move the room with energizers
Tools to inject energy into the process, get people moving, and have fun.
This activity supports participants to reflect on a question and generate their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with it. Participants work in groups of three and take turns being: “the subject”, the listener, and the observer.
Do a brief introduction to active listening. Explain that often, when we reflect and discuss, we tend to focus on multiple individuals and questions at once, moving around our attention and focus. Meanwhile, when we listen to others, we tend to do so in a discussion-oriented way, thinking about “what will I say next”, rather than listening to the other with full presence and attention. One powerful way to explore a question or a problem is to use active listening with focus on one person at a time. For this exercise, this is what we will do.
Optionally, make a list together with the group of “What makes good active listening?” Invite people to spontaneously offer answers and write them on a flipchart.
Using a flipchart, Introduce the three roles that individuals will take on during the exercise.
The subject’s role is to explore the question or problem from his/her personal perspective. The person in this role should keep in mind: allow the focus to be on you, and let your reflection flow naturally, being guided by the active listener.
The active listener:
The active listener’s role is to listen will full presence and focus. To listen with the whole body, to be curious, observe, paraphrase what he/she hears and guide the subject with open questions. This person should keep in mind: ask open questions to support the subject’s reflection; do not offer advice; listen with the whole body.
The observer’s role is to observe the process without speaking. To make observations from an outside perspective, to see and hear things that the listener and subject may not. This person should keep in mind: stay silent throughout the process; observe and make notes about what you see and hear; after the subject finishes, share the observations with the others.
Set up the question or problem. The question or problem is what each subject will explore and reflect upon. It could be a common question for the whole group (e.g. “What are the biggest barriers to change in my work and how can I work to overcome them?”) or each subject can set his or her own question or problem (e.g. Choose a challenge in the workplace that you are struggling with currently.) Ensure that all participants understand what they should explore and reflect upon.
Have participants organize into groups of three. Make it clear that each participant should have each role for a set amount of time. Give groups one hour or more so that each round can last 20 minutes. Explain that groups should pay attention to the time and make sure that there are three equal rounds.
Once participants have finished, debrief the exercise, using questions like:
– What happened for me during the exercise?
– How did it feel to be the observer?
– How did it feel to be the subject?
– How did it feel to be the active listener?
– What did I learn about myself?
– How can I apply insights from this exercise?
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.