Managing diverse communication styles in large group facilitation: Are you prepared to bridge the gap?

Here’s a nice little tip. Groups are always organised by someone. There is a person organising the meeting. Ask them ‘what audience do I have?’ Especially useful when you are called upon to facilitate a bunch of complete strangers. If they are not strangers then you’re going to know what dynamics you have so it’s a home game and you can do your stuff with nimble aplomb.

A. Large group, cultural diversity, many communication barriers. B. Why we communicate ? - To give meaning to our words. C. The core of communication is the RESPONSE WE GET. D. AS LITTLE AS POSSIBLE. E. SIMPLICITY IS THE KEY. I have seen many confused people after attending the seminar in large groups. Hence the only idea is to KEEP IT SIMPLE.

Communication Archetype Cards: Develop a set of cards representing different communication archetypes (e.g., The Analyst, The Storyteller, and The Questioner). Distribute these cards randomly at the beginning of the session, asking participants to temporarily adopt the communication style on their cards. This exercise promotes empathy and understanding of different styles, fostering a more inclusive environment.

There are many ways to tailor your facilitation approach to a diverse audience of learners. One of these is to use a Type Indicator (TI) or psychometric tool as your guide for an inclusive approach to facilitation. Some TIs use Jungian psychology as their core, others use other methods. Regardless of which TI you choose, design your workshop to cover each processing style within the framework. For example, if using MBTI, have you included elements that will appeal to INTJ and ESFP participants? A few widely used Type Indicators: Myers-Briggs, Enneagram, Predictive Index, Insights Discovery

Try to really listen not only to each speaker’s words, but also to the sentiment or value they are espousing. Then look for opportunities to tie comments (and people) together by restating their earlier contributions. For example: “Mary, I appreciate your sharing the experience you had using the new launch model and the confusion you witnessed in some of your customers’ town hall meetings. That echoes Peter’s earlier comment about the need for an executive team leader to broadly communicate the WHY behind the process change. Can anyone speak about opportunities to get pre-launch understanding of and buy-in to the REASONS for the change?”

Earlier, I mentioned Type Indicators as a tool for constructing inclusive facilitation design. When using this approach, reference the intentionality of this design method while establishing group communication norms. For example, on a slidedeck listing Community Agreements, you may add: Hold Space For All Processing Styles. Then, engage your group lightheartedly as you say: “This course has been designed to reach a broad range of… If at any point today you find a process isn’t your favorite… Don’t worry, as we hold space for everyone’s processing style your style preference will cycle back...” The combination of transparency combined with a lighthearted tone can draw your participants closer and establish trust in you as a facilitator.

Colour-Coded Communication: Introduce a system where participants use coloured cards or digital icons to signal the nature of their input (e.g., red for challenges, green for ideas, and blue for clarifications). This visual cue system helps facilitators quickly identify and balance the types of contributions, ensuring that all communication styles are respected.

At the outset, share that you will be creating opportunities for quiet thinkers to contribute their ideas. Collaboration and synergies are exciting and valuable but sometimes that energy can lead to “group think” and people with other views may get quiet. After moments of excited piling on, I like to get the floor back, create a small moment of silence and then say something like “We’ve just heard a lot of enthusiasm around the creation of an interdepartmental advisory board to guide the project. Does anyone have a different take? I bet someone in the room is worried about the downsides of that approach. Let’s hear from someone who hasn’t spoken recently and try to get a 360 view of the pros and cons here.”

I find there are 3 key points to ensure all voices are heard: 1) Ground Rules; 2) Meeting management; 3) the Platinum Rule. Ground Rules can include: All participate, There are no dumb questions or comments, Suspend Judgment, Raise hands The facilitator’s job is to ensure all participate by managing over-participators & including those who want to be asked: “Adam, such great ideas; let’s spread the wealth.” “we haven’t heard from Juan, “who wants to play Devil’s Advocate?” “Jazmin, your thoughts?” The “Platinum Rule” means communicating w/ others the way they want to be communicated with. Facilitators should repeat their points, others’ comments & ask, “who wants to rephrase what I said?” “Kim, add more words; I’m not sure I got it.”

Having worked with many large groups - i have found success using the following - Open space methodology which ensures engagement & flexibility to the individual learners and has a build in mechanism, to ensure that the group is not deprived of small group learnings - Conversation Cafe has the unique potential of galvanizing the creativity & out of the box thinking ideas of large groups in a easy structure - Large groups are magic if the session is designed using the experiential outdoor format. While this format requires additional resource people, the results are rewarding & satisfying

I agree that we must be nimble and adapt to individual communication styles, but we can’t be too “adaptive” or they will see us as patronizing or superficial. Sometimes we may need to help amplify the views of someone who is not a comfortable extrovert in large group settings, but we should empower, not highlight insecurity. I prefer using the meeting agenda to create a more level playing field. Warm-up exercises requiring creativity can shift a group into good-hearted design thinking and out of a black & white polarized debate. Non-verbal skill sets can shine. This starting point also may create a teaching moment, in which we can all agree to start an assessment with curiosity before we judge or criticize another’s contributions.

Another useful tip is introducing group presentations in addition to breaking the participants into smaller groups. Also, all opinions should be respected even when they don't really fit into the "generally acceptable" notion

We often forget that engagement comes in many forms and if we are social justice oriented we must have multi tiered engagement plans. That means addressing language access, how we assume ability, how meeting participants where they are by designing engagement based in their lived expertise.

Use every angle to invite and reward engagement. Merch rewards given for brave contributions. Sending a lightbulb emoji on a zoom if someone made you think. Applause for first time contributors on day two. Creative breakouts and thoughtful exercises that offer strangers the chance to quickly get personal in conversations with someone they don’t know. Movement. Laughter. Music! I have great fun with puzzle construction. 🧩