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When developing training programs for managers, existing concepts are often adopted or the management's favourite topics are dealt with. For example: "Our bosses need better working techniques". If these topics do not meet the actual needs, the participants will lack any commitment: they allow themselves to be sprinkled and reject what is on offer. For this reason, the wishes should always be determined with the participants.

"Turning those affected into participants. This claim is inextricably linked to Neuland and the moderation method. In a time of total sensory overload, more and more training managers are trying to further develop and creatively implement the moderation method. Migros Lucerne has done this in a particularly funny way: it has made the learning content emotionally tangible for its employees with a sitcom.

The body plays an incredibly important role in the learning process. This realization is an important reason why forms of learning and moderation such as corporate theater, which address the whole person with emotion, body and mind, have recently gained the upper hand.

Rules are part of every workshop. They clarify how the participants want to deal with each other and with disruptions. In this way, they make a decisive contribution to avoiding conflict. For this reason, one of the most important tasks of facilitators is to agree rules with the participants before each workshop. The best way to do this is for the group to draw up the rules themselves. The rules are recorded on a list and, if possible, signed by everyone.

When a new method emerges, people like to attribute magical powers to it: "At last there is a tool that can be used to deal with all problems effectively." It was no different with the moderation method: from one day to the next, every workshop and every meeting had to be moderated. That couldn't work: The moderation method is a wonderful tool for turning those affected into participants. But it is not a panacea.

Juggling is known for its stress-relieving, physically and mentally stimulating properties as well as its supposed difficulty. The fact is, however, that almost everyone can juggle with 3 cloths. In the vast majority of cases, four to five lessons of 5 to 10 minutes are sufficient.

When a company is facing changes, various questions arise among managers and employees: "Who is affected by these changes and how?" "How can we carry out the planning optimally and with broad support?" "Which projects need to be implemented and when?" "How do we get people to participate in these processes?"

The moderation method thrives on the interaction of the group and the visualization of the developed content (cards, pin boards). "Graphic facilitation" is based on the same principles, but rigorously focuses on the graphic presentation of content. The method was developed in California in the late 1960s and has only made the leap to Europe in the last 15 - 20 years.

Design an aircraft for a raw egg as a team. And recognize the individual strengths, potentials and deficits of the team members. And have lots of fun in the process.

The moderation method - still successful today

The participants
Eight women and men who know each other.
The moderator
An external moderator.
The background
The local pub "Finsterwald" was opened a year ago and has been very popular ever since. However, problems with the organization, purchasing and service keep cropping up: The frustration among the men and women who work there is great.

People who give seminars, lead workshops and give lectures invest a lot of money in marketing, in a lean administration and in their own training and further education. However, "soft factors" such as charisma and likeability are just as important as know-how and experience. For this reason, professional appearance is of crucial importance