10 possible uses for the moderation method

Turn those affected into participants.

The moderation method has proven its worth for many years. Whenever the aim is to turn those affected into participants, experts in training, coaching and team development rely on this simple and versatile tool. After all, facilitation is much more than just sticking colorful cards and little clouds on a pinboard. Find out in this article in which situations you can use the moderation method and how you can achieve the best results with this method.

6 advantages of the moderation method

• The moderation method is a working technique that integrates all participants into the meeting process.
• The moderation method ensures that you achieve your meeting and training results faster and more reliably.
• The moderation method enables you to visualize the entire meeting process and thus make it visible to all participants.
• The moderation method offers you four fixed sequence programs (dramaturgies) that you can adopt at any time to simplify and shorten your preparation time.
• The moderation method offers you the opportunity to use your own employees. This increases the motivation of everyone involved.
• The moderation method does not require a large infrastructure and can be used anywhere and at any time.

• Developing criteria in the context of decision preparation
• Searching for variants
• Evaluation of variants
• (weighting)
• Consequence analysis

• Processing a diagnosis/causal research
• Elaboration of open questions
• Elaboration of possible solutions
• Formulation of questions

• Finding new/unknown possible solutions
• Deepening and selecting possible solutions

• Developing possible objectives
• Developing marketing strategies
• Recognizing opportunities/risks
• Preparation of the customer argumentation
• Developing the customer's needs (together with the customer!)
• Presentation of the possible uses of products and services (to the customer)

• Presentation of a sociogram
• Conducting a discharge conference
• Working out the causes of conflict
• Working on possible solutions

• Development of an organizational chart
• Creating a process organization
• Joint office space planning
• Factory planning
• Employee training
• Recording the existing
• knowledge
• Identification of knowledge gaps
• Performance review
• Joint training planning

• Objectives
• Scheduling technique
• Work planning
• Collaboration techniques
• delegation
• Control

• Presentation of a completed decision with processing of open questions
• Target/actual comparison with analysis
• Recording the information requirements

• Presentation of priorities