Leadership through Systemic Moderation: 5 tips for better meetings

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Meeting Culture in Germany: The Manager comes too late, the seat neighbor looks at his smartphone and the rest of the staff discusses endlessly with no apparent goal. Systemic moderation can change that. Best of HR – Berufebilder.de®

Here writes for you:


Michaela Stach Best of HR – Berufebilder.de®Michaela Stach is a moderation expert.


From the author:


Moderation - the attribute of the executives

Company Today, they are acting globally, in projects, joint ventures and changing teams. We are constantly entering into new relationships, whether with customers, employees or partners. Proper communication within these groups is an essential part of productive work processes.

But in many meetings you ultimately turn in circles. As a systemic moderator, one could establish a productive communication culture - a competence that is extremely important in today's working world.

New facilitation skills for executives

For managers today, this means that not only technical knowledge is required, but above all skills that also meet the term “leadership”: leading, motivating teams and at the same time offering enough space so that employees can develop creatively.

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The training as a systemic moderator conveys these competences, which make it possible to take an exciting outside perspective as well as to understand facts, data and facts as well as the sensitivities of the employees and to integrate them into the solution finding.

6 tips for systemic moderation

Use the following 6 tips to learn how to establish a more efficient communication culture as a systemic moderator

1. Communication needs moderation

Communication is the basis of all cooperation. So that everyone knows what to do, it needs a common language - but often we talk past each other. Talks transport information and increase the efficiency of the common work processes - at least in theory.

In practice, team discussions are often information deserts in which the agenda is processed point by point dröge. But meetings are more complex than a standardized information exchange between people. That's why they need clear framework conditions - this is where the moderator comes in!

2. Be neutral intermediary instead of Alphatier

The role of the systemic moderator is clearly defined: He is a supportive companion in the meeting process, not an expert in content, and certainly not an Alphatier, which attracts all attention. Openness towards all participants and a deliberate holding out of professional discussions are basic prerequisites for a successful moderation.

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The moderator, however, has the task to keep an overview and to integrate all the ideas, opinions and opinions of the participants at any time. In doing so, he must primarily maintain the attitude and communicate authentically that all employees, colleagues and project partners can make an enriching contribution to solving a problem. If this is the case, the heterogeneity and diversity of the group can be used in a targeted manner with its different experience values.

3. The big picture in view

Group dynamics are highly complex as not only completely different personalities meet in different relationships, but rigid hierarchies additionally hinder free communication. At this point the systemic moderator is in demand, who has the whole group in view, in confrontations straightforward - without evaluating - and the group repeatedly guided on their way.

Preliminary work is important - but the moderator has to be able to act flexibly at all times: The meticulously prepared moderation can be completely overridden by a single verbal message. However, the composition of the group, including hierarchical conditions, should be checked very carefully in advance in order to pick up each participant where he currently stands.

In general, the moderator must make it clear that each individual employee has their own individual view of topics and the other group participants. Although everyone is looking for a common cause, everyone sees something different. The task of the moderator is to match the perceptions and expectations of the group participants.

4. Care for appreciation

These expectations, and sometimes even fears, must always be met in an open and respectful manner. The appraisal of the participants and contributions is given in the systemic moderation and is regarded as a prerequisite for productive meetings. This open communication is intended to ensure that not only the boss comes to the floor but, at the right moment, the one who can contribute a constructive comment or an effective approach to the solution.

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esteem spiegelt is also reflected in the error culture that is lived: Are errors addressed immediately and rectified, or are mistakes made behind the back or directly to the boss? Here, too, the moderator is asked to promote the constructive handling of mistakes and to avoid accusations among the participants.

5. How to reach all participants

By systematic moderation, you can reach all participants in a group without worrying about frustration or overload. Through open communication, new ideas can be adopted and implemented much faster, and fall cords can be cleared in advance.

In addition to the clear structuring of the meetings, it is above all possible to avoid endless discussions, which often have power games and wrangling among each other. With systemic moderation, a real joint design of the company opens up, without filter bubbles forming or rigid hierarchies, wise employees mundtot and great ideas to the pipe crepler make.

Conclusion: What brings systemic moderation?

Ultimately, the smart moderation leads to more creativity and satisfaction within the group, which has a significant impact on the business success of the company.

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  1. Job college

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