Facilitation
We help teams communicate, make decisions, and move forward ambitiously.
Fasilitavimas – tai profesionalus grupių darbo vedimas, kai neutrali trečioji šalis sukuria saugią erdvę, struktūrą ir procesą, kad dalyviai patys pasiektų aiškius rezultatus. Kitaip tariant, tai gebėjimas „padaryti lengviau“ – nuo sudėtingų diskusijų iki sprendimų priėmimo.
Why is this important?
- Deeper engagement and balance. A good facilitator ensures that all voices are heard, discussions remain on topic, and results are concrete.
- Better decisions in less time. A purposeful meeting structure and clear roles help groups to reach consensus and make decisions more quickly.
- Unlocking collective intelligence. By methodically guiding the process, the team generates stronger insights than individuals working alone.
- Professional standards and competencies. We rely on the core competencies of the IAF (International Association of Facilitators) – from group dynamics to ensuring results.
- Contemporary leadership. Increasingly, the success of teams is determined by "super-facilitation" skills—the ability to manage energy, distribute attention, and create clarity.
When is it worth choosing facilitation?
- Strategic sessions and coordination of priorities;
- Discussions on changes and reorganizations;
- Cross-functional teams' "stuck" topics;
- Product/operation problem solving, ideation creative workshops;
- Clarification of values/team principles and agreements;
- Complex meetings to reconcile interests with many interested parties.
Talk 2 Grow process. How do we work? ?
- Refining the task. Goal, success criteria, participants, limitations. (Short interview with the client)
- Session design. We select methods, agenda, visualizations, and decision-making logic.
- Leading. Neutral moderation, time and dynamics management, engagement balancing, clear artifacts (decisions, action plans).
- Conclusion and follow-up. Summarizing results, responsibilities, timeline, meeting hygiene recommendations for the future.
Rezultatai, kuriuos gaunate
- Clearly defined decisions and priorities;
- Agreed provisions, rules, and "who is responsible for what";
- A specific action plan with deadlines;
- Shared ownership: decisions are made together, so they are better implemented.
Why Talk 2 Grow ?
- A neutral but demanding attitude. We balance between a safe space and purposeful progress.
- In-depth knowledge of organizations. We work with various business organizations, the public sector, technology, manufacturing, and service companies—we adapt processes to different cultures.
- Method library + clear artifacts. From problem framing to decision protocols, based on international practices.
- Visible change in value. Shorter meetings, more balance and clarity, higher quality decisions.
- Strategic workshops (0.5–2 days)
- Board/STEERCO sessions (3–4 hours)
- Product/operations decision workshops (2–6 hours)
- Moderation of conflict resolution (as needed)
- Large group events with a team of several facilitators
Frequently asked questions (FAQ)
No. Facilitation involves process design, group dynamics, and "capturing" decisions. The manager remains the owner of the content, while we are the owners of the process.
Yes, especially when neutrality is required, when different interest groups are involved, or when the topic is politically sensitive—an external role reduces bias and helps to unlock collective intelligence.
For a standard session, 60–120 minutes for the interview and a few steps to coordinate the agenda; for longer sessions, additional qualitative preparation.
Let's talk
- Want your team discussions to turn into decisions?
- Write to us – we will agree on the goal, suggest a format and investment.
- info@talk2grow.lt
- +370 659 09 194
We appreciate the trust you place in us
Customer reviews
We are delighted that Kaunas University of Technology is successfully integrating the Talk to Grow tool into its annual review process. Although we have only been using these cards for two years, we are already seeing significant changes.
We always strive to ensure that annual reviews in our organization are open and focused on mutual feedback. We have to admit that in the past, these reviews were more formal—we focused mainly on evaluating the achievement of goals and setting new ones. However, there was often a lack of open dialogue between managers and employees about mutual expectations and deeper understanding of each other.
At first, the Talk to Grow cards seemed like a game, but once we started using them, we realized that they help create more effective, deeper, and more open conversations. They allow us to touch on even complex topics that were previously uncomfortable to discuss.
From our experience, we can say that this is an excellent tool for promoting a culture of openness. We highly recommend trying this method for organizations that seek to promote a culture of open collaboration and create an inclusive work environment.
To summarize the managers' insights, we could say that the game is an excellent tool for taking a regular one-on-one conversation to the next level. It enables both the manager and the employee to talk openly, strengthen their relationship, and touch on topics that are sometimes forgotten in the rush of work but are also very important.
The training session "From Chaos to Results: Meeting Mastery for Managers" was useful and practical. It reminded us of truths we had already heard, but also provided new insights into organizing meetings—how important it is to maintain structure, reach clear agreements, and not waste time on unnecessary discussions. Practical tasks revealed why we sometimes stray from the topic and showed how important it is for a manager not only to listen but also to hear their colleagues in order to make more accurate decisions. Such training takes you out of your comfort zone, allows you to evaluate yourself as a leader, and reminds you where the fundamental mistakes lie. The tandem of lecturers provided a lot of practical experience and helped to look at meetings from a new perspective.