Design and facilitation of collaborative workshops using collective intelligence

Facilit’Action facilitates the implementation of your team’s project. Facilitation consists of designing and running participative and productive workshops. These workshops use the principles of collective intelligence based on the human interactions in a group. Collective intelligence brings out the appropriate knowledge, resources, and solutions for the group.

  • the facilitator is in charge of the process: bringing neutrality, structure, and methods to the workshop;
  • the facilitator helps the group to reach its collective objectives, eliciting solutions and ideas from the group,
  • the facilitor develops a fun yet serious work environment that fosters creativity and motivation.

The result is teamwork for the benefit of the group

Production of joint decisions with more buy-in and involvement, better individual and collective processes

Groups focus solely on the content rather than the time, the structure or the organisation of the workshop

Co-creation of applicable and realistic solutions and empowerment of the stakeholders

Development of an environment fostering empathy and free speech where everyone has a role to play


Facilitate your team’s action and interactions.

I assist teams, project managers and leaders in addressing problematic situations and boosting collective action. I have developed a special expertise that uses both intuitive intelligence and situational assessment. I have the ability to insightfully detect tangible or even perceptible elements that could have an influence on the system, i.e. people’s motivations, behaviour, relations, and unspoken words.

My assessment reveals the group’s processes, methods, sticking points, and potential. It is then used by the group to develop suitable solutions during a facilitated workshop. It enables them to clarify their roles and responsibilities and to create applicable action plans. It is also mindful of the project’s deadlines and budget.


  • The group has the knowledge

A group of people working together will spark off each other, share what they know, build on each other’s ideas. They have the knowledge and experience they need. Sometimes it’s good to inject something new as a catalyst, or to motivate or challenge the group, but this is just another part of the facilitator’s challenge. It’s the participants who can put the puzzle pieces together in a way that is relevant and useful for them.

  • Everybody has something to contribute

Ever been to a meeting that is dominated by just a few loud voices? Facilitators know how to encourage quieter voices to be heard, and believe that everyone, loud and quiet, has something to contribute.

  • Processes and activities support the group’s work

Facilitation processes and activities are like scaffolding when a house is under construction. It is there to support and when no longer needed, will be taken away, leaving a strong and robust building to stand alone. So it is with workshops. Activities, processes, even games, are the support, not the main act, and should be designed to encourage and provide structure for the work the group needs to do.

  • Meaning emerges

Life is messy. Work is messy. Solutions, ideas, insights may not be easily accessible or discernable. It may take time and a number of approaches for meaning to emerge. A facilitator may need to hold the space (maintain the atmosphere) for the group to struggle with complexity, sit in the fire and be present to the challenge.

  • Talking IS action

Some people are so busy proving how busy they are that they forget the substance of human connection— conversations and relationships. Organisations and businesses often talk about being resilient and responsive. If that’s what they really want, they need to take better care to value the time and energy it actually takes to build and nurture relationships, both within and outside of the business, that will weather the good and bad times. Having a conversation is doing something— something important, necessary and nourishing.

  • Fun and work are not mutually exclusive

Important and serious are not the same. You can do important work in many different ways, one of which is seriously. You can also have fun with serious work. A facilitator knows the difference between important and serious, between fun and frivolity—and chooses appropriately.

Some examples of workshops

  • Assess and improve work processes and work methods enhancing team cohesion and collaboration
  • Improve work processes and work organisation based on the “lean” method
  • Increase the empowerment and level of buy-in on the team during an organisational change management project
  • “World café” workshop for up to 50 people for an organisational change management project