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Facilitating effectively is about creating a climate of authenticity among people. Authenticity creates energy and ideas that allow group members powerful new insights into the group's collective abilities. As facilitators, we use our collective abilities and skills to work with people and groups to blend process (how people and groups work together) with content (what are the tangible group and personal outcomes and expectations). Our facilitation style focuses on blending the needs of each individual with the group's ability to self-learn.

People learn best from experience helping team members to internalize ideas while sharing differing perspectives. A group-created "learning environment" fosters new behaviors and ways of viewing problems providing unlimited potential for new ways of working together and solving everyday work place issues. On the micro level, we will not prescribe remedies or give recipes to groups. The change process for any system or organization starts first with each individual.

A critical part of looking at the larger organizational change process involves getting individuals and groups to be more conscious of how they work and learn together. Working groups of people need to create their own operating environment before addressing larger systemic change issues. This empowering process, when done with a functional work team, creates a synergistic environment that reinforces the belief that together we can accomplish much more than as a group of individuals. People learn best from experience so, when helpful and appropriate, we use experiential exercises to assist team members with internalizing a concept or sharing A perspective. This experiential based approach creates a safe working environment so that each team member can be fully engaged and contributory. The resultant new behaviors and ways of working together provide incredible opportunities for growth and movement. On the macro level, organizations are at a crossroads in their understanding of how people can best work together to create great things. The past (and still present) paradigm for organizational structure has been constructed around the process of assimilation and homogeneity.

Traditionally, organizational members had been expected to fit in and/or change themselves to meet the larger needs of the organization or group. Often these larger needs were dictated by a relative minority at the expense of the majority. The cost to this disempowered organization has been that much energy went into the maintenance of the status quo at the expense of new ideas and approaches. Instead of engaging in their creative energies and solving problems, employees spent time and energy covering their tracks or simply doing enough to get by (fit in). It is imperative in our present day organizations to create new systems where people are central to the success of the larger organization. That success will be defined by creating viable avenues and organizational structures where difference is not only be valued but sought after and conflict is seen as helpful and necessary. Each person in the organization will be valued for who they uniquely are and their contribution to the greater good of the organization. It is this philosophical approach that makes Inclusivity led sessions so personally powerful and productive.