Facilitating group work is an integral part of supporting participatory processes.

The facilitator takes a central role in guaranteeing a smooth, goal-oriented and successful running, as well as the involvement of all participants in such a process. In order to fulfill this role, there are some basic rules/steps which can help (of course they must be adapted each time to the respective facilitation situation):

1. Try to keep yourself and your personal opinions as much as possible out of the dynamics of the process. Rather be a good observer (keep an eye on the social interaction, as much as on the contents of the work) and try to see yourself as a kind of instrument, maintaining a balance between letting the group work on their own and interfering and assisting actively in order to avoid unnecessary detours and friction.
   
   
2. Make sure that there is a conducive and functional working environment (e.g., enough space and light, appropriate temperature, minimal outside disturbances, necessary equipment readily available, such as well-prepared agenda, visualization materials, handouts etc.).
   
   
3. Try to get prior information on/a comprehensive impression of all participants in order to be able to assess their strengths and weaknesses thus providing optimal support to each of them (also those you may personally dislike).
   
   
4. At the beginning of a working session,
   
   

   	let people who do not know each other introduce themselves - if time/group size does not allow for that, at least give a rough overview (e.g.), which groups/professional backgrounds are represented)
   	present the visualized agenda/purpose/goal and timeframe of the meeting and first allow time for (understanding) questions, followed by comments, contributions, additions/ changes
   	let the group decide whether it makes wishes to deal with certain topics in subgroups and how much time it wants to dedicate to each point on the agenda (don't forget the topic "ending the session")
   	if working in a group that is going to work together for more than one session, propose that group members decide how they want to be treated by/behave with each others (such a "team-contract" is a very helpful tool to refer back to, once frictions/conflicts arise)

   
   

5. If the group is not familiar with VIPP (Visualization In Participatory Processes), briefly explain the advantages and introduce the (visual) VIPP-rules. Then let the group decide, whether they want to use VIPP.
   
   

6. Invite the participants to start work according to the agenda - offer proposals on working procedures/tools to be used, but do not insist or feel offended if the group decides on something else. Encourage quieter persons to contribute and amicably try to restrict those who tend to talk too much (not according to your own opinion, but try to catch the mood of the group). Keep an overview and guide the group to adhere to
   
   

   	the subject
   	their way of dealing with each other
   	their timeframe or take a conscious and common decision to change any of the above.

   
   
7. At the end of the session, give a (visual) summary of achievements and pending issues remaining . If necessary, let the participants decide on the next steps and persons responsible to initiate them. If they do wish and if time allows, let participants talk about their perception of the process and on how it may be improved during another working session.