Facilitator Exercise – Self Reflection
Self reflection is important after facilitating a training or exercise.
This format is the foundation of what the 360-degree assessment focuses on from your self rating and ratings from others.
SELF REFLECTION
Please evaluate yourself across all areas to help build a comprehensive view of your strengths and areas for growth. Note that feedback should cover the entire training process, including pre-training communication, delivery, and post-training communication.
Verbal Communication
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Non-Verbal Communication e.g., body language, gestures, facial expressions
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Paraverbal Communication e.g., speed, volume, pitch
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Written Communication
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Engagement with Participants
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
In the Moment Adaptability e.g., handling unexpected questions, adjusting pacing based on audience interest
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Organization of Training e.g., prior communication, training delivery
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Psychological Safety Created
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Knowledge on Subject Matter
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Connection to Real World Application
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
Training Time Management
1 – Emerging/Opportunity 2 – Developing 3 – Proficient/Consistent 4 – Advanced
Other:
What makes your facilitation standout?
Rating Scale
1 – Emerging/Opportunity: Inconsistent, needs intentional focus and development in this area.
2 – Developing: Sometimes demonstrates but lacks consistency or needs refinement depending on the environment.
3 – Proficient/Consistent: Reliably demonstrates strong competence in this area the majority of the time.
4 – Advanced: Mastered, seamlessly executes and can mentor and coach others in this area.
DEVELOPMENT PLAN
Once your self ratings have been completed, take time to reflect on the results. After reflecting, set clear goals for areas of improvement, along with actionable steps and a timeline to achieve them. Upon reaching the established timeline, complete the self assessment again to assess progress.
For more information about this material, email kmcclain@praeliscere.com or visit https://praeliscere.com/. Copyright Kathryn McClain.
Self reflection is important after facilitating a training or exercise.
This format is the foundation of what the 360-degree assessment focuses on from your self rating and ratings from others.
Facilitator Notes
- Personalization: As the facilitator, you are encouraged to adjust the exercise to meet the needs of all team members.
- Pre-Communication: Share agenda or exercise document at least 48 hours prior to exercise/training. This will allow time for individuals to review and ask clarifying questions prior to the meeting. Make sure to include session length of time and expectations in prior communication (e.g., if virtual, cameras/microphones expectations).
- Directed Examples: Provide relevant examples when going through sections.
- Psychological Safety: No calling on individual participants to put them on the spot.
Keep in mind when delivering your exercise/training those that are neurodivergent, non-native English speakers/ESL, introverts, internal processors, and those that may be burned out/cognitive overload.
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Ongoing Application and Reinforcement
After a training, exercise, or assessment is completed, ongoing application and reinforcement become the focus. Learning is sustained through follow-up trainings, exercises, and/or micro-learning opportunities, as well as by integrating the topic into goals, performance conversations, recognition efforts, and peer learning groups.
As individuals build knowledge, experience, and confidence, they are empowered to lead, share insights, and support others in applying the learning as well. This approach reflects the meaning of Praeliscere with Learn, Apply, Lead.
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