RapidConsensus™ – Notes for Managers, Coaches and Mentors of Participants

Illumine Training - Parts of the brain

To get the most out of the course, delegates will need to be supported as they start to think and work differently. This page will help managers, coaches and mentors to provide that support.

Here you will find:

  • Information about the course
  • What to expect after someone has attended the course
  • Suggestions to help you perform a useful review with the course participant

The Course

People will learn how to:

  • Develop knowledge to question structure of group sessions and meetings.
  • Transform dysfunctional groups using techniques learnt.
  • Gain consensus, understanding and ownership of the whole group.
  • Create an environment where people feel they can contribute.
  • Reach decisions quicker with less organisational conflict.

Here are the key aspects covered:

The Four Seasons Process
We introduce the delegates to this simple and effective structured process.

Topic Mapping
What it is and how to capture creative and constructive dialogues without hindering the group’s flow.

Active Listening
The delegates will be shown how to have good listening skills so that everyone benefits.

People Reading
Given an understanding of people’s styles and how to create a ‘safe’ place for them to interact.

Group Dynamics
They will be shown how to set up a room and demonstrate the importance of creating the right environment for quality interaction; break down barriers and maximise outcome.

Action Planning
At the end of the course delegates are encouraged to think about how they are going to use what they have learnt. We emphasise that it is up to them to put the techniques and perspectives covered into good use.

What to expect after someone has attended the course

Everyone attends the course for slightly different reasons but they will all have opportunities to use what they learn. Delegates are usually very keen to put their new skills into practice. A little well-directed support and encouragement by manager, coach or mentor can make a big difference. We hope the following notes will help you give that support:

What to expectWhat you can do
The delegates will be looking for opportunities to facilitate using the approaches learnt on the course.Encourage them to set up a meeting with colleagues and practise their new skills; help them find opportunities to use some or all of the skills they have learnt on the course.
Room layout and in particular the proximity of meeting attendees will be different to previous meetings.Encourage the delegates to use what they learnt on the course.
Delegates will want to follow the 4 seasons approach – with more focus on the future than on the past.Encourage the delegates to use what they learnt on the course.

Conducting a review after the course

Many managers like to follow up courses that their people have attended. The style and format of these reviews varies widely so here are some prompts for suggested discussion points:

  • Action Plan – at the end of the course all delegates are encouraged to commit to specific actions to use and reinforce the things they’ve learnt. That action plan is a good start point for a review.
  • Sessions and Meetings – how did the delegate manage running their sessions and meetings using this new approach?
  • Meeting Attendees – did the others participating find that they were being listened to? Did all reach consensus?
  • General – it will be worth going back to the original reasons for attending the course and also review the other notes in this section that describe the course and use them as a prompt for your discussion.

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