As facilitators – of learning, of process, of events – we have a responsibility to ensure that our participants are encouraged to be at their best, and learn well, while under our guidance. We can take a fresh step toward this goal by considering well-being factors that might help to ensure our interventions are as effective as possible for everyone in the room.
What is well-being? The Chartered Institute of Personnel and Development defines it as “the creation of an environment that actively promotes a state of contentment, benefiting both employees and the organisation.” It encompasses a wide range of factors that are impacted by an individual’s health, lifestyle, responsibilities and preferences, as well as factors such as age, gender, genes and personality. While some of these factors are in the individual’s control (e.g., some aspects of lifestyle or preference), others are less preventable or directly manageable (e.g., some aspects of health). Additionally, while some of these factors, and their antecedents or effects, can be attributed to personal life, they undoubtedly flow into professional lives, too. If we want our participants to feel happy, comfortable, healthy and safe, what do we need to do to set the right environment, tone and context to enable that feeling?
Experienced facilitators and trainers are well-versed in the need to carefully design and plan a training session to accommodate preferences and styles, but how often is participant well-being a significant factor in the design process? Here are some factors that should be considered for a more well-being-focused session:
A Well-Being “Rider”
Prior to a session, you probably work with the venue to confirm requirements for layout, equipment, etc. Don’t forget the well-being requirements, too. Insist on a room with natural daylight and access to fresh air. Natural light makes a significant difference to employees’ performance, and a 1976 study by Belinda Collins found that employees without natural light experienced feelings of isolation and tension.
Request a choice of refreshments for participants. An HBR article reported, “Food has a direct impact on our cognitive performance, which is why a poor decision at lunch can derail an entire afternoon.” While pastries, cookies and gateaux are often popular, ensuring that there are some healthy options (fruit, nuts, healthy bars, etc.), as well as ample water and decaf options could prevent your afternoon from being derailed.
Well-Being Design
Building well-being considerations into an event’s design can bring great advantages. For example, instead of working in small groups in a corner of the room, encourage participants to walk and talk – to take their discussion in the fresh air and walk around the block or through the gardens. The simple act of spending time in fresh air can increase energy levels by up to 90 percent and increase the level of serotonin in the body, which lightens mood, promotes happiness and generally encourages a good feeling.
Build in time for a few simple mindfulness techniques or practices. These activities can help prepare participants by clearing their minds, reducing anxiety, and providing a space between their last task and the event they are attending. Simple activities such as a few minutes of quiet time, breathing exercises, reflective thinking and mindful listening can be used effectively in workshops, enhancing, not disrupting, the process.
There can be a temptation to fit as much in as possible; give pre-work; or run late, miss breaks, or minimize lunch time. Participants will benefit from downtime to switch off or to check in on emails or a difficult situation back in the workplace.
Playing music can also be beneficial. A 2011 study by Anneli Haake suggested that listening to music could provide inspiration and improve focus and concentration. Using music as a background to group or individual activities, or during breaks, could encourage creativity and greater participation in the training.
Be Positive
A strengths-based focus in all aspects of work can be advantageous; when someone focuses on what they are good at, they can become more energized, according to James Brook and Paul Brewerton’s book, “Optimize Your Strengths.” Workshops that start with participants’ hopes and fears put equal value on negative aspects. Focusing only on the positives will maintain energy and enthusiasm. Ask people what they want, what they like and the positives of situations, rather than encouraging them to spiral into the negativity of weaknesses, problems or threats.
Feedback also provides an opportunity to promote a participant’s strengths. It doesn’t have to be part of the content, but if someone contributes well, interacts positively or offers great insights, the facilitator should say so. Not only does this feedback feel good, but it reinforces the positive action. Facilitators should also give constructive feedback, particularly on behaviors that interfere with the group dynamic or the effectiveness of the training.
Finally, keep an eye out for signals of stress, discomfort or anxiety, and discreetly check in with participants who are displaying them. There may be a trigger that you can minimize with a minor change in the workshop. Simply mentioning what you have noticed and asking if there is anything you can do can both have a personal impact on that individual but also enhance his or her learning experience.
A few simple steps can add some well-being considerations to your event, and they don’t need to take significant amounts of time. Plan carefully and be agile in your facilitation, be curious and alert to what’s happening in the room, stay in the positive – and, above all else, be an advocate. Take actions yourself to maintain your own sense of well-being as a facilitator – it could help you deliver a more impactful event.
