Key Aspects: In change processes, roles are not stable. As a consequence, change facilitators are the implementers of change strategies. Although the client is the owner of the change process, they hold us accountable for success or failure. This contradiction is a fact. The facilitator may initiate, plan, organise and carry out specific interventions such as training courses, expert consultations, coaching, facilitation of workshops, design of communication strategies, steering of the process, trust building, creating and supporting communities of practice, and much more. The classical division between process and expert consultant has been replaced by a holistic role model of the change facilitator, who is a true multi-artist.

Related Skills of a Change Facilitator:

·                  Training skills (online and face-to-face)

·                  Facilitation skills (online and face-to-face; classical and whole systems change)

·                  Coaching skills (online and face-to-face)

·                  Expert consulting skills and knowledge (online and face-to-face)

·                  Project management skills

·                  Conflict management and mediation skills

·                  Ability to recognize own strengths and weaknesses and flexibility to assemble the right team to do the job

·                  High frustration tolerance within an environment characterised by uncertainty, low transparency and open or hidden power struggles

·                  Broad spectrum of change models and intervention methods, including paradox interventions

·                  Facilitation of interventions for personal development

·                  Ability to tailor-make new interventions that respond to the client system’s situation and facilitate experiential learning

·                  Ability to hold time and space – allowing the right things to emerge (whatever happens is the right thing...)

·                  Ability to consequently apply the minimum intervention principle  - do one thing less