{"id":808,"date":"2026-10-08T06:34:16","date_gmt":"2026-10-08T04:34:16","guid":{"rendered":"https:\/\/www.mariaelenaluccerini.com\/?page_id=808"},"modified":"2026-11-13T10:02:12","modified_gmt":"2026-11-13T09:02:12","slug":"faq","status":"publish","type":"page","link":"https:\/\/www.mariaelenaluccerini.com\/en\/faq\/","title":{"rendered":"Frequently asked questions"},"content":{"rendered":"\n
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Frequently asked questions<\/h1>\n\n\n\n
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How can I tell whether this work is right for my situation?<\/a><\/p>\n<\/div>\n\n\n\n

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How is a programme put together?<\/a><\/p>\n<\/div>\n\n\n\n

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Practical details<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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01<\/p>\n\n\n\n

How can I tell whether this work is right for my situation?<\/h2>\n<\/div>\n\n\n\n
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Do I need to know exactly what the problem is already?<\/summary>\n

No<\/strong>. In fact, the opposite is often true.<\/p>\n\n\n\n

The organisation can sense that something is not working, but cannot yet identify the problem precisely. Or, during the initial discussion, it may become clear that the stated difficulty is only part of a wider situation.<\/p>\n\n\n\n

That is why the first step is to explore the context together, clarify the problem, define the objectives and identify the practical outcome we want to achieve.<\/p>\n\n\n\n

Defining the problem well is already part of the solution.<\/p>\n<\/details>\n\n\n\n

Do you work only with businesses, or also with public and non-profit organisations?<\/summary>\n

I work with private businesses, public organisations, institutions, associations and non-profit organisations.<\/p>\n\n\n\n

The method changes to suit the context, not the sector.<\/p>\n\n\n\n

The challenges of leadership, collaboration, decision-making, learning and transformation arise in many different kinds of organisation.<\/p>\n<\/details>\n\n\n\n

Do you also offer team-building and company events?<\/summary>\n

Yes<\/strong>. I design activities purely for entertainment or team cohesion, as well as events that use the opportunity to address a real organisational challenge. In the latter case, each workshop or event is designed so that people can work together towards practical objectives, strengthen collaboration and leave with useful outcomes that last beyond the session.<\/p>\n<\/details>\n\n\n\n

How many people can you work with?<\/summary>\n

For workplace learning programmes, I generally work with groups of 5 to 30 participants<\/strong>.<\/p>\n\n\n\n

For workshops and facilitation processes, I lead groups of 2 to around 80 people<\/strong>.<\/p>\n\n\n\n

For larger events, I work with other professional facilitators, maintaining the same methodological quality with groups of up to 300 people<\/strong>.<\/p>\n<\/details>\n\n\n\n

What is the difference between facilitation, training and consultancy?<\/summary>\n

They are three different ways of working, and can also be combined within the same project.<\/p>\n\n\n\n

Training<\/strong><\/p>\n\n\n\n

The aim is to develop new knowledge and skills.<\/p>\n\n\n\n

I combine theory, experiential activities, reflection and practical application.<\/p>\n\n\n\n

Facilitation<\/strong><\/p>\n\n\n\n

I do not bring content to teach.<\/p>\n\n\n\n

I design and guide a process that enables the group to discuss issues, make decisions, build shared understanding and achieve a practical objective.<\/p>\n\n\n\n

Consultancy<\/strong><\/p>\n\n\n\n

I help the organisation turn what emerges from workshops and programmes into actions, tools and working practices.<\/p>\n\n\n\n

Many projects combine these three approaches at different stages.<\/p>\n<\/details>\n\n\n\n

How do I know whether we need facilitation, training or both?<\/summary>\n

It depends on the situation and the result you want to achieve.<\/p>\n\n\n\n

Facilitation<\/strong> is useful when the necessary knowledge is already in the group, but a process is needed to help people exchange views, bring different perspectives together, make decisions or create a shared outcome.<\/p>\n\n\n\n

Training<\/strong> is more suitable when people need to develop knowledge, tools or skills they do not yet have, or need to practise and strengthen.<\/p>\n\n\n\n

In many projects, the two approaches complement each other. Training introduces new concepts and tools; facilitation helps people apply them to a real organisational challenge, turning them into shared decisions, practices and ways of working.<\/p>\n\n\n\n

For example, a leadership team might first explore tools for listening, dialogue and decision-making, then use them in a facilitated process to address a practical problem.<\/p>\n\n\n\n

We decide which approach to take during the initial needs analysis. We do not start with a format to sell, but with the problem, the objective and the outcome the organisation wants to achieve.<\/p>\n<\/details>\n\n\n\n

What subjects do you work on?<\/summary>\n

For training<\/strong>, I design programmes on subjects such as leadership, collaboration, communication, feedback, problem-solving, change management, conflict management, time management, customer focus, goal-setting, decision-making, innovation, facilitation, systems thinking and interpersonal skills.<\/p>\n\n\n\n

For facilitation<\/strong>, there are no set topics. It is a way of working that can be applied to any organisational challenge: setting a strategy, managing change, improving collaboration, designing a service, engaging different stakeholders, making complex decisions or building a shared vision.<\/p>\n<\/details>\n\n\n\n

What makes your work different from traditional training?<\/summary>\n

Learning is not simply the transfer of content.<\/p>\n\n\n\n

People learn above all through experience, discussion, reflection and experimentation.<\/p>\n\n\n\n

That is why my programmes combine practical work, dialogue, exercises and application to the real context.<\/p>\n\n\n\n

The aim is not simply for people to learn something during the day.<\/p>\n\n\n\n

It is for the organisation to develop capabilities that last and become part of how it works.<\/p>\n<\/details>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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02<\/p>\n\n\n\n

How is a programme put together?<\/h2>\n<\/div>\n\n\n\n
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How do you design an intervention?<\/summary>\n

Every programme starts with a discussion with the client and is designed around their needs. The design usually has three stages.<\/p>\n\n\n\n