move the room with energizers
Tools to inject energy into the process, get people moving, and have fun.
A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.
Ask participants to think about team conflicts that they’ve experienced. These can be from within or outside this current team, and within our outside the organisation.
They should do this individually, identifying as many significant conflicts as possible, going back a few years if they need to. Writing them in their notepads.
If people are bringing in examples from outside the team, encourage them to leave specific names out when describing conflicts, to preserve confidentiality.
Taking the historical conflicts that they've written down, ask them as individuals to rank each one from 1 to 3.
Introduce the Thomas-Killman model for managing conflict to the group. To support the explanation you could show them a video, or use materials from your own toolbox or elsewhere online.
Ask them to reflect individually, then discuss their reflections in pairs or threes on the following questions:
Based on the reflections in the small groups, ask each person come up with 2-3 guidelines for effective conflict handling that they think the group should follow from now on.
Ask everyone to share their guidelines with the whole group and agree on a set that everyone is happy to follow.
Write the guidelines up and share them digitally.
The purpose of this simple exercise is to demonstrate three key principles useful for creativity and idea generation: quantity is a condition for quality; building on the ideas of others; the ideas we come up with are usually all the same. The format is simple, with small groups standing and drawing apples. At the end of the exercise the whole group reflects and draws out learnings and reflections.
IDOARRT is a simple tool to support you to lead an effective meeting or group process by setting out clear purpose, structure and goals at the very beginning. It aims to enable all participants to understand every aspect of the meeting or process, which creates the security of a common ground to start from. The acronym stands for Intention, Desired Outcome, Agenda, Rules, Roles and Responsibilities and Time.
A short activity to run early in a program, focused on sharing fears, anxieties and uncertainties related to the program theme. The purpose is to create openness within a group. The stinky fish is a metaphor for "that thing that you carry around but don’t like to talk about; but the longer you hide it, the stinkier it gets." By putting stinky fish (fears and anxieties) on the table, participants begin relate to each other, become more comfortable sharing, and identify a clear area for development and learning.
A team-building activity in which a group is challenged to physically support one another in an endeavor to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.
This workshop aims to help participants define, decide and achieve their goals. By supporting participants to envision where they want to be in a number of years on a holistic level, and defining the steps that will take them there, participants get a clearer picture of the action they need to take.
This exercise is useful for bringing groups together, to create interpersonal bonds, and to build trust. Participants stand opposite each other and have 30 seconds to give appreciative feedback to the other person. The group rotates until everyone has given feedback to everyone else. It is often used as part of wrap-up activities, to create an energized feeling to leave with.