The task of learning facilitators in leadership development
Learning facilitators get involved in leadership development in a tight-rope walk. In contrast to other teachers and training forms, they take neither the role of firm adviser or lecturer or coach, nor that of moderator or advisor. They are - depending upon situation and learning and of the group – at times one, at times the other one.
Their task can be called “los-halten” or "holding-loose". That is to say: they sometimes keep a hold on the learning group and at the same time release the individuals and the learning group again and again, so that the individuals and the group are able to make their own experiences necessary for learning. The core task of a Learning Facilitator is the subtle play between leading and following.
In the course of leadership development the facillitators step more and more into the background. They increasingly focus on observing behavior patterns, and addressing conflicts and defensive routines of individuals as well as of the group. So they make the treatment of these patterns possible. They create reflection possibilities, with which the learning-group learns to observe itself.
In respect to the leadership culture of an organization, the learning facilitators pay attention to whether the leadership authority demanded in an organization, as well as the leadership culture are lived and realized in the learning situation.
The cultural framework for an organization offers an excellent opportunity to the learning facilitators to work on the “espoused leadership theory” and the »leadership theory in use«.
In leadership development the learning facilitators guarantee the quality of learning and the connection of individual, team and organizational learning.