move the room with energizers
Tools to inject energy into the process, get people moving, and have fun.
Purpose: A workshop to support your business and teams by minimizing barriers to being agile & flexible and maximizing alignment & autonomy - enabling teams to adapt to change to achieve better results faster. Use this to help yourself and others work in a collaborative, committed culture. Inspired by Peter Smith's model of Alignment & Autonomy, also called Alignment & Personal Responsibility.
A 6-week online course that will help you and your team work better together, be more effective and reach your goals. Get the modern toolbelt for culture, collaboration and leadership in times of change and complexity.
Before you kick off the workshop, Make sure you are familiar with the framework yourself, and take time to define 3 key things:
1. Set parameters for what is an acceptable level of autonomy for your team
2. Alignment: Define what it is that you want each team member to align around. This is generally around your organisation's goals, purpose, culture, mission, vision, strategies, agreements, etc...
3. Personal Responsibility/Autonomy: Define what it means in this team for each individual to take Personal Responsibility. This is generally defined as each member follows through on their tasks & their agreements. Sticking to agreed processes (like check-ins, feedback, reflection, communication, self-directed, following through, taking ownership, being curious).
Prepare the Alignment & Autonomy model on a flip chart, before your workshop (refer to video, draw "y" axis as Alignment, and "x" axis as Personal Responsibility, marking High and Low on each axis ).
If you are not the formal leader of the team, discuss these parameters with the relevant leader. This is an important pre-step because it establishes the frames for the workshop and decisions that may flow from it.
Once the parameters for alignment, personal responsibility/autonomy are defined, you're ready to bring your team together.
Tip: Remember the "X" and "Y" axis. "X" is "to the left & right" = horizontal, and "Y" is "to the sky" = vertical
Talk though the Alignment & Autonomy framework by Peter Smith.
Supporting Media: This article describes the framework in some depth. For a quick intro, check out this 1 minute video short video by Spotify agile coach Henrik Kniberg. For a longer context watch this 13 minute video longer video
Tips: Consider asking participants to read the above article and/or watch the above video(s) as a pre-task.
Invite your team to reflect on the past 3-6 months of the team's work.
A. You will now build upon the model together. Ask them to think about moments when they felt:
B. In each quadrant described above, What were you and others saying? What were you and others doing? How did you feel? How do you recall others feeling?
C. Capture viewpoints in each quadrant on your flip chart.
Tip: If they feel they are blocked to being in alignment or taking personal responsibility, by someone or something - ask them what they can do/action to be able to move through it.
Building on what was expressed in the previous step,
Now that they've expressed How they can get themselves into the "Innovative Organisation-Collaborative Culture" Space via aligning and taking personal responsibility, they can help others get into the "Innovative Organisation-Collaborative Culture" Space too.
How to Use this model in the business:
You can coach yourself or another using this tool.
Decide which quadrant you are in, by which internal culture you identify with most.
What are you saying? What are you doing? How do you feel in this space? How do you think others feel?
If you are in:
- "Conformist/"Blamer" - What do you need to take personal responsibility for? (Give feedback, follow through, etc)
- "Internally Competitive/Entrepreneurial/"Silo" - What do you need to re-align to? Look at the Alignment axis. Do you need to reconnect with values, agreements, prioritized goals, etc.?
- "Indifferent/"Whatever" – Realign first, and then take personal responsibility (actions) to get back into the Innovative/Collaborative space.
Tip: When you are operating in the High Alignment/High Personal Responsibility Space, you can help others get there too by using this method to get back on track to aligning with the organisation and taking personal responsibility. You and your team(s) can use energy on the tasks that create great results for your clients/customers/students.
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.