Risks of litigation and bad publicity arising from any of the above. To what extent does what other people think of us matter? - how well do we know and trust our own judgment, Johari Window
Career/New Business Planner page
training and business acronyms
Introduce the group to a project management tool(s) as appropriate, for example a Gantt chart, critical path analysis flow chart, or a 'fishbone' diagram. and helpful mutual awareness among team members, and useful insights for the facilitator/group manager. to all organisations and employers, especially where a diverse range of people-related capabilities is a clear organisational and/or competitive strength. What does this teach us about the importance of planning and strategy? ; also look at
team building activities guidelines
Split larger groups into teams of 8-10 and establish facilitation and review as appropriate, appointing and briefing facilitators since each team requires facilitation. The blue line is the outside edge of the paper or card. . Divide the group into a number of teams. According to Susan Ambrose, Senior Vice Provost for Undergraduate Education & Experimental Learning at Carnegie Mellon, game-based training is highly effective because it allows participants to draw connections between what they learn during the games and real-life scenarios. What do we tolerate in others, which might be an unreasonably generous reaction? The term 'pseudo-scientific' rightly applies to most concepts linked with positive behaviour, because they cannot be measured and substantiated in conventional scientific ways. Most people only ever knew she was a receptionist. It's always good to provide jugs of water anyway. Free Training activities, games,icebreakers, energizers and exercises. Team-exercises
Teams are not permitted to look at the reverse of the drawings (at other descriptions guessed) until they have decided on a description. DUTCHIE
Fold the slips of paper and put it into a cup or glass in the centre of the table, to enable 'blind'
Positive behaviour is sometimes described using the analogy of ripples from a pebble thrown into a pond - the effects radiate far and wide, and one day reflect back helpfully in ways that are difficult to predict beforehand, or to measure afterwards. to share with others on this webpage. There are some examples below, but you can define different scenarios depending on your situation and the needs of the delegates. contains guidance notes within a template tool. the new collection of Businessballs tree swing cartoons
you do it. what would you study? albums. This offers the option to award bonus points for a team which manages to identify
Giving a tight deadline will encourage the teams to share out the puzzles, which emphasises leadership, communication and use of skills and resources. portmanteau words
You are (depending on your religious standpoint) only here on this earth once. Only one sheet allowed - how many tiny balls can you get in the bin. difference and variation among people
(For example if two teams are playing, one team can be heads and the other tails. Serenity Prayer
What factors enabled teams to produce recognizable drawings? .
project management/planning tools and process, multiple intelligences theory and learning/thinking styles
At a more fundamental level, people can work in pairs to identify their own personal triggers for parent and child responses: Behaviours which can be traced back to a root cause or emotional trigger are typically for example: losing one's temper, especially with children and subordinates; feeling stressed and upset; exhibiting 'sour grapes' attitudes; messing around; being judgmental
Start with the stick (or whatever else is used) at ground height, raise it to shoulder height and lower it back to the ground. This is vitally important in understanding ourselves, others, and the way that human systems operate, in which subjective views are commonly more dominant than objective facts, figures and evidence. A knock-out championship is the obvious activity, but like marbles they are beautiful and will prompt lots of thoughts, memories, feelings etc.,
To illustrate this, and to explore how mental associations can 'colour' (US-English 'color') our worlds differently: Review and compare people's different colour associations, and - where people consciously know and are willing to share their reasons/associations - review these differences too. to a cold buffet, which depending on the weather and time of year, can be perfectly acceptable. This should ensure that the activity produces at least one successful demonstration of the task. Variation to instructions can be increased by asking the
Send your own ideas
If using the exercise as a quick icebreaker, or if time is tight, especially if group is large, think carefully about how many
How do we feel when being asked effective/ineffective questions? Allocate or ask the participants to identify an organization (or group, but can be a trend or a development) that they consider to be a competitor or threat. Making the most of diversity in staff and other people - often called
in any direction from one side to the other), and the strategic complexity of the challenge (determined by team size and number of obstacles - large teams of more than four or five people will also require a strategy for who performs what
Encouraging and enabling chatting between team members improves telephone communications skills since it involves using the telephone to develop understanding, mutual awareness, empathy and relationships between people. several or many yards away from 'the watched'. Dressing up - especially black tie, long dresses (and whatever the women will be wearing - no, seriously..).
Five balls is probably adequate for most teams of eight people. For groups of any size, and any number of teams, although the more teams, the less time should be allowed for broadcasts, so as to avoid people having to sit watching for long periods. There are many possible learning areas to review after this exercise, depending on your situation and development purposes, for example: Clean Language
Decide rules, timing, presentation, discussion, review, etc., to fit your situation. Thanks to R Chapman (no relation), for the contribution of this excellent exercise. To shorten the exercise into a quick icebreaker simply state the scenario and ask delegates to take 1-2 minutes to think of 3-6 leadership roles. The word poet comes from Greek - poÄ“tÄ“s - meaning 'maker'.
Try not to get into trouble with the local authority. or
Maybe combine with a visit to the swings. This is a simple exercise for goal-setting and making changes. Ask the team(s) to nominate a person among each team to be the 'victim', who must then stand away from the rest of the team, while the team members stare and sneer at the unfortunate isolated 'victim'. This exercise begins to address the practicalities. (Not necessarily, but arguably it's helpful if they do - it depends very much on how well the individual
Timings, numbers of questions and team size depends on the size of the group, for example: work as individuals for group sizes up to 9 people; in pairs for groups of 8-24 people; or in threes for groups of 15 and above. For example if working with competing teams you can arrange that each team has a 'shadow' or observer from another team to ensure no cheating, and also to give observer feedback in any reviews that happen afterwards.
Broadcasts can also be recorded for other staff to enjoy at later times. You will find other ideas on these pages which can be adapted for party games. For teams of three upwards, subject to the type and length of 'stick' used in the activity. makes things happen more than anything else in organisations. which helps explain about bringing compassion and humanity to teams and work. A socially responsible employer should be able to demonstrate they have
Organize your own buffet, or another type of catering. An additional point of interest is that a few grains of salt enables a very quick balancing 'trick', which is of course cheating. Coin groupings must be at least 12 inches (30 cms) from the edge of the table (i.e., any coin closer to the edge of the table than 12 inches does not count towards the grouping). What makes a classification positive/helpful rather than negative/prejudicial? Examples of other tasks you can use for this activity: You can use any task that group members basically understand and relate to, and importantly which breaks down into a sequence of inter-dependent activities and/or parts whose timing and coordination are necessary to produce a successful result. Incidentally you can tell the difference between a hard-boiled egg and a raw egg by spinning the egg. Split large groups into competing teams with their own equipment and table. At this time no
written code keys enables more complex codes to be developed, which is appropriate for bigger exercises, whereas not allowing written code keys encourages quicker simpler codes and is more appropriate for a quick game or ice-breaker. need a leader and tend to take longer than a pair or team of three. are too short become a problem. Johari Window
(And when other aspects of mutual awareness are not good?). Suggest or brainstorm some pointers to help people approach the task, for example: Discussion and presentation format and timings are flexible and at the discretion of the facilitator. the construction of a sort of cable-car solution, in which the tube can be pulled, suspended from strings acting as 'cables' threaded through the top of the tube, teams which discover that they can pass strings/control from one team member to another (which you may choose to allow or disallow - disallowing makes the task more difficult). Alternatively instructions can be written, in which case team members (not blind-folded) must negotiate the obstacle course walking backwards (obviously so as not to see the obstacles but to be able to read hand-held instructions). You can expand the exercise by splitting the group into teams and giving points and offering incorrect answers as bonus questions. been duly careful and diligent in minimizing such risks when organizing any work events. Refer (especially if the teams have idealistic compassionate roles/tendencies) to the 'zeitgeist' of our times: organisational ethics, 'Fairtrade', sustainability, corporate integrity, 'Triple Bottom Line' ('Profit People Planet'), etc., and have people
If it's not rigid it makes it easy for team members to maintain finger-contact. If you need help deciding on format, teams sizes, timings etc., refer to the
Lots people want to get started with game based learning, gamification and serious games in their training. did anyone think to add some diagrams?
Here are some scenarios to use with groups in demonstrating the effectiveness of open questions, and the ineffectiveness of closed questions, for gathering information efficiently. Other potentially useful reference materials, depending on the expertise and interests of the group are: A novel paper-cutting icebreaker exercise, played in pairs, or threes, or as a group. (Conkers of course get better with age, not vinegar, which just makes them smelly and soggy..).
have special expertise or interests which they'd enjoy sharing with others; great team activities can be built around many hobbies and special interests. Examples of situations to use for the activity and insert in the instruction: You can devise your own situations besides these to suit your purposes. Types of Games. Tips for working with syndicate groups for team building or training. Instead of trying to unravel the secrets of the karmic universe or the meaning of religious and spiritual life, we can perhaps understand better the effects of our own positive behaviour (or that of a group or entire corporation) by considering how we
with the passing of years. Love and Spirituality at Work
Are there advantages in preparing important questions, rather than relying on instinct or invention at the time? and
Intangible concepts like positive behaviour can often be better explored from a personal viewpoint, instead of using fixed definitions or rules. What factors led to drawings being unrecognizable?
' (feeling of the times) is for more meaning, humanity and corporate responsibility in work and organisations; the question is how to make it happen. Keep the exercise flowing - don't become stalled for a long time on discussion or disagreement which cannot be resolved correctly and quickly. Write a limerick about yourself/the organisation (agree the structure/rules of a limerick first). For example, subject to time available, encourage people to think through the stages of the process: The
I've been using training course materials for a number of years. The task for each team to identify as many seasonal factors related to and influential upon work/business/sales/customer-service/HR/recruitment/training (or any other function relevant to the group, at the discretion of the facilitator) for their allocated
The human perspective is obviously considerable, including the institutional position up to the August 2006 announcement. with no fingers losing contact with the tube. 'Cabaret'-style layout will also work provided
too. Review answers through discussion, brief statements, or presentations. These games integrate a strong narrative which drives the game’s progress. These doctored dice represent the availability and neglect of methods which offer better returns than the initial assumption, or 'received wisdom'. Each person must find a news story in the newspaper to which he/she can apply a motivational theory, by way of interpreting the story and being able to explain the story in terms of the chosen theory. Teams of three generally
Quizballs 48 Xmas quiz questions
You can also define certain areas or places for the teams to go (shopping centre, pubs, library, old folks home for example), although take care to ensure no nuisance is caused. (A different connection with each person, not a single connection that every team member shares.). Please use it carefully. How might a professional qualification be structured and accredited? and
. To what extent should we encourage and enable design and evolution of organizations and policies and
via conventional work-based training), and a greater sense of value, purpose, self-esteem and maturity. Touching people is understandably a neglected aspect of relationships and communications, especially in management and education relating to sexual harassment and child protection. A workplace social event is an opportunity for the organization to say thank you to its people. You can organise the group's response to each picture in different ways - in open discussion, or split the group into pairs or threes and give them a couple of minutes to prepare their interpretation for presentation and discussion in turn, or split the
The activity is based on the funny one-liner (often attributed to comedian Stephen Wright), which is deeper than first seems: "The early bird may get the worm, but the second mouse gets the cheese.". development forum gameshow activity
What emotions are probably universal across all cultures? Create your own, and ensure you clarify questions where ambiguity could exist. For groups of any size. Also cover 'workshops' and how to plan and run them - practical sessions dealing with real business issues, with real content and real action-based outcomes, including the team-building effect - use a real business issue as an example. Ask people as individuals to clear their minds, close their eyes, and to think of one word - just one word - which they feel best describes or encapsulates living a good life. If playing the game with individuals (for example in a small group of five), allow players two balls each. You'll get no agreement of course, but it will get people talking. is to write some instructions as to how to tie a shoelace. Each group member must hold at least one length of string connected to the transporter tube. How does good mutual awareness in a team enable greater delegation of responsibility, and generally better and easier performance? of less than ten, which obviously makes the exercise quicker. What does this teach us about achieving successful results? Conscious Competence model
Inappropriate use of phones/texting prevents people communicating and resolving issues face to face. or the training session. You can treat the activities as a competition by awarding scores, and/or run the activity
What's the difference between a light touch and a caress? 1. Refer to, explain and remember the
Examples of a 'whole group' instructions: Here are two simple ideas for groups which can each be developed and adapted to suit local situations. What will it/you be like, feel like, behave like, and what difference will the change make? attitudinal
to occupy the total number of team members, and obviously each team needs a suitably sizes table or floorspace to work on, so that all team members can be involved. increases the need for teams to consider having a signal for confirming to the leader that all members have correctly received the number. (Alternative motion: "England would have done better at the World Cup if the FA was run by women rather than men."). from our viewpoint. Teams can perform simultaneously or one after the other depending on the situation, as planned by the session facilitator, although activities like this are far more dynamic and exciting if everyone is involved at the same time. Sharing ideas and personal views also helps build teams and mutual
For example - three teams of three would be fine for a small group event, or ten groups of five would be okay for a conference. Under age discrimination legislation many customary
Coins may be shoved so as to move coins of own team, or teams may shove their coins to disrupt the groupings of other teams (which makes the game very tactical, and is reason for each team having similar coins since big heavy coins are generally advantageous
When selecting activities and ideas to use, much depends how knowledgeable your audience is. and relationships, in work and outside of work too, depend heavily on our being able to understand the other person's view, and what causes it to be different to our own. Who are the most famous people born locally? BLACPU
The game and games variations demonstrate the heightened concentration and focus which results from contest
Common examples are 'Pictionary' (the board game), the Chunnel (the channel tunnel), 'infomercial' (information and commercial advertising); avionics (aviation
VAK learning styles
Working with syndicates also encourages and
If you are a facilitator trying to imagine how it works, this might help.. At least three strings need to be connected to the top (open end) or near the top of the transporter tube, which keeps the tube upright and hanging from the connected strings being pulled tight by team members, and enables the tube potentially to be suspended
She worked part-time. Do we know how others are feeling and can best deal with stress and confusion, unless we ask? brainstorm
Here's the question. What you do with them is up to you. Multiple Intelligences and MI test
When people learn and experience new 'non-work' and 'life learning' capabilities and development, they achieve and grow as people, and this gives them many new skills for their work (especially the behavioural capabilities normally so difficult to develop
To help you develop
For this reason use a stick for the exercise
6. seconds to think and decide before asking people to reveal their choices and reasoning in turn. Then, (optionally) instruct the team to create a team logo or emblem and to cut out and colour the shape and fix to their coins using the blu-tack, like a little sail. For groups of any size. Understanding Onsite Training . Here is a
. Introduce penalties for dropped balls, dislodging/upsetting the receptor tube, team members moving illegally, etc. . ", organisational ethics and social responsibility, Gardner's Multiple Intelligences inventory, tips on working with teams and groups and exercises, origins of words, expressions and cliches, Free team building games, exercises, activities and ideas (page 1), More teambuilding activities ideas (page 2), Team building activities evaluation form and outcomes notes. Ideally start the activity with some discussion about how other people affect one's own self-perceptions - for example: "How do significant people in our lives affect the way we perceive ourselves?".
Players have to decide how close to risk leaving their balls to other balls, so it becomes quite a tactical exercise. Time: 5-20 minutes depending on group size and review discussion. Johari Window
Employees face problems in their work situations on a daily basis. Here are some ideas for bringing poetry into your workplace or school, whether for development activities or for the pure fun of it: Icebreaker ideas/group discussion questions -. as a pdf
The exercise is especially relevant for a group after a break, for example after holidays, or when a boost or intervention is required to help people shift habits or assumptions. Team building
You need a drill and string. (Write it down) - describe it as a clear, realistic and measurable outcome. Overly demanding work is a threat
If helpful structure your answer in terms of skills, knowledge, attitude/behaviour/personality style, experience. Additionally explore people's
Chiefly the exercise is for sales people, but can be used for anyone with responsibility to plan how to use their time, and especially how best to direct their efforts in order to maximise results and rewards. improve profits far more than ignoring ethical issues.
Team size of just three people is not ideal - the activity works best with six to a dozen per team, or even more subject to having a stick long enough. See also the
How does each side feel and what are their main complaints, feelings, needs and motivators? ) - it will be good for their own development and will lighten your load. Add other lines as appropriate. Companies all around the world use simulators and gamified tools to train their employees. Show the group a pile of coins and ask them to estimate the total value. If it helps your people to feel good and be good, then it will help your organisation
Not forgetting also the benefit for the facilitator, for whom these
Ask the group to comment on what they consider to be the 'high-yield' items - ie., the development items that will make the biggest difference to productivity, enjoyment, stress-reduction, service quality, business development, etc., and discuss this
4. Some relate this to 'duality'. to different people if you have them. The exercise can also be adapted for individuals to work alone, and could potentially be used in a group selection recruitment event, in which case group members people should be given time for research and preparation before the presentation day. First of all - use your imagination - you can simplify, adapt, shorten and lengthen most games and exercises. Explore everything, and show your people that you have a broader view about development - they'll have lots of ideas of their own if you let them see it's okay to think that way. generally exposes many more ideas and opportunities than normally arise from formal appraisal, surveys and training needs audits, or personal development review discussions. For groups of between four and twenty people - minimum eight ideally.
Be mindful of the time available for the activity and limit the complexity of the subjects accordingly. if you are in doubt about the acute stress which arises when anyone is threatened at the level of family, loving relationships, home, etc. In what situations are facial expressions especially crucial to communications and understanding? For pure laughs try the
These free team building games, ideas and rules will help you design and use games and exercises for training sessions, meetings, workshops, seminars or conferences for adults, young people and children in work and education or for clubs and social activities. People should have space to move around, and materials to create simple signs (for sub-group names).
- it's useful for all teams to have a balance of people who collectively can reconcile ideals with practicalities. - using chalk or coloured sticky tape (e.g., electrician's insulating tape). , use of words, etc), in which the
Each of the initiatives must focus on one of the Triple Bottom Line areas (profit, people, planet), and at the same time must support the other two TBL areas. Where possible employers should reward partners and families for their support and loyalty, rather than alienate them by creating selfish staff-only events.
This is especially applicable when planning role-plays in training for appraisals, job interviewing, counselling, disciplinary meetings, coaching, etc., when it's important to get people practising and observing techniques and learned skills. You can mention that spices like these are symbolic - they are small and natural, of relatively little monetary value, and yet have a remarkably powerful
more fun if it does not. As with so many of these self/mutual awareness activities,
Adizes Corporate Life Cycle model
N.B. Where people should draw and present their artwork attempts - and how large and how long is permitted for the effort - is all flexible and at the discretion of the facilitator. - numbered steps are usually best. the Triple Bottom Line exercise
winning. Or see the examples for simplifying the activities below. Anticipation and planning are vital. See also the
This exercise prompts a lot of thinking and useful debate about the differing 'organisational maturity' found across different types of organisations. 2. and solutions: Using a clean flexible new material like baking foil to express ideas is extremely liberating in today's world when people are so restricted and confined by PC's and computer screens. Additionally ask the group or teams what questions they would want to ask anyone in the picture to understand and interpret the situation. group into two teams and see which team can develop the best interpretation, and optionally, questions. See the acronym
You might start with a vision or dream or objective, but this cannot be achieved in one single move. personality types and styles
We can expand our range or opportunities by
Project plans can be presented, discussed and reviewed according to your own situation and timings.
Issue each person a piece of the picture. Some great leaders are born. Use your imagination and common sense to devise interesting and memorable
or counselling meetings, and for performance reviews, etc. This is a very simple quick and fascinating exercise to illustrate how people often have different views of the same thing, which is central to understanding
It is easy to become very narrowly focused on the organization and the community within it, without thinking of
. Review points, optional, chiefly for team play, for example: This is a quick adaptable exercise for small groups, or for large groups if split into self-facilitating teams, or alternatively pairs. - (basic needs - love, belongingness, etc), Tuckman's theory
A GOOD IDEA. And what does your own tree swing look like? Emergencies happen in seconds, minutes whereas simulation training can be delayed giving people more time to think about what they will do which reduces the pressure
- tips for motivational, development and team-building workshops, role playing process and tips
Almost the blink of an eye... Then ask the group to close their eyes, take a few slow deep breaths, and visualise.... (it's a bit morbid but it does concentrate the mind somewhat): You are very close to the end your life - perhaps 'on your deathbed'. (Some people prefer to map out a flow diagram, others
. If appropriate and helpful you can of course end the activity with a big group hug to show that everyone is actually still friends. The jigsaw
and helpful this can be. LUCID
The team leader must raise his/her hand to signal to the facilitator when group/team members have received the number correctly. You will think of many others more suitable to your own situation. The reason for this is that in terms of learning, training and development, what's good for people is good for the organizations in which they work. when delegates can work evenings in their team on the activities. Eggs with slightly pimply shells are much easier to balance than
The 'helium stick' exercise is amusing and effective its basic format, and can be adapted in many ways to support many different themes related to team-working and problem-solving. Teambuilding activities, especially with big groups, can become quite chaotic and difficult to control. Deal cards to each person as normal, but then teams can sort and swap cards between themselves so as to give the team of two or three the best chance of one (or two - it's up to the facilitator) of the sorted sets
Using colour can make the exercise more intuitive and the results easier to see, for example use green for pros and red for cons. Chant a repeating: "One, two, three - One, two, three.." timed at about two seconds for each repetition. The principle extends to behaviour, style, techniques, etc. Equipment required: paper and pens/pencils.
Review (various options depending on your situation): Exclude sex from highlights if there is a risk that it will unhelpfully distract, embarrass or be too dominant. As such this is a potent and flexible activity, for all ages, roles and levels. ethnic trends, etc. Discussion can be developed in various ways. The teams will assume they are competing against each other, but in fact there is only one jigsaw puzzle, and the pieces are shared out among the teams. More than one bin with different point values. For groups of any size. See the suggestions for stick types per team
What were good instructions and what were unhelpful ones? It's a very flexible concept; adapt it to suit your needs. The aim of the exercise is to get people thinking creatively and analytically. CRITWATNF
The words will always largely represent
If you know better and/or have pictorial evidence of a better solution please
Where the game is played between competing teams, the facilitator can choose to give a different number to each team (rather than require teams to communicate the same number). Cut the questions from the grid below, or create your own. Exercise variables at the discretion of the facilitator: Appreciating fundamental issues of competence and job profiling necessary for determining suitability, training and qualifications is quite a dry subject. As with this website as a whole, this training guide is oriented chiefly around what's good for people, rather than chiefly what's profitable for organizations. When group members have decided and written their list of the four animals in order of preference, you can then reveal the key for interpreting the results. Coins and banknotes are a part of our lives, and yet like other vital and ever-present aspects of our lives, their familiarity and constant presence cause us to ignore their details. Here is the instruction to group members to create the quiz: 1. Here's a simple example of the adjudicator's score sheet: For groups of any size. Shorten and concentrate the exercise by reducing the highlights time period from thirty to ten seconds, or lengthen and deepen the exercise by increasing the time period to ten minutes or an hour. Ensure each team's pieces appear initially as though they could be an entire puzzle in their own right. When the tube is in the correct position for tipping, 6 can pull, while the other three strings stay tight to keep the tube's position, or adjust as necessary. Think of a simple message or rule or principle of management/business/or other relevant function. Send your own games and activities ideas
Half return to room and try to match logos to people.
Fold each question and put them into a box, or the middle of a table. Players take turns to roll their balls. answers
), Johari Window
SMART principles within task delegation
money history and slang page
For young people particularly give a lot of freedom as to their chosen pieces - the point of the exercise is the speaking and the passion; the actual content in most cases is a secondary issue. Many organizations now seek more wholesome and responsible ways for team members to socialize, celebrate and bond at Christmas parties and other social events. connections with other parts of the world, amazing facts you never knew about (the region/country). ), Does each individual person (which represents a team or department) necessarily need to know what the end aim is in order to achieve the overall task? You - and/or the delegates - will be able to devise further questions relevant to your own training/learning situation. In her spare time she ran an international market-leading business, supplying
Socially responsible ethical employers should be doing all they can to reduce these causal factors - not to make them worse. First introduce to the delegates the
Tuckman's Model of Team Development Diagram, The Self as an Instrument in Strong Management and Leadership, Reflective Practice in Organisational Development and Culture, The High Performing Teams Equation: Passion + Practices = Performance, tips for checking that team building games and activities are suitable, guide to facilitating experiential learning activities, love, compassion, humanity and spirituality, buddha maitreya's japanese garden and meditation centre, Team-Building Activities Evaluation Form and Outcomes Notes, stress and its causes and how to minimise it and reduce it, notes on checking that games or team activities are appropriate for your situation, planning and running team building activities, Psychological Contract 'Iceberg' model diagram, Herzberg's Motivators and Hygiene Factors, multiple intelligences theory and learning/thinking styles, the new collection of Businessballs tree swing cartoons, Multiple Intelligences and/or VAK learning/thinking styles, multiple intelligence theory and learning styles, desert island or plane crash stranded survival exercise, personality perceptions relationships matrix, Rudyard Kipling's 'six serving men' verse, Sharon Drew Morgen's Facilitative Methodology, send me quizzes created using the above exercise to share with others, "He who dies with the most toys is nonetheless dead", "The great use of life is to spend it for something that will outlast it. for someone because of their age. - Not A Chance Til After Christmas. (based on the Four Temperaments/DISC model), multiple intelligences and learning styles, Â© competitor-partner grid concept alan chapman 2007. A player may roll or throw his/her ball at another player's/team's ball to dislodge it or achieve a position nearer the jack. Discuss how and why, and the value of experience. This activity takes about three minutes in its basic form and requires just a flip chart or equivalent. The exercise should confirm how positively we each respond to positive behaviour (and negatively to negative behaviour). This is particularly so if you want a competitive element, which is very effective in building teams and team spirit. We therefore benefit by improving our understanding of touch and using it appropriately, rather than avoiding it altogether. Easy way to start to the team building process. So why not throw quickly from the start to increase your chances? . N.B. The task for each team is to re-arrange the describers in sets of three beneath the appropriate name note, correctly allocating the describers to the 'owners'. For groups of 8-100 people, even more with suitable adaptation - this is a very adaptable game. What else happens while we ask questions, aside from the words between us? Instruct the group to ask closed questions to
I accept no liability for any untoward issues arising. This enables a tactile, fresh, liberating
No group member may handle a ball within six feet (two metres) of the receptor tube. project management
The demonstration is clearest if first people pour the drink and take a few sips indoors, and then walk outside, so as to compare the indoor and outdoor taste. . As already suggested, a really useful tone-setting idea is to have the bosses and executives take a leading role in serving and waiting on the staff. Use these activities sensitively. What does the boss's/teacher's tree swing look like? This is a simple twist to bring any quiz or question to life, and add a wonderful dimension for developing and demonstrating the power of successfully communicating and engaging with other people. How easy was the understanding between team members? Progressive modern organisations
specialist categories according to above presentation criteria, e.g., best historical item, best entertainment item, best amazing fact, etc. This will prompt discussion and expectation. If in doubt, make some newspaper towers instead. Materials required are simply two packs of playing cards (or more packs, depending on group size). See also the articles section about
Becoming an expert in team building is a wonderful career speciality to pursue. Positive behaviour in an organisation could be compared to hundreds of pebbles in a pond every day. Approach a salesperson (or person with similar responsibilities) with a handful of dice. How you actually truly want to be - without influence of what other significant people in your life feel and think about you. This is a brave initiative, although most organisations are now beginning to understand that the concepts are real and will eventually be irresistible. disagree - what are the important reference points in making these judgements? Again this can be a useful mini-exercise in its own right.). How did we feel when fingers lost contact?
Use a suitably sized square or other shape of cardboard instead of a stick. Emphasize the need to communicate and explain the change to people affected by it. Discussions can be in pairs or threes. Trees are very spiritual and symbolic of many modern issues and challenges, and can be used to prompt all sorts of discussions and ideas. planning, company reputation and image. more pressure is put on the team if only one set of instructions is given - less pressure results from giving each team member a copy of the task instructions. What facial expressions are easiest to misread or fake? section of the sales training page. What do we dislike about others, which might be an unreasonably harsh reaction? Or play big 'marbles' instead - best on a square playing area - in which players eliminate other players by rolling their ball to hit another player's balls. One bin per team with point deductions for opposing team missiles successfully deposited. Three things they'd like to be able to do better for their jobs, (and if the organisation supports and enables 'non-work' and 'life learning'): Three things they'd love to learn or do better for their life in general - anything goes. spots or stars, etc.). , and can easily be tailored to incorporate team-briefing principles. Ask people to think of examples - there are lots of them, such as: 2. not competition. Or - if review time is limited or if it suits your purposes better - ask people to review/discuss in pairs. If helpful,
activity, to provide useful indications of candidates' skills and capabilities in a variety of areas. goes first - for introductions, speaking, presenting, etc) and also for splitting a group into smaller teams, threes or pairs.
is particularly relevant. The stick (or any alternative item being lifted) must be rigid and not too heavy to outweigh the initial 'lift' tendency of the team size. to a contentious subject. It's actually not at all easy to draw a good-looking ampersand, especially if team members are not able to see the symbol to copy it. After the share-out all the children have a sweet but one sweet remains in the bag. Be mindful of age and health issues, and structure the activities accordingly, for example allowing those who prefer not to skip to be twirlers or coaches or judges. The exercise also illustrates
This immediately identifies collective training priorities. The activity is simply to ask people to draw the ampersand symbol - serif or sans serif - or a more stylised version - at the discretion of the facilitator. You may nominate specific models, or seek examples of models from the group, then write these on pieces of paper, fold, and have people pick them 'blind'. to group members and to performers
This game can be played by very large groups, in teams, for example at conferences. a name to describe a particular problem or challenge within the organisation (agree or state specifics or a range as appropriate), and then a name or names for remedial action(s), a name (or names) to describe the most important skill(s) or attribute(s) for given roles within the organisation (this is a useful way to look at job skills, which are commonly not described or stated very well, and which of course are under pressure
in causal and influential factors. Ask people to select in advance a great speech, verse, piece of poetry, news report, etc., to deliver to the team or group. Etc., etc. . How so? Games offer a fun alternative to boring drill and practice exercises or multiple-choice exams. (Incidentally sprouts smell
This seems a lot, but it's very reasonable if seeking to produce a good sized result to stick onto a wall. humanity
in teams.). development, to personal life philosophy and values, personal and self-development, and (if ideas are expressed or presented) also provides helpful insight for team leaders, facilitators, trainers, or recruitment selection observers
What would the (xyz) department's tree swing look like?
This is probably due to the fresh air being smelled and tasted along with the drink. Team building games, exercises, activities
is helpful in explaining the value of self- and mutual-awareness. The group must work together to achieve the task: Given the variation and interesting dynamics within this exercise
If you had to lose one sense, what would it be? . Preparation in advance by the delegates is optional and in some situations recommended for presentation skills and public speaking courses. An employer's duty of care (and potential liability) at corporate events traditionally was fulfilled by ensuring no-one tripped over the electrical cable for the overhead projector. Optionally you can first establish what sort of learning qualifies to be mentioned, or leave that aspect open because it's obviously an interesting debate in itself which tends naturally to arise from the discussions prompted by the question. closed questions
It can be shortened to a two-minute icebreaker, simply to agree the 6-10 roles, or expanded to incorporate all sorts of issues and reference models and tools, depending on the development aims and needs of the delegates. until the last moment. Each train passed successfully through the tunnel and was able to continue its journey without stopping
This exercise can also be adapted to provide a more modern and meaningful interpretation of the
FOR THIS REASON PARTICIPANTS SHOULD BE SENSIBLY EQUIPPED FOR THIS ACTIVITY, FOR EXAMPLE, COATS, HATS, SCARVES, GLOVES AND BOOTS ARE
Or several of them. The activity is for diverse groups (mixed age, race, gender, religion, and/or other types of people), but the exercise will be useful for groups of apparently less diverse nature too.
Explore implications and issues. … Large groups can be spilt into teams (of 3-6 people). - individually, or in pairs or teams or as a whole (depending on your situation and aims) -
presentations. The number of aspects is variable and at the facilitator's discretion, and should ensure there is sufficient for each team member to be involved: During the presentations, for which you should issue appropriate timescales, the members of the conference or group vote on the best presentations according to pre-announced criteria (examples below), and as an additional incentive you can ask each team
love, compassion, humanity and spirituality
. Here are some simple ideas for baking foil exercises. We do not react to change in the same ways. Drawings are awarded two points for each exact correct description achieved, or a point for a partly correct description. more: N.B. This relates to risks of making assumptions, and the merits/risks/surprises associated with guessing, short-cuts, working from habit/instinct, etc. an initial review you can change the sides to ensure everyone experiences watching and being watched. Much energy is wasted developing and implementing competitive strategies, which often can either be avoided altogether (because the threat is vastly lower than believed) and/or which can better be channelled into collaborative partnership strategies (which
See Peter Middleton's
Optionally the questions can be devised before the readings, which makes the listening challenge easier since there is no interruption or distraction between the readings and the questions. Teams need to be given suitable time for planning and preparation and rehearsal. Then (optionally) if you've time, try to roll them all together to conceptualise some sort of celebratory extravaganza for all of humanity that will please everyone, and that we might be able to fit into
People of all ages have fantastic fun making models - it's a chance for people to discover talents they never knew they had, and for lots of laughter from one's own efforts and seeing other people's efforts too. Ask everyone to text a friend (or two or several friends each) whom they know to be keen in responding to text messages. Split into pairs, threes, or work teams and review as appropriate, or run the activity as a quick ice-breaker. The design of the conker and its prickly casing are a marvel of evolution.
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