talk about communication?”
4. Bring the Other into the Room
Invite dynamics that are NOT happening in the room. If participants keep reinforcing points they’ve already made, move them from inquiry to advocacy, from discussion to decision. “I’m sensing that we’re reaching diminishing returns on this topic. I’d like to do a non-binding straw poll just to pulse the interest in actually pursuing this course of action. All in favor, please raise your hand. All opposed…”
If participants are instead suggesting competing alternatives and not listening to each other, ask, “We’ve heard a lot of good ideas. Are there any you could get behind? Which are worth pursuing further?”
5. Be Clear on Your Own Ethical Boundaries
Establish and communicate your ethical boundaries as a facilitator. Knowing where you stand on key issues allows you to make decisions with integrity and maintain the trust of the group. Clear ethical boundaries also help you manage ambiguity more effectively by providing a solid foundation for your actions. Avoid the temptation to “switch hats” from facilitator (who guides process) to consultant (who provides answers.)
Dealing with facilitation ambiguity is a skill that every team leader, CEO, coach, or HR professional can benefit from mastering. By asking the right questions, you can navigate uncertainty with confidence and keep your group focused on achieving their goals.
Ready to enhance your facilitation skills? Book a call with us today and learn how to handle ambiguity like a pro.