Cohort Groups and Recommended Numbers of Participants  

Fresh Perspectives and Expertise

External facilitators bring new ideas, approaches, and industry insights that internal employees might not be exposed to, potentially driving innovation and improvement. 

Objectivity and Neutrality

Being independent, external facilitators provide unbiased guidance and can manage sensitive topics more neutrally, which is beneficial in complex team dynamics or organizational changes.

High-Level Specialization and Experience

They often have specialized skills and experience in facilitating challenging or highly specific topics, having worked across different organizations and settings.

Enhanced Credibility

The involvement of external experts can enhance the perceived credibility of Everything DiSC programs, especially on complex subjects where external validation is important.

Higher Costs

Hiring external facilitators can be more expensive, particularly if travel or premium rates apply. Regular external training sessions significantly increase training budgets.

Less Organizational Familiarity

External facilitators may require more time to understand the organization's culture and dynamics, which could impact the effectiveness and relevance of training.

Possible Disconnect

There is a risk that external facilitators might not fully align with the company's values or the specific nuances of its internal processes, potentially leading to recommendations that are not feasible or well-suited to the organization's actual operating environment.

Dependency

Relying on external facilitators might create a dependency, where the organization feels unable to handle training and development internally, which might affect long-term capacity building.

Clearly Define Objectives

Ensure that the goals and expected outcomes of the training are clearly defined and communicated to the external facilitator.

Provide Comprehensive Briefings

The external facilitator should be thoroughly briefed on the organization's culture, values, and specific needs to tailor the training effectively.

Regular Feedback

Establish a system for regular feedback and check-ins during the training process to ensure alignment and address any emerging issues promptly.

Confidentiality Agreements

Implement strong confidentiality agreements to protect sensitive information and maintain trust.

Integration Plans

Develop a plan for integrating the insights and strategies introduced by the external facilitator into ongoing internal practices to ensure sustained impact.

In-depth Organizational Knowledge

Internal facilitators have a deep understanding of the company's culture, processes, and history. This enables them to tailor training sessions that are directly relevant and resonate more with employees.

Cost-Effectiveness

Using an internal facilitator can be more budget-friendly over the long term, especially if frequent training sessions are needed. There are no additional costs, such as hiring fees or travel expenses.

Long-Term Engagement

Internal facilitators can continuously reinforce learning principles and track development progress over time, facilitating sustained learning and integration of new skills.

Building Internal Capabilities

Developing facilitation skills within the organization can help build a pool of competent facilitators who can address various training needs as they arise, enhancing organizational capacity.

Potential Bias and Blind Spots

As part of the organization, internal facilitators might have existing biases or be perceived as having biases that could affect the openness and honesty of feedback and session participation.

Limited External Perspectives

Internal facilitators may lack exposure to different industries or innovative practices that external professionals might bring.

Resource Allocation

Allocating internal staff to facilitate sessions can strain resources, especially if these employees also have other roles and responsibilities within the organization.

Continuous Professional Development

Provide ongoing training and development opportunities for internal facilitators to ensure they are exposed to new ideas and methodologies.

Rotation and Fresh Perspectives

Rotate internal facilitators periodically or bring in guest trainers to keep the training content fresh and engaging.

Clear Boundaries

Establish clear boundaries to minimize biases and ensure that facilitators can maintain objectivity.

Feedback Mechanisms

Implement robust feedback mechanisms to continually improve the training sessions based on participant insights and experiences.

Balancing Responsibilities

Ensure internal facilitators have sufficient time and resources to dedicate to training without compromising their other responsibilities.

Comprehensive Expertise

Combines the in-depth organizational knowledge of internal facilitators with the specialized skills and fresh perspectives of external experts. This enhances the Everything DiSC training content, making it relevant and enriched with diverse insights.

Enhanced Credibility

The involvement of external experts can enhance the perceived credibility of the Everything DiSC programs, especially on complex subjects where external validation is important.

Flexibility and Resource Efficiency

The hybrid model allows organizations to manage resources more efficiently. Internal facilitators handle the bulk of ongoing development needs, while external facilitators can be brought in for specialized training or during peak periods, reducing the strain on internal resources.

Continuous Learning and Improvement

Internal facilitators can learn new techniques and skills from their external counterparts, enhancing their training capabilities. This ongoing professional development helps maintain high standards of facilitation within the organization.

Customization and Relevance

External facilitators can adapt their knowledge to the organization's specific context with insights from internal facilitators, addressing unique challenges and needs specific to Everything DiSC.

Coordination Challenges

Strong coordination and communication are required to ensure consistency in training objectives, methodologies, and outcomes. Misalignments can lead to mixed messages and diminished training effectiveness.

Potential Conflict

Differences in training styles, methodologies, or personality types between internal and external facilitators might lead to conflicts, affecting the training environment and outcomes.

Increased Costs

While more resource-efficient in some respects, a hybrid approach can lead to increased costs compared to using only internal facilitators. Budgets must account for external facilitator fees, including travel and accommodation expenses.

Dependency Risks

Developing a dependency on external facilitators for certain types of training might inhibit the development of internal capabilities in those areas over the long term.

Confidentiality and Security

Introducing external facilitators into sensitive internal training sessions can raise confidentiality and data security issues. Strong agreements and trust are crucial to mitigate these risks.

Establish Clear Roles and Responsibilities

Define specific roles for both internal and external facilitators to avoid overlap and ensure accountability.

Align on Training Goals, Content, and Methodologies

Ensure all facilitators are aligned on the objectives, content, and methodologies of Everything DiSC to provide a consistent training experience.

Facilitate Regular Communication

Hold regular communication and feedback sessions among all facilitators to share insights, progress, and challenges.

Encourage Learning Opportunities

Allow internal facilitators to learn from external experts through shadowing, co-facilitation, and post-training debriefs.

Carefully Select External Facilitators

Choose external facilitators based on their compatibility with the organizational culture and experience working in hybrid environments.