Overview: Facilitation Trends 2025
We’ve gathered the 3 main trends in the facilitation industry for 2025.
Inside the article: what’s happening in market; how sessions have transformed; what to consider if you work with teams — as a facilitator or a client.
Inside the article: what’s happening in market; how sessions have transformed; what to consider if you work with teams — as a facilitator or a client.
You can read our longread on a computer,
or we can send you the article in PDF format.
or we can send you the article in PDF format.
3 trends that are
changing
facilitation today
changing
facilitation today
Over the past year, our team of facilitators has run dozens of sessions for a wide range of companies — from startups, international logistics platforms, and ticket and real estate booking services.
The industries were all different, and so were the requests and sessions. But at some point, we started noticing recurring patterns. Almost every team came with the same goal: to boost efficiency, cut out the unnecessary, and focus on what really matters.
We realized that expectations around sessions and facilitators are changing, and finally, we’ve gathered all our insights into one overview for you.
The industries were all different, and so were the requests and sessions. But at some point, we started noticing recurring patterns. Almost every team came with the same goal: to boost efficiency, cut out the unnecessary, and focus on what really matters.
We realized that expectations around sessions and facilitators are changing, and finally, we’ve gathered all our insights into one overview for you.
In this overview we:
Recalling what’s happened over the past few years and how the facilitation market has shaped up.
Reflect on the evolution
of facilitation
of facilitation
Reflect on our shared present
Revisiting the context we find ourselves in today.
Look ahead to the future of facilitation
Exploring current trends, where they’re taking us, and what changes (if any) are needed to keep up with the market.
Describe what modern facilitation looks like
Offering insights into common demands, essential formats, and the evolving challenges
of facilitation.
of facilitation.
What is «facilitation»?
Imagine you’re in an important meeting. Everyone has their own opinion. People interrupt each other, argue, and some stay silent. In the end, the meeting’s outcome is either unclear or unsatisfactory — which can lead to future sabotage.
Facilitation is both a method for organizing group discussions and a skill for leading meetings that helps prevent this kind of scenario.
Facilitation:
In this article, we’ll look at facilitation from two angles: as an internal practice within companies, and as an industry where facilitators run custom sessions for various organizations.
Facilitation is both a method for organizing group discussions and a skill for leading meetings that helps prevent this kind of scenario.
Facilitation:
- simplifies the process of group thinking during meetings;
- provides tools and techniques to achieve mutual understanding
- develops skills for managing team dynamics and energy.
In this article, we’ll look at facilitation from two angles: as an internal practice within companies, and as an industry where facilitators run custom sessions for various organizations.
Before diving into the trends, we looked back at the past five years to trace how the demands for facilitation and the role of the facilitator have evolved in business.
How has facilitation evolved alongside business?
Business needs:
Stay afloat and urgently adapt operations amid lockdowns and full remote work.
Changes in the facilitation industry:
A rapid shift to online tools, adapting meeting formats, facilitating all-hands and crisis meetings. There are few experienced in-house facilitators; newcomers learn on the job.
Business needs:
Increase the pace after a difficult year for many, cut down on unnecessary meetings, and boost productivity. Businesses demand fewer meetings but expect more impact from each one.
Changes in the facilitation industry:
Growth in investment in digital platforms and hybrid meeting formats. The first wave showed: meetings with a facilitator are more productive, grows, increses. Interest in facilitation grew, and the number of internal facilitators increased. There was a waiting list for Co-Actors’ facilitation trainings.
Business needs:
Keep the business afloat, relocate some employees, learn to work with staff across different countries, and adapt to operational restrictions and sanctions.
Changes in the facilitation industry:
C-level leaders are turning to facilitators for support in strategy meetings and executive discussions, where speed and clarity of decisions and bold idea generation are crucial — for example, “how can we handle the situation and keep the team together”.
Sessions and online training have become the norm.
Facilitation is a skill that helps growth. Managers, team leads, and teams are actively learning to facilitate.
Business needs:
After the shock of 2022, businesses tried to pick up the pace: recover losses, regain ambitions, and make the most of available resources — all without losing people and team resilience.
Changes in the facilitation industry:
Facilitation has become part of everyday practice everywhere. Facilitators are invited to retrospectives, various syncs, tea, and project kickoffs. Offline meetings and gatherings of distributed teams have returned. There is a growing number of requests for in-person team offsites, product sessions, and collaborative decision-making.
Business needs:
Keep the positive momentum going (or finally turn things around) and boost efficiency by cutting out all the “extra” stuff in operations.
Changes in the facilitation industry:
Internal facilitators are leveling up and learning, while external facilitators are brought in only when needed — for those tricky sessions that require real experience and a sharp eye.
Facilitation is becoming more of a leadership skill than just a role title.
There’s growing demand for short, focused sessions — and for ongoing support after meetings, like follow-ups, implementation, and working through the outcomes.
Фоллоу-ап
Встреча по контролю результатов после сессии, где участники смотрят на план и обсуждают прогресс выполнения
Брифинг
Первая встреча с заказчиком фасилитации или обучения, где мы проясняем потребности и цели.
Alexandra Baptizmanskaya
Co-founder & CEO at Co-Actors, facilitator, and ICAgile- certified trainer
Over the past five years, facilitation has undergone a radical shift — first due to the pandemic, and then with the rise of hybrid and distributed teams.
Even before, coordinating teamwork was challenging — but at least teams were physically together.
In a distributed world, there’s a real need to coordinate people’s work remotely — through chats and a few joint calls each week. Without facilitation skills, this is simply impossible.
Even before, coordinating teamwork was challenging — but at least teams were physically together.
In a distributed world, there’s a real need to coordinate people’s work remotely — through chats and a few joint calls each week. Without facilitation skills, this is simply impossible.
Crises in 2025 aren’t the exception — they’re the new normal. Everything is changing: the economy, politics, ecology, technology, legal frameworks, and customer behavior.
Old playbooks no longer work. Forecasts become outdated in just a few months. Benchmarks shift, expectations rise, and there’s hardly any time to adapt.
Old playbooks no longer work. Forecasts become outdated in just a few months. Benchmarks shift, expectations rise, and there’s hardly any time to adapt.
2025: The global context
Lean times for business
Companies are cutting anything that doesn’t bring quick results.
The survival strategy? Keep only the “muscle” — the roles, processes, and tools that actually get things done.
The survival strategy? Keep only the “muscle” — the roles, processes, and tools that actually get things done.
Regular layoffs at big companies have become the new normal.
The situation changes daily, pushing teams to make decisions faster than ever.
The job market has swung back in favor of employers — hundreds of applications come in for a single
opening.
opening.
AI is speeding up workflows — while also raising the question of whose work might no longer need speeding up at all.
Bringing employees back to the office is becoming a tool for increasing control and manageability.
Mid-sized and small businesses that worked with these giants are cutting costs too — it’s a ripple effect.
Oksana Slivinskaya
Co-founder & COO at Co-Actors, ICAgile-certified trainer, facilitator
Our reality in 2025 can be summed up with the acronym TUNA: Turbulent, Uncertain, Novel, Ambiguous — everything is unstable, fast-changing, and unpredictable.
Though honestly, you could pick any acronym — they pop up every year trying to capture our current reality. VUCA, BANI, RUPT, SHIVA, and others — they all mean the same thing: nobody knows what tomorrow will bring.
Though honestly, you could pick any acronym — they pop up every year trying to capture our current reality. VUCA, BANI, RUPT, SHIVA, and others — they all mean the same thing: nobody knows what tomorrow will bring.
Investors have become more cautious: instead of growth at any cost, they now expect quick returns and clear metrics from IT teams.
What business needs does facilitation address today?
Facilitation has evolved from a ‘soft skill’ into an essential operational asset — especially in a world of hybrid work, rapid change, and the race for efficiency.
Here’s where facilitation is especially valuable for business:
Here’s where facilitation is especially valuable for business:
Facilitation in 2025
In times of restructuring and new strategy implementation, facilitation helps teams quickly build a shared vision for the future and reduce resistance to change.
In 2024, 45% of facilitators ran sessions focused on these topics.
Participants report high levels of satisfaction with these meetings.
In 2024, 45% of facilitators ran sessions focused on these topics.
Participants report high levels of satisfaction with these meetings.
Almost half of facilitators (44.6%) took part in strategic sessions, and 50.5% facilitated management decision- making.
A neutral moderator helps keep the focus on the content, making sessions shorter, boosting productivity, and ensuring participant
buy-in.
A neutral moderator helps keep the focus on the content, making sessions shorter, boosting productivity, and ensuring participant
buy-in.
Facilitation helps teams communicate effectively, stay in sync, and make decisions regardless of their location.
Today, 33% of key business projects are carried out
by distributed teams.
At the same time, 41% of hybrid teams show higher innovation rates compared to fully in- office teams.
Today, 33% of key business projects are carried out
by distributed teams.
At the same time, 41% of hybrid teams show higher innovation rates compared to fully in- office teams.
In which industries and companies are internal facilitators most commonly found?
According to the SessionLab 2024–2025 study, facilitation practices are now common across almost all types of organizations.
However, there are industries where in-house facilitators are especially prevalent:
However, there are industries where in-house facilitators are especially prevalent:
IT and tech companies
Agile approaches, rapid iterations, and distributed teams all make facilitation a core part of IT operations. It’s built into regular meetings: team check-ins and syncs, quarterly planning sessions, retrospectives, product meetings, and brainstorming sessions.
In this environment, facilitation isn’t a separate role but a skill shared within the team —
practiced by product owners, team leads, scrum masters, and proactive team members.
In this environment, facilitation isn’t a separate role but a skill shared within the team —
practiced by product owners, team leads, scrum masters, and proactive team members.
Education and non-profits
These sectors involve a lot of communication, engagement, and group decision-making — all of which require facilitation.
Neutrality of the facilitator and their consistent involvement are key to ensuring equal
participation from all sides, which is why facilitators are often hired as full-time staff.
At the same time, non-profits and educational projects less frequently bring in external experts — not because they don’t want to, but due to budget constraints. They prefer to invest in training their own staff and developing internal facilitation expertise.
Neutrality of the facilitator and their consistent involvement are key to ensuring equal
participation from all sides, which is why facilitators are often hired as full-time staff.
At the same time, non-profits and educational projects less frequently bring in external experts — not because they don’t want to, but due to budget constraints. They prefer to invest in training their own staff and developing internal facilitation expertise.
Small and medium-sized businesses
These are usually companies with a project-based and cross-functional culture. Facilitation helps them improve processes, align decisions across departments, and support change initiatives.
Facilitators in these companies are most often HR professionals, training and development specialists, organizational development experts, team leaders, and project managers — the types of people we often see at our training sessions.
Facilitators in these companies are most often HR professionals, training and development specialists, organizational development experts, team leaders, and project managers — the types of people we often see at our training sessions.
Why are the in-house facilitators not enough?
We often get facilitation requests even when a company already has an internal facilitator.
The main reasons are:
The main reasons are:
- They need to run a complex meeting with an outside perspective.
- A neutral stance is important.
- They want an experienced consultant whose opinion management will respect.
- The session is too challenging, and there’s risk for the internal facilitator if it doesn’t go well.
When an in-house facilitator becomes truly skilled, meetings with them create a wow effect. Each “wow meeting” sparks a wave of people wanting to work with the facilitator. This brings lots of cases and practice, but eventually, the workload becomes overwhelming.
Especially if facilitation isn’t their main role and they’re juggling it alongside other responsibilities. At that point, companies either need to systematically develop their facilitation capabilities or hire external facilitators for some of the requests.
Especially if facilitation isn’t their main role and they’re juggling it alongside other responsibilities. At that point, companies either need to systematically develop their facilitation capabilities or hire external facilitators for some of the requests.
Arina Zhiguleva
Lead Facilitator at Co-Actors, ICAgile Trainer, OKR Coach, former Leroy Merlin and Dodo employee
What types of meetings are most often facilitated?
According to the SessionLab 2024–2025 study, facilitators most often lead:
- Brainstorms and idea generation sessions
- Learning and training sessions
- Strategic meetings and group decision-making
- Team-building events, retreats, and team gatherings
- Regular team meetings
From our experience:
- About 60% of all requests we receive are for strategic sessions.
- Next most common are creative meetings and brainstorm facilitation, making up around 25%.
- Team-building and team retreats account for roughly 10–15% of requests, especially in spring and autumn.
Less common sessions?
Some types of sessions are usually handled in-house — likely because internal facilitators already manage them well.
In 2025, we’re hearing more and more often
Requests on these topics have become noticeably more frequent from companies:
- Defining, updating, or presenting values and vision
- Rethinking the mission
- Culture audits: what’s working now, what’s outdated
- Creative workshops as part of rebranding
- Formulating principles for team collaboration
A new wave: sessions focused on purpose, values, and culture
Why is this happening right now?
After several years of crises, fatigue from constantly “putting out fires” and losing focus is building up.
Companies are revisiting their values and mission to unite the team around a common purpose, providing support and clarity: what we believe in, why each person is here, and where we’re headed.
After several years of crises, fatigue from constantly “putting out fires” and losing focus is building up.
Companies are revisiting their values and mission to unite the team around a common purpose, providing support and clarity: what we believe in, why each person is here, and where we’re headed.
These formats are easier to scale internally and are often built into the company’s regular rhythm and culture:
- community meetups
- stakeholder engagement
- workshops focus groups
- feedback sessions
- large all-hands meetings
- and other operational formats.
Online, offline, or hybrid?
Business still wants it all — but over the past couple of years, things have started to balance out.
What about hybrid? The format where some participants join via Zoom while others are in the meeting room has become a bit less popular: 65.5% in 2023 → 56.3% in 2024.
Hybrid is no longer an “experiment” but a standard — though it doesn’t fit every type of
task.
Hybrid is no longer an “experiment” but a standard — though it doesn’t fit every type of
task.
Online vs. Offline
In 2022, 58% of sessions were held online.
By 2024, offline formats had made a comeback and have been neck and neck with online ever since.
Online is still convenient — especially for distributed teams. But when it comes to
building trust, tackling complex topics, or staying deeply focused, people are increasingly
choosing to meet in person.
In 2022, 58% of sessions were held online.
By 2024, offline formats had made a comeback and have been neck and neck with online ever since.
Online is still convenient — especially for distributed teams. But when it comes to
building trust, tackling complex topics, or staying deeply focused, people are increasingly
choosing to meet in person.
What we recommend:
Hybrid works well when the team knows each other, the agenda is simple, and the goal is just to check in.
For example, during regular meetings and status updates —where staying aligned matters more than deep dives.
If you need depth, engagement, and high-quality joint decisions, it’s better to pick one format for everyone. We usually suggest: all online or all in person. It’s easier to create a shared space where everyone is on equal footing. The format itself isn’t what matters most.
What matters is whether the format helps you make a quality decision.
For example, during regular meetings and status updates —where staying aligned matters more than deep dives.
If you need depth, engagement, and high-quality joint decisions, it’s better to pick one format for everyone. We usually suggest: all online or all in person. It’s easier to create a shared space where everyone is on equal footing. The format itself isn’t what matters most.
What matters is whether the format helps you make a quality decision.
The biggest facilitation challenge in 2025
We hear this all
the time in briefings
the time in briefings
To ensure real change follows a session, we design not only the meeting itself but also what happens afterward. Here’s how we help teams turn decisions into action:
A session can go perfectly: the team is inspired, goals are clear, the plan is laid out. But afterward — nothing changes. Even a month later, everything stays the same. Why does this happen?
The main challenge: turning the agreements made during the session into real action.
According to SessionLab 2025, 37% of facilitators say this is their biggest challenge: maintaining momentum and turning decisions into implementation—especially without ongoing support.
The main challenge: turning the agreements made during the session into real action.
According to SessionLab 2025, 37% of facilitators say this is their biggest challenge: maintaining momentum and turning decisions into implementation—especially without ongoing support.
We choose a process driver
One person (or a pair) takes responsibility for the session’s outcomes: reminding everyone about deadlines, organizing check-ins, and
keeping the team on track.
One person (or a pair) takes responsibility for the session’s outcomes: reminding everyone about deadlines, organizing check-ins, and
keeping the team on track.
We offer the support of a facilitator or team coach
For 1 to 3 months, we can join the team’s regular meetings to help adapt the workflow and support the team in reaching their goals.
For 1 to 3 months, we can join the team’s regular meetings to help adapt the workflow and support the team in reaching their goals.
We design the session thoughtfully
We talk through the risks upfront: discussing what might get in the way of implementation, and we plan for tackling these obstacles both during the preparation and the session itself.
We talk through the risks upfront: discussing what might get in the way of implementation, and we plan for tackling these obstacles both during the preparation and the session itself.
We agree on the follow-ups
The team sets the dates and formats for check-ins in advance — where we track progress: what’s moving forward and what’s stuck —
before it’s too late.
The team sets the dates and formats for check-ins in advance — where we track progress: what’s moving forward and what’s stuck —
before it’s too late.
What we do at Co-Actors to make sure session results don’t just “hang
in the air”:
in the air”:
Trend #3
Trend #2
Trend #1
Three Key Trends in 2025
Here’s your AI again
Facilitation training is the new black
Multi‑module facilitation
and brief meetings
and brief meetings
As business landscapes evolve, so too do the demands placed on facilitation practices.
We’ve gathered several consistent trends that we most often see in team work, hear from industry peers, and find confirmed in public sources.
We’ve gathered several consistent trends that we most often see in team work, hear from industry peers, and find confirmed in public sources.
Facilitation Trends Overview
Teams are less and less able (or willing) to set aside 2–3 full days for a big meeting. More and more, we hear:
Trend #1
Multimodule Facilitation & Shorter Sessions
The Co-Actors Approach:
Nowadays, we like to break one big session into a clear series of steps, each giving you something concrete along the way.
For example:
At the end of each step, we take a few minutes to chat about how we’ll use what we just worked on going forward.
It’s still one session — just broken down in a way that fits the team’s rhythm and style.
For example:
- Kick things off with a quick asynchronous survey (about 20 minutes)
- Then a short online meetup to sync up and clear up expectations (around 1 hour)
- Next, an in-person block for some deep, focused teamwork (4 to 8 hours)
- Finally, wrap it all up with an online session to finish discussions, gather action points, and lock in the plan (2 to 4 hours)
At the end of each step, we take a few minutes to chat about how we’ll use what we just worked on going forward.
It’s still one session — just broken down in a way that fits the team’s rhythm and style.
It’s crucial for the facilitator to flexibly combine formats — offline, online, hybrid,
or async — choosing the one that best fits the specific task, rather than relying on personal preferences.
or async — choosing the one that best fits the specific task, rather than relying on personal preferences.
This approach reduces overload, saves time, and helps make the most of live interaction where it really matters.
However, it also has its limitations: it requires the team to be more disciplined and self-organized since each session block demands preparation and full engagement from participants.
However, it also has its limitations: it requires the team to be more disciplined and self-organized since each session block demands preparation and full engagement from participants.
use it in preparation: structuring the session,
agenda, and scenarios
agenda, and scenarios
85%
rely on it for wrapping up and preparing materials
after meetings
after meetings
42%
right during the sessions.
But the number is growing: thanks to “smart” features in services like Miro, FigJam, and Notion
But the number is growing: thanks to “smart” features in services like Miro, FigJam, and Notion
select few
The good news: AI isn’t replacing us anytime soon.
It still can’t sense tension in the room, notice meaningful pauses, or navigate group dynamics. Creating space for honest, human conversation — that’s still the facilitator’s job.
AI has already become a growth driver — it helps speed up preparation, provides better visibility into structure, and ensures nothing important is overlooked. It frees up mental space and leaves more energy for what matters most — working with people.
AI is becoming an increasingly integral part of facilitators’ everyday work. It’s no longer just a toy, but a full-fledged tool — especially during session preparation and analyzing the company’s situation.
How facilitators use AI:
How facilitators use AI:
Here we go again with Artificial Intelligence
Trend #2
How we use AI at Co-Actors:
- During online meetings — for transcribing speech and creating brief summaries.
- For personal growth — self-reflection, analyzing leadership styles, and facilitation techniques after sessions.
- When preparing sessions — we ask AI to “critique” our plans and spot weak spots.
- After audits — we remove all sensitive data from survey and interview results (NDA stuff and what we learned through the “Vegas Rule”), then upload anonymized participant info to uncover key themes, pain points, signals, patterns, and analyze team culture.
- In internal brainstorming — we discuss not only our own ideas but also AI-generated ideas from different models.
Our approach: AI is useful — but it’s important to understand its limitations. An experienced facilitator will always double-check the plan and conclusions — and won’t hand over responsibility for the outcome to an algorithm. But using AI as a smart assistant? Absolutely worth it.
From “Ready-to-Wear” to “Haute Couture”
Back in the day, you could pick one training program and roll it out to a dozen companies without changing a thing. But nowadays, we’re seeing way more requests for customization that really fits the unique context.
Every program we deliver is carefully reshaped to match the specific business, role, challenge, meeting format, maturity level, culture — and even the energy level of the team.
Sure, it takes more effort, but it leads to a totally different kind of result. Businesses get exactly the impact they need right now. And because we stay flexible like this, we remain highly relevant and in demand.
Every program we deliver is carefully reshaped to match the specific business, role, challenge, meeting format, maturity level, culture — and even the energy level of the team.
Sure, it takes more effort, but it leads to a totally different kind of result. Businesses get exactly the impact they need right now. And because we stay flexible like this, we remain highly relevant and in demand.
In-house full-time facilitators are still relatively rare.
At the same time, many companies are cutting budgets for external consultants — and more and more are investing in building internal facilitation expertise.
As a result, interest in facilitation training is on the rise.
Growing the skill within the team — instead of bringing in a facilitator every time — is more cost-effective and sustainable for the business.
At the same time, many companies are cutting budgets for external consultants — and more and more are investing in building internal facilitation expertise.
As a result, interest in facilitation training is on the rise.
Growing the skill within the team — instead of bringing in a facilitator every time — is more cost-effective and sustainable for the business.
Facilitation training is the new black
Trend #3
Even senior leaders are getting interested in facilitation — C-level executives, department heads, and tribe leads.
More and more often, they see facilitation as a key part of their leadership role — and intentionally choose to learn it so they can apply it in their day-to-day work.
Being a leader in 2025 means knowing how to facilitate.
More and more often, they see facilitation as a key part of their leadership role — and intentionally choose to learn it so they can apply it in their day-to-day work.
Being a leader in 2025 means knowing how to facilitate.
In the past, our facilitation trainings were mostly attended by people from IT — product managers, scrum masters, and delivery managers.
But now, we’re seeing more and more HR professionals, team leads, analysts, department heads, and producers in the room.
Many of them say that facilitation helps their teams bring ideas to life more easily, resolve conflicts, and turn conversations into concrete actions.
Here’s what participants are saying about our facilitation training:
But now, we’re seeing more and more HR professionals, team leads, analysts, department heads, and producers in the room.
Many of them say that facilitation helps their teams bring ideas to life more easily, resolve conflicts, and turn conversations into concrete actions.
Here’s what participants are saying about our facilitation training:
Who’s learning facilitation in 2025?
These days, people come to us not only for classic two-day trainings or interactive workshops, but also for formats that help them actually apply facilitation tools in their day-to- day work. For example:
The requests vary — from very specific (“Help me design a plan for this one meeting”) to more systemic (“I lead meetings, but something’s off — help me bring in better practices”).
- Mentoring
- Case reviews
- Co-facilitation with an experienced trainer
- Stress-testing a strategy session plan
- Ongoing support for in-house facilitators
The requests vary — from very specific (“Help me design a plan for this one meeting”) to more systemic (“I lead meetings, but something’s off — help me bring in better practices”).
Facilitation training formats are evolving
Micro-trends in Facilitation Training
Training formats are shifting to fit team workflows. People want focused, practical learning without overload — fitting development smoothly into their daily routines.
We still run big certification courses, but requests for compact, flexible formats are growing.
The same topic can be delivered as a micro-workshop, a series of 2–3 sessions, and a 3-week marathon.
We still run big certification courses, but requests for compact, flexible formats are growing.
The same topic can be delivered as a micro-workshop, a series of 2–3 sessions, and a 3-week marathon.
Multimodal Learning
Short Formats and “Quantizing”
The idea of a 16-hour training over 4 days often gets the question: “When are we supposed to work?”
People prefer learning differently now: some content via sped-up videos, some through posts or long reads, some through reflection — and meet only for practice and group work like trying, discussing, and sharing.
This is blended learning — mixing live and self-paced, theory and practice, offline and online. We’re adapting to this more and more.
People prefer learning differently now: some content via sped-up videos, some through posts or long reads, some through reflection — and meet only for practice and group work like trying, discussing, and sharing.
This is blended learning — mixing live and self-paced, theory and practice, offline and online. We’re adapting to this more and more.
In times of crisis
Facilitation helps keep the focus on what matters most. Teams most often come with requests focused on efficiency: tough strategy sessions, reducing communication chaos, and cutting unnecessary processes. Here, the facilitator is not just a diligent driver of effective group decisions but also a partner who can advise on systematically working with meeting outcomes.
Facilitation helps teams make fast, high-quality decisions. When teams go through changes, restructurings, or rapid process shifts, the facilitator becomes a key support in adaptation.
They help create clarity and build alignment — often through crisis-management all-hands, cross-team sessions, and leadership syncs.
They help create clarity and build alignment — often through crisis-management all-hands, cross-team sessions, and leadership syncs.
During turbulent times
Any future demands clarity.
And facilitation is a great way to create that clarity — no matter the times. As a famous Potions Master once said...
And facilitation is a great way to create that clarity — no matter the times. As a famous Potions Master once said...
At Co-Actors, we always say one simple thing: engaging employees in decision-making through facilitation isn’t just a nice-to-have — it’s essential.
Facilitation engages people in change, gives them a sense of belonging, and restores ownership. This helps prevent procrastination, sabotage, and “quiet quitting.”
Facilitation engages people in change, gives them a sense of belonging, and restores ownership. This helps prevent procrastination, sabotage, and “quiet quitting.”
We believe the future of facilitation is a sustainable one.
Because facilitation has one key quality: it always adapts.
Until people learn to read each other’s minds and feelings, we still need to find ways to connect — to talk, listen, notice, and clarify.
Because facilitation has one key quality: it always adapts.
Until people learn to read each other’s minds and feelings, we still need to find ways to connect — to talk, listen, notice, and clarify.
What’s next for facilitation?
In calm times
Facilitation helps businesses grow and look ahead. There’s more room now for strategy development, growth, and launching new products. Requests for research, creativity, and team bonding are on the rise. All this gives facilitators more freedom to experiment and try new approaches.
Lyssa Adkins
Leadership Coach, Integral Facilitator, Author "Coaching Agile Teams", Pioneer in Agile Coaching
My vision for the future of facilitation is forged in the very conditions Oksana names — TUNA: Turbulent, Uncertain, Novel, Ambiguous.
In a world where even the acronyms will continue to change, facilitation will remain essential: a timeless capability for bringing people together to think clearly, feel courageously, and act collectively. It won’t be a “nice-to-have” — it will be how organizations metabolize complexity and co-create what’s next.
Facilitators will be called to do more than guide meetings — they will become stewards of human evolution. Facilitation will be a key pathway for helping people become future-fit: expanding their cognitive toolkit to meet complexity with clarity, deepening their emotional toolkit to remain grounded in turbulence, and creating flow through their energetic toolkit so that real change can move through systems. In this way, facilitators help individuals and organizations not just survive TUNA conditions — but grow wiser, more resilient, and more capable within them.
In a world where even the acronyms will continue to change, facilitation will remain essential: a timeless capability for bringing people together to think clearly, feel courageously, and act collectively. It won’t be a “nice-to-have” — it will be how organizations metabolize complexity and co-create what’s next.
Facilitators will be called to do more than guide meetings — they will become stewards of human evolution. Facilitation will be a key pathway for helping people become future-fit: expanding their cognitive toolkit to meet complexity with clarity, deepening their emotional toolkit to remain grounded in turbulence, and creating flow through their energetic toolkit so that real change can move through systems. In this way, facilitators help individuals and organizations not just survive TUNA conditions — but grow wiser, more resilient, and more capable within them.
Always.
If you’ve read this to the end, it seems we share a common interest
in meaningful sessions and effective work meetings!
Share your thoughts and impressions with us — we always appreciate feedback and connecting with like-minded people!
And we’re always happy to help you with:
in meaningful sessions and effective work meetings!
Share your thoughts and impressions with us — we always appreciate feedback and connecting with like-minded people!
And we’re always happy to help you with:
Facilitator training — from micro-workshops and mentoring to a full-fledged program for experts.
Support for teams and leaders — setting the rhythm of meetings, improving team processes, and integrating facilitation into daily work.
Founder sessions — for co-founders, partners, and C-level executives who want to align, agree on goals, roles, and strategy, and avoid falling apart at critical moments.
Facilitation of complex sessions — strategic, creative, or team sessions. Wherever a neutral position, confident guidance, and a clear result are needed.
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