| |
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To show participants how we tend to mirror the body language of others when rapport is established.
• To discuss what happens to body language when rapport is absent.
About
Time:
This exercise will take about 10 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims:
• To show participants how we tend to mirror the body language of others when rapport is established.
• To discuss what happens to body language when rapport is absent.
Group Size:
This module is suitable for use with groups of almost any size.
Useful For:
Staff at all levels. It can be used with people who don't know one another at all, or who have met/worked together previously.
You'll Need:
Nothing other than the materials provided.
Label
| Reviews |
|
|
I used this activity as an icebreaker to Negotiating and Influencing Skills; it worked well because this course followed from Assertive Skills so it acted as a good link between the two. Delegates commented that they found the activity interesting and will naturally be more aware of people’s body language in every day life in future. This activity works well with small or large groups so long as there are enough for 3 in each group.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To demonstrate the importance of taking a step back and understanding our role in the relationships we have with others at work.
About
Time:
The exercise in this module will take about 15 minutes to complete. In total, allowing for discussion, we recommend allowing 40 minutes to complete this module.
Aims:
• To demonstrate the importance of taking a step back and understanding our role in the relationships we have with others at work.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at supervisory level.
You'll Need:
Nothing other than the materials provided.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this material as part of a management course about building an effective team. I used this alongside the module Acts of Recognition. I feel it helped managers to think about how they currently relate to their team members, where there is room for improvement and how this can affect team performance. Useful scenarios which are very relevant to real-life in a busy working environment.
|
|
Roxanne Moran
rated this item with 4 stars.
|
|
|
I really liked the use of case studies to explore how rapport works in practice and how easy it is in the workplace to let it slip. Before we reviewed the case studies, I added in a short exercise where I asked them to work in 3’s. Two people would have a discussion (about what they did last night), the 3rd would be an observer. At first the partner would listen well when in the conversation. Mid-way through they were directed to stop listening. The observer then fed-back about body language, speech patterns, attitude etc and how it affected the conversation. I found this really helped people ‘get into the case studies’ and imagine how the ‘characters’ felt.
|
|
Nicky McCrudden
rated this item with 4 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To explain the importance of understanding the needs and priorities of those we seek to influence.
About
Time:
The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims:
• To explain the importance of understanding the needs and priorities of those we seek to influence.
Group Size:
This module can be used with groups of almost any size.
Useful For:
Staff at all levels.
You'll Need:
• Flipchart paper, pens and post-it notes.
Notes:
This module works particularly well when paired with Just Beat It or Sweet Talking.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To help participants develop guidelines for dealing assertively with aggressive behaviour.
• To encourage participants to develop and demonstrate one appropriate and one inappropriate response to aggressive behaviour.
About
Time:
The exercise in this module can be complete within 25 minutes. In total, allowing for discussion, we recommend allowing 50 minutes to complete the module.
Aims:
• To help participants develop guidelines for dealing assertively with aggressive behaviour.
• To encourage participants to develop and demonstrate one appropriate and one inappropriate response to aggressive behaviour.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
We recommend using this module only when participants are able to recognise the difference between aggressive, submissive and assertive behaviour. (See the module, What is Assertiveness?). This module has two alternative handouts – one with work based scenarios to discuss, and one with non-work based scenarios.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I have used this activity as part of a managing difficult behaviour which is really useful part of the program and demonstrates practical ways of dealing with aggressive behaviour
|
|
Anjana Rajani
rated this item with 4 stars.
|
|
|
This was a very useful activity for delegates to practice being assertive in potentially difficult situations. The delegates found the ‘fogging technique’ to be a very useful tool for dealing with aggression. I used 4 of the 6 scenarios (2 work-related and 2 personal) and this worked well in the suggested time.
|
|
Roxanne Moran
rated this item with 4 stars.
|
|
|
I recently used the course module on ‘Dealing with Aggressive Behaviour’ with a group of people who dealt with internal customers. The group found this module really useful and there were several ‘lightbulb’ moments throughout the room specifically with the ‘fogging’ method. This is a really simple, yet effective technique for diffusing situations and my participants were able to relate this directly to the situation they commonly deal with and devise strategies, using this technique of handling these situations more positively in the future. Another cracker from Trainers' Library.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To demonstrate the fact that people have different 'maps' of the world.
• To show how information can be misinterpreted.
• To demonstrate the impact of misinterpretation on rapport and the ability to negotiate.
About
Time:
The exercises in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 45 minutes to complete this module.
Aims:
• To demonstrate the fact that people have different 'maps' of the world.
• To show how information can be misinterpreted.
• To demonstrate the impact of misinterpretation on rapport and the ability to negotiate.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
This is intended as a thought provoking discussion based module that looks at the assumptions we make and how our individual perspective of the world can impact upon negotiations. You will need to handle this session with care and sensitivity acknowledging the different viewpoints that arise.
Label
| Reviews |
|
|
This was an excellent activity to use after 'Negotiation Based on Position'; it flowed on well and the delegates felt that this was the main learning from the day because it got them to think about negotiating from a different perspective and also how and why they negotiate the way they do. I liked the different parts to this activity which allowed the group to complete individual tasks to complete a whole learning on the topic.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:• To enable participants to increase awareness of their emotional reaction to other people’s behaviour and how to deal with people they find ‘difficult’.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims:• To enable participants to increase awareness of their emotional reaction to other people’s behaviour and how to deal with people they find ‘difficult’.
Group Size:
This module is suitable for use with groups of up to about 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
The modules Managing Emotions and Changing Perceptions and Emotions are complementary to this module and can be combined with it to make a longer session.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
This is a great activity to use for managing difficult people - it really helps managers realise that their behaviour can also be in question - and can turn difficult when dealing with difficult people, brings humour with self realisation and insight - fab simple activity that bings great discussion.
|
|
Anjana Rajani
rated this item with 5 stars.
|
|
|
I used this module with a group of team leaders on a workshop on dealing with conflict. The delegates enjoyed and benefited from discussing and sharing ideas on how to deal with difficult people. I would recommend this module to anyone running a workshop on managing conflict along side the anatomy of conflict and fight, flight or friendship.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
I recently used this exercise / module in a Conflict Resolution seminar for social care workers. The exercise was really well received and was great for helping delegates to explore not only what sort of behaviours constitute 'difficult', but also to think 'outside the box' about strategies for dealing with such behaviours.
Robert Corteen
|
|
Robert Corteen
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To help participants understand the importance of only using discounts at the appropriate point in the sales process and the risks of using them too soon.
• To help participants understand how buyers attach value and the relationship between value, desire and discounts.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims:
• To help participants understand the importance of only using discounts at the appropriate point in the sales process and the risks of using them too soon.
• To help participants understand how buyers attach value and the relationship between value, desire and discounts.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Anyone involved in sales.
You'll Need:
• To prepare one set of Sales Process Cards for each team participating. (We recommend laminating the cards so they can be reused.)
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To enable participants to test their communication skills.
• To test participants’ abilities to get their point across effectively whilst building an understanding of others’ feelings.
About
Time:
The exercise in this module can be completed in about 50 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims:
• To enable participants to test their communication skills.
• To test participants’ abilities to get their point across effectively whilst building an understanding of others’ feelings.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• Ideally, you will have breakout space for the teams to hold their discussions away from the other team(s).
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To raise awareness of self-awareness, the first strand of emotional intelligence.
About
Time:
The exercises in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims:
• To raise awareness of self-awareness, the first strand of emotional intelligence.
Group Size:
This module is suitable for use with groups of up to about 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• A flipchart, pens and the handouts provided.
Notes:
This module forms part one of a two-part introduction to emotional intelligence. (Part 2 can also be used alone to explore awareness of others and empathy as a skill.) This module (Part 1) looks at intra-personal intelligence - self-awareness - and the ability to notice and regulate or manage our own emotional state or mood. Part 2 examines interpersonal intelligence – being able to distinguish other people’s emotions, moods and temperaments. It is important to have an understanding of emotional intelligence and the effects of discussing it with a group of participants. You will find Mike Bagshaw’s Article in Trainers’ Library useful for this.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this module alongside part 2 with a group of staff who became more expressive with their emotions (at detriment to each other) following a period of change. It was a really useful, non-threatening introduction to self awareness before moving on to part 2.
|
|
Roxanne Moran
rated this item with 5 stars.
|
|
|
I recently used this module for team leaders and deputy team leaders when delivering a session on Emotional Intelligence. The grades of emotions exercise worked very well. It was good to share how aware the delegates were of others emotions and how their own behaviour can influence others. I received a lot of positive feedback following the session.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 100 minutes.
Aims:
• To develop an understanding of the importance of awareness of others, the second strand of emotional intelligence.
• To allow participants to practice empathy as a skill.
About
Time:
The exercises in this module can be completed in about 80 minutes. In total, allowing for discussion, we recommend allowing about 100 minutes for this module.
Aims:
• To develop an understanding of the importance of awareness of others, the second strand of emotional intelligence.
• To allow participants to practice empathy as a skill.
Group Size:
This module is suitable for use with groups of up to about 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
This module forms Part 2 of a two-part introduction to emotional intelligence. This part examines interpersonal intelligence – being able to distinguish other people’s emotions, moods and temperaments. Part 1 looks at intra-personal intelligence - self-awareness and the ability to notice and regulate or manage our own emotional state or mood. This module can also be used alone, for example as part of a customer service skills course, to explore the importance and value of empathy as a skill. Before using this module it is important to have an understanding of emotional intelligence and the effects of discussing it with a group of participants. You will find Mike Bagshaw’s Article in Trainer’s Library useful for this.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this module following part 1, for a team to be more aware about how their own emotions may affect others, and how they can empathise with each other. One of the learning points that came out was the fact they used these skills with their 'clients' but not with one another. I'm going to use it again as part of a Resilience session.
|
|
Roxanne Moran
rated this item with 5 stars.
|
|
|
I used this module along with Part 1 Self-Awareness when running a session on emotional intelligence. The empathy exercise in this module worked really well it worked well to discus the difference between empathy and sympathy and how you don't have to agree with someone to be empathetic and what it felt like to get feedback with empathy and then with no empathy. i received some positive feedback following the session.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 135 minutes.
Aims:
• To enable participants to identify different approaches that can be used to manage conflict.
• To explain the advantages and disadvantages of five key approaches used in managing conflict.
• To identify when it is appropriate to use the various approaches.
About
Time:
The exercises in this module will take about 90 minutes to complete. In total, allowing for discussion, we recommend allowing 135 minutes to complete this module.
Aims:
• To enable participants to identify different approaches that can be used to manage conflict.
• To explain the advantages and disadvantages of five key approaches used in managing conflict.
• To identify when it is appropriate to use the various approaches.
Group Size:
This module is suitable for use with groups of up to 15 participants. The exercises work best with groups of 10 or fewer.
Useful For:
Staff who need to manage conflict and interpersonal relationships.
You'll Need:
• Break-out rooms.
Notes:
It is recommended that you keep the participant group size to 10 or fewer for this module. This module can be used as a stand-alone module or as a follow on to The Anatomy of Conflict. The module is comprised of two exercises. Depending on your needs these can be run as two separate 'mini-modules'.
Label
| Reviews |
|
|
I used this module along side the anatomy of conflict. The training went really well with positive feedback from the delegates. They all really got into the sketches and enjoyed being able to share ideas on how to deal with conflict within their own teams/department. I would recommend this module to anyone running a workshop on dealing with conflict.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
Most recent group I worked this exercise with, didn’t like the TK term ‘avoider’ they felt it had very negative connotations and I’ve found that you have to be REALLY careful to ensure that groups don’t ‘stigmatise’ or maintain that one style is better or worse than the others. I was lucky that one organisation I worked with funded their staff to complete the online TK assessment before the course. Then I could group the learners by their most common reaction and get them to look at the pros and cons with people who shared their view. This worked much better than when I’ve asked everyone to review every style. Have to say I haven’t tried the 'sketches' as the group got so 'into' discussing the pros and cons and wanting to explore their own experiences we ran out of time. I like this module and have found it helpful!
|
|
Nicky McCrudden
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To help participants understand their current use of assertive behaviour and identify areas for improvement.
About
Time:
The exercise in this module can be complete within 10 minutes. In total, allowing for discussion, we recommend allowing 30 minutes to complete the module.
Aims:
• To help participants understand their current use of assertive behaviour and identify areas for improvement.
Group Size:
This module is suitable for use with up to 15 participants.
Useful For:
Staff up to supervisor level.
You'll Need:
Nothing other than the materials provided.
Notes:
This module includes a simple quiz to help participants identify the behaviours they currently feel comfortable with.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I sent the quiz to the delegates prior to my session, and asked them to complete this as pre-course work and bring it to the training. This saved me a bit of time and allowed delegates to think about why they were attending the session in the first place. Then at the start of the training, I invited comments and we discussed some examples. Following this activity, I used ‘Yes but, No but!’ and that seemed to flow really well.
|
|
Roxanne Moran
rated this item with 5 stars.
|
|
|
This is a really powerful tool. The instructions suggest that you do the quiz yourself as the leader of the group. I have found that to be very helpful – a bit of self disclosure first really helps to open up discussion. You do need to tell people it is for their own personal use and that the scores for individuals will not be discussed. Having said that 9 times out of 10 people are more than willing to blurt out their scores! No-one is very surprised at their score. My areas of problems are to do with conflict and being bullied into things, then doing it resentfully. That comment does help the opening up, because at least one person will have one of these context specific problems. I have even found this immensely useful in one to one coaching – even though that is not what it was designed for originally. The questionnaire really does allow for quite deep personal discussion very easily.
|
|
Phil Hawthorn
rated this item with 5 stars.
|
|
|
The questionnaire worked well to elicit what people felt. Positioned this as “be as honest as possible to gain the most from the exercise” – might be worth annotating to the exercise. Also try not to think too much into the questions – you are trying to gauge your immediate reactions to a particular situation as some dwelt unduly on certain areas (perhaps setting a time limit would help e.g. max 1 minute). I used the notes and the briefing as a positioning tool and it worked quite well. The inference on the general use of the “prey” and “predator” approaches, I would not use again as it created a bit of controversy over their validity (some challenged the basic premise) which detracted from the key message for a time. Whereas the ‘fight or flight’ I would use again as this met with general approval and it made a lot more sense against the “submissive \ aggressive” banner and why we might react the way we do to certain situations.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 35 minutes.
Aims:
• To enable participants to consider the value and difficulty caused by organisational politics and political games.
• To create an understanding that managers cannot avoid politics and so need to know the games in which they may – deliberately or inadvertently – be playing.
About
Time:
The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 35 minutes for this module.
Aims:
• To enable participants to consider the value and difficulty caused by organisational politics and political games.
• To create an understanding that managers cannot avoid politics, so need to know the games in which they may – deliberately or inadvertently – be playing.
Group Size:
This module is suitable for use with larger groups of up to almost any size. It tends not to work well with very small groups.
Useful For:
All managers, but particularly those who are new to management and may not understand the political nature of organisations, including their own.
You'll Need:
• Post-it notes, flipchart paper, scribble paper, pens and marker pens for each team.
Notes:
This module works best if you set up the room ‘cabaret style’ – that is with table teams of between 4 and 8 people per table. This is the first in a series of three modules examining power and politics. It can be used on its own as a short session or with the other two to form a complete half day programme. Politics is often seen as a ‘dirty word’ by many people, or as one in which they have no interest. The purpose of this module is for the participants to recognise that divorcing themselves from politics is a decision that could affect them adversely – and is, in itself, a political act. To influence the direction an organisation is taking means people taking part in politics.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To enable participants to understand that the words power and influence are, essentially, interchangeable.
• To help participants understand that power is an asset that can be used to help deliver positive change.
• To help participants understand that there are many sources of power and where their own power to influence comes from.
About
Time:
The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims:
• To enable participants to understand that the words power and influence are, essentially, interchangeable.
• To help participants understand that power is an asset that can be used to help deliver positive change.
• To help participants understand that there are many sources of power and where their own power to influence comes from.
Group Size:
This module is suitable for use with larger groups of almost any size. It tends not to work well with very small groups.
Useful For:
All managers, but particularly those who are new to management and may not understand that power comes from many different sources, not just authority.
You'll Need:
• The Activity Link and your PIN from the My Account section of the member homepage.
Notes:
This is part two of three modules looking at influence, politics and power. It can be run on its own or combined with the other two modules to make a complete half day programme. If you do not have an internet connection in your training room, we’ve included the transcript of the story (Handout 2).
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 80 minutes.
Aims:
• To allow participants the opportunity to identify their own sources of power, to know which they need to develop and to have an action plan for doing this.
About
Time:
The exercise in this module can be completed in about 50 minutes. In total, allowing for discussion, we recommend allowing about 80 minutes for this module.
Aims:
• To allow participants the opportunity to identify their own sources of power, to know which they need to develop and to have an action plan for doing this.
Group Size:
This module is suitable for use with groups of up to about 20 participants.
Useful For:
All managers but especially those who are new to the management role and may feel that they have little power of their own to allow them to accomplish results.
You'll Need:
Nothing other than the materials provided.
Notes:
This module is the third in a series looking at influence, power and politics. Whilst this module can be run on its on, it will have more effect if used as a follow on to the work done in Influence 2 - Sources of Power. If you are running this module on its own and not as a follow-on, you will find it helpful to have looked at the five power sources identified in the Influence 2 - Sources of Power module before you begin.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 65 minutes.
Aims:
• To provide participants with a way of understanding behaviour and improving communication.
• To provide a very basic introduction to transactional analysis.
About
Time:
The exercises in this module will take about 45 minutes to complete. In total, allowing for discussion, we recommend allowing 65 minutes to complete this module.
Aims:
• To provide participants with a way of understanding behaviour and improving communication.
• To provide a very basic introduction to transactional analysis.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff up to junior managers.
You'll Need:
Nothing other than the materials provided.
Notes:
This module is intended to provide a very simple introduction to transactional analysis, a theory developed by Eric Berne in the 1950s. If you are not familiar with transactional analysis you will need to read through all the notes carefully plus the additional material in the handout. Go through the exercises on your own first so that you can see the rationale. If you have time, try to observe the different types "in play" in your own interactions with people.
Endorsed by The National Association of School-Based Teacher Trainers, NASBTT.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
Great simple introduction to Transnational Analysis, helping individuals see what their dominant ego state may be and how they communicate may influence a particular response. I have used this for an introduction to management, communication skills and assertiveness courses. I also have two sets of three circles laminated and place them on the floor to get some movement through the ego states - gets people thinking about where they are communicating from and therefore what invitation they are giving others. Simple yet powerful!
|
|
Anjana Rajani
rated this item with 5 stars.
|
|
|
Straight forward introduction to TA that you can pick up and
run with. The check for
understanding exercise is good as people can ‘see’ TA in action. And the
dominant states exercise was good.
Personally I added a little bit about the functional model
as I find it helps people get their minds around the positive and negative
parent and child states. But that
was easy to add into this activity.
The complementary or crossed communications exercise was helpful, and again
to make it a little more practical I gave them discs and sticks and got them to map out the transactions to
help their thinking process with each example. Found this worked well.
|
|
Nicky McCrudden
rated this item with 4 stars.
|
|
|
I used this material in a coaching workshop for managers. The exercise was used in the context of giving effective feedback and what problems may occur when our communication style is crossed rather than parallel to the person we’re working with. It is structured such that the topic of transactional analysis is very easy to understand and everyone was able to identify with the states of being an Adult, Child or Parent. It begins with an exercise to consider what your reactions would be in five situations - which you later come back to and label the state in which you responded – many people were surprised that many of their immediate reactions were very much in a Child state! I followed this exercise with a coaching role-play, where the manager had to give feedback to an ‘employee’ about his/her performance which helped the participants to use a more appropriate state when giving feedback.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 90 minutes.
Aims:
• To demonstrate the importance of building a clear understanding of needs and feelings in negotiation, through effective questioning and listening.
• To show the importance of separating people and personalities from the problems.
• To show the value of a shared problem/creative solution finding approach to negotiation.
• To provide an opportunity to practise negotiation, teamwork and problem solving skills.
About
Time:
This game can be played in about 70 minutes. In total, allowing for discussion and evaluation, we recommend allowing 90 minutes.
Aims:
• To demonstrate the importance of building a clear understanding of needs and feelings in negotiation, through effective questioning and listening.
• To show the importance of separating people and personalities from the problems.
• To show the value of a shared problem/creative solution finding approach to negotiation.
• To provide an opportunity to practise negotiation, teamwork and problem solving skills.
Skills and Behaviours Tested:
Negotiation skills, communication, leadership, teamwork and collaboration, and problem solving.
Group Size:
This game involves participants working individually (or in pairs) representing one of 3 or, ideally 4 tribes. So each game requires a minimum of 3 participants and a maximum of 8. You can have several games running concurrently alongside each other.
Useful For:
Staff at all levels who are involved in negotiating but managers in particular.
You'll Need:
• An island map for each group of 3 or 4 tribes and ideally they should be A3 or larger and laminated.
• A different brief for each tribe.
• Chinagraph pencils (or similar) and wipes are recommended if your maps are laminated.
Notes:
It’s best to run this exercise module without too much explanation. This exercise has many different potential solutions – the learning comes from the experience of trying to find one that all parties can agree to.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I train our new starters to become Recruitment Consultants. I decided to run a group interview evening, using a couple of the Trainers Library sessions. This one was perfect for identifying who got involved in the exercise, who was too eager to take over and those who sat back and let others lead. I used printouts of the map and it worked but I would definitely order the maps next time.
The game was fun and really helped us to identify who to recruit, so I will definitely use it again!
Caroline
|
|
Caroline Kemp
rated this item with 5 stars.
|
|
|
I love this exercise because after preparing the materials you can almost sit back, relax and watch the complete lack of negotiation skills most people have. I always emphasis at the start how important it is for each tribe to get what they need. Having done that you can guarantee lots of folded arms and shaking of heads. I always make sure that the negotiator is different for each round and that I have plenty of maps available to draw on. Occasionally the result is agreement but I've also had many occasion where I've ended up with a beautiful island all to myself. Give it a try, as the discussions after the exercise really do help explain the art of negotiation.
|
|
Richard Linder
rated this item with 5 stars.
|
|
|
What a flexible session this is. I have used it in sessions for Team building,
influencing, conflict management, assertive behaviour and planning.
The best result I have had with it is in a team building session. They discovered
how they treat each other and the impact it has in the team whilst learning
their own behaviour and bought into it how they treat other teams too. They were astounded at how easy it is to deal with other parts of the business to gain support and solve problems together instead of constantly hitting brick walls and not achieving their goals. They did this by taking the emotion and history out of the problems and getting everyone's needs out in the open before they tried to solve anything.
|
|
Karon Campbell
rated this item with 5 stars.
|
|
|
I joined a little over one month ago and recently used the team building exercise Island of Opportunity at a senior managers three day transformative conflict/mediation workshop. I chose this activity as an evening event on Day 2 because the exercise allowed for team building, some fun and laughter after two days of role-playing conflict scenarios, and it also contained key learnings for trainee mediators. Specifically the exercise- - was aligned with the general workshop content (negotiation, understanding of needs and collaboration to reach a solution Vs aggression and conflict provoking tactics). - allowed for team building as some participants did not know one another but worked in the same unit. - provided light relief after 2 full days of discussing conflict which produces low energy in the group. - can be used to discuss cultural aspects of teams/organisations and how they might deal with differences/disputes. I provided a bag of wigs and party hairpieces, beads and other materials for those who wanted to create their own ‘tribal’ attire. Each of the teams in the exercise (4) used the gear or made their own tribal dress. No coercion on my part to dress-up. The exercise worked very well and completed the day with a huge amount of fun. I left the debrief until the following morning (Day 3) when everyone was a little more focussed! Very versatile exercise with good learning points for teams and you can use it with or without the hairpieces.
|
|
Previous Member
|
|
|
I used Island of Opportunity for team negotiating on a Negotiating skills course recently. I had teams of two representing each of the tribes who arrive on the island and need to decide how to divide it according to their needs. I found it worked really well and better than a previous team negotiation I had used on this course. Island of Opportunity really helps the negotiators to think about what everyone’s needs are and to negotiate according to need in a problem-solving way, instead of taking up positions. Occasionally, they were in danger of taking positions but the brief provides enough information to enable them to think of ways to barter and that reinforces the idea that you may have something you can offer easily which will be valuable to the other side. It provided some good learning points for team coaching, as the new information being offered by other tribes in the negotiation prompted discussion between team members, and helped them to realise the need to present a united front. Everyone enjoyed it and I was able to give lots of good feedback about the constructive negotiating behaviours they had displayed.
|
|
Valerie Fawcett
rated this item with 5 stars.
|
|
|
I have recently used the Island of Opportunity Excercise as part of a training session incorporating Influencing and Persuasive Techniques. I used this excercise at the end of a day long session and it certainly help embedd their knowledge and it was an excellent way for them to hone the negotiation and persuasive techniques that were learned during the earlier training session. I am planning to incorporate into our Communications Course as our staff got a huge benefit. I look forward to running more sessions with this really fun and easy to adapt excercise.
|
|
Previous Member
|
|
|
Island of Opportunity has provided a really useful exercise within an assertiveness course. It allowed delegates to practice being more assertive through negotiations and pulled out some very interesting and useful learning points.
|
|
Tracy Barlow
|
|
|
I was in the middle of designing a 3-day sales training course when I ran out of inspiration for exercises on negotiation skills. I decided to check Trainers' Library and I came across "Island of Opportunity". I have now been using this exercise for about 10 months as part of the sales training induction for new outbound and inbound starters. Island of Opportunity opens up my 3-day sales course as it is a great icebreaker and it really gets people talking to each other. On the other hand, it also allows me to get to know all my delegates quite in depth; it is really easy to spot the quiet ones, bossy ones, argumentative ones, logical ones, etc. I really like the fact that delegates have a lot of fun with this exercise while learning the skills that they will need in order to sell and negotiate with both internal and external customers. The debriefing questions suggested at the end of the exercise are extremely effective at highlighting the key learning points of the activity. All in all this is one of the best exercises I have ever used and as a result I have also used it as part of Negotiation Skills training and Coaching Training for Team Leaders, as the Island is fantastic at ensuring that participants realise the importance of communication skills and understanding other people's point of view. Many thanks for a great activity!
|
|
Previous Member
rated this item with 5 stars.
|
|
|
The delegates found being part of a tribe was fun. The brief does state to start the activity with as little explanation as possible, I did explain the basics of the activity and found that some were confused by this; in future I will give them the information and leave them to work it out. This activity works better for people who do not know each other; there is more scope for aggressive negotiation, rather than group discussion.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 120 minutes.
Aims:
• To help participants develop their negotiation skills and in particular their ability to establish their needs and wants, and those of the other party, prior to commencing negotiating.
About
Time:
This game can be played in about 90 minutes. In total, allowing for discussion and evaluation, we recommend allowing 120 minutes.
Aims:
• To help participants develop their negotiation skills and in particular their ability to establish their needs and wants, and those of the other party, prior to commencing negotiating.
Skills and Behaviours Tested:
Communication skills, leadership, negotiation, teamwork and collaboration, and problem solving.
Group Size:
This exercise involves participants working in four teams. You’ll need a minimum of 2 participants in each team and a maximum of 6.
Useful For:
Managers, and particularly those at a more senior level.
You'll Need:
• Access to the Internet, to use our online scoring tool, necessary to assess teams’ performances and a printer to provide participants a copy of the results. (Only you will need this, not your participants.)
• Plenty of space. Ideally each of your four teams will have a separate breakout room to work in.
• A calculator for each team.
• Highlighters, pens and pencils for each team.
• A small prize for the winning team.
• A bell (optional).
Notes:
The exercise can also be used at the end of a training event focused on negotiation, allowing participants to apply new knowledge and skills.
Label
| Reviews |
|
|
I have to agree with a previous reviewer that this exercise is a great concept, however it falls down because it is over complex. I have had a high degree of success using Glasstap Case Studies and Exercises with a team of capable Directors and Senior Managers, however "Jess Blonde" confused them and they failed to grasp the key points, getting somewhat lost in the film world details. However, I feel that with a clearer brief and fewer parameters for success, this could work well with senior people.
|
|
Paula Cook
rated this item with 5 stars.
|
|
|
I have enjoyed using products from Glasstap to date, however I'm sad to say that this one, Jess Blonde, did not work well with my group of 9 reasonably experienced negotiators today. The main issue - it's way too complex, so people spent most of the time trying to work out how on earth the film market works, and no where near enough time trying the negotiation tactics I'd been teaching them. As a result, it also went way over time. I did it in 4 chunks instead of all in one go, and I'd estimate it tool at least 3 hrs all up. Would love to see it reworked as a more simple version.
|
|
Rob Pyne
rated this item with 2 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To consider the importance of understanding needs and feelings of others in negotiation.
• To provide an opportunity for participants to practise overcoming differences.
About
Time:
The exercises in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims:
• To consider the importance of understanding needs and feelings of others in negotiation.
• To provide an opportunity for participants to practise overcoming differences.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Label
| Reviews |
|
|
Helpful exercise, but found the group debate/decision making process is better if people have longer to rank the jobs in the first place and are then asked to give some thoughts to why they ranked the jobs as they did. I have even experimented with doing the exercises the other way around and briefing one member of the group to have a ‘secret’ hidden agenda in one group. The debrief discussion afterwards then enabled me to ask questions about which group were more successful (usually the one where people were all being honest). All in all a neat little exercise that the majority of people could find an opinion about.
|
|
Nicky McCrudden
rated this item with 3 stars.
|
|
|
I used this activity in a workshop on negotiation with a cohort of about 10 people that I split into 2 groups. It worked really well in encouraging delegates to ask questions, listen to each other and try to understand each others' perspectives, rather than making assumptions or trying to 'force' their values/beliefs onto the rest of the group. It worked particularly well in highlighting the need to identify principles on which to agree. Both groups did this and came up with different principles which worked for their particular group. Also, the need to build rapport was emphasised. Once they had finished the negotiation and reflected on it as a group, they completed the self reflection form which really encouraged them to focus on their personal learning points and their next steps in terms of development. One thing I perceived was that I think the groups were expecting me to expect them to 'fail' in this activity. I think this comes from them having done a lot of training before in which some activities almost set them up to fail, to learn from their mistakes! Or possibly the way I set it up? This is something to consider for next time as this activity was geared for them to succeed and learn from their successes, as well as identify any possible improvements. Later in the session, delegates did a negotiation role play and applied what they had learnt here (as well as from the rest of the workshop) and I believe the Jobs! exercise helped them with their role plays in that it demonstrated that negotiation isn't necessarily about win/lose but about trying to reach a win/win outcome, through understanding each other. I will definitely use this again! Thanks.
|
|
Rebecca Peat
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 90 minutes.
Aims:
• To explore the way underlying beliefs can drive behaviour.
• To help participants to identify beliefs that they share even where the observable behaviours seem unusual.
About
Time:
The exercises in this module will take about 75 minutes to complete. In total, allowing for discussion, we recommend allowing 90 minutes to complete this module.
Aims:
• To explore the way underlying beliefs can drive behaviour.
• To help participants to identify beliefs that they share even where the observable behaviours seem unusual.
Group Size:
This module is suitable for use with groups of up to 15 participants. The exercises work best with groups of 8 to 15. It can be used with smaller groups, but participants may be more reflective as they will have to explore their own beliefs and assumptions more.
Useful For:
Teams, work groups and/or their leaders who wish to explore cultural differences between nationalities, age groups, or departments and organisations.
You'll Need:
In addition to the Belief Cards and Team Brief, provided, you’ll need:
• A pre-prepared sheet of flipchart paper with a rough diagram of an iceberg.
• Sheets of coloured sticky dots for all participants.
• A small pile of Post-it notes for each participant.
• Five blank flipchart sheets, which should be fixed to the walls at various points around the room.
Notes:
This module can be used as an introduction to diversity training as well as a team-building exercise. The activities explore different behaviours and beliefs without judgement so is ideal for organisations with cross-functional teams or cross-cultural business units.
Label
| Reviews |
|
|
Brilliant! The story examples were terrific and learners were intrigued enough to listen – wanting to know where I was going with it, but illustrated the point fabulously. And the Day in the Life of exercise was amazingly well received. People were so creative and the discussion afterwards lead to a brilliant example of people’s judgements about what was decadent/lazy or just part of being human. It was a terrific way to discuss
differences, judgement and behaviours in a safe way, and with laughter and
creativity. Everyone was positive about the exercise, feedback was great and unlike some equality/diversity training – no one felt preached at. Use this exercise!!!
|
|
Nicky McCrudden
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To introduce participants to the Ladder of Inference.
• To help participants understand how quickly we can leap to assumptions about other people, which in turn can harden into deep-rooted beliefs.
• To understand how our beliefs impact on our communication with others.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims:
• To introduce participants to the Ladder of Inference.
• To help participants understand how quickly we can leap to assumptions about other people, which in turn can harden into deep-rooted beliefs.
• To understand how our beliefs impact on our communication with others.
Group Size:
This module can be used with groups of up to 15 participants. This exercise works best when the teams have 3-4 participants in each, but you don’t want to have more than 5 teams in total, or the exercise will become too unwieldy.
Useful For:
Everyone who interacts with others at work.
You'll Need:
• An internet connection, the Activity Links and your PIN if you’d like to use the videos.
Notes:
This exercise can be useful in any communication skills course or workshop, though it is particularly relevant in training that explores difficult conversations, decision making and negotiations.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To draw up some guidelines for making and refusing requests.
• To describe and practise a number of assertiveness techniques.
• To test participants’ understanding of assertive behaviour.
About
Time:
This exercise will take about 15 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims:
• To draw up some guidelines for making and refusing requests.
• To describe and practise a number of assertiveness techniques.
• To test participants’ understanding of assertive behaviour.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff up to supervisor level.
You'll Need:
• Half of the participants will need Handout 1 and the rest will need Handout 2. Everyone will need a copy of Handout 3.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this activity as a consolidation of learning following "What is assertiveness?" and "How assertive are you?" modules.
All my participants really enjoyed having a practical application using a fictional situation. The debrief encouraged many deep and meaningful exchanges, whilst highlighting the importance of using the right techniques and language to achieve better results when requesting or refusing assertively.
I finished the session with a similar activity but using the participants' real case scenarios (which I asked them to bring to the session) and it resulted in a lot of confident people leaving the workshop!
All in all, a very enjoyable and successful exercise!
|
|
Rene Garcia-Evans
rated this item with 5 stars.
|
|
|
This was a very useful activity to test what delegates had learned about assertive behaviour, and to also give them a technique for making and refusing requests. I drew out the key learning points and came up with a model for making and refusing requests, which I displayed on a powerpoint slide. Really good activity!
|
|
Roxanne Moran
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 75 minutes.
Aims:• To identify the management of emotions as a skill of emotional intelligence.
• To increase participants awareness of how emotions affect behaviour.
• To enable participants to describe strategies for taking control of emotion in themselves and others.
About
Time:
The exercise in this module can be completed in about 60 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module. Aims:• To identify the management of emotions as a skill of emotional intelligence.
• To increase participants awareness of how emotions affect behaviour.
• To enable participants to describe strategies for taking control of emotion in themselves and others. Group Size:
This module is suitable for use with groups of almost any size. Useful For:
Staff at all levels. You'll Need:
Nothing other than the materials provided. Notes:
The modules Difficult People and Changing Perceptions and Emotions are complementary to this module and can be combined with it to make a longer session.
Label
| Reviews |
|
|
This module was really useful on a session I ran with team leaders on dealing with stress.They found it beneficial to share ideas on how they each controlled unhelpful emotions. The delegates will find what they learned from this session useful when they attend an emotional intelligence session in the near future.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
Our business managers work in some at times stressful environments. Running this session was helpful to many.
Everyone had good examples of when they have let their emotions get the better of them in a work situation, and this part of the session provided fun, lots of agreement and uncovered plenty of shared experiences.
Moving into the section on dealing with emotions, we found that although many seem like common sense, we dont often delpoy them.
After this session, our participants felt like they had a wider range of mechanisms to deal with stressful/emotional situations and were ready to use these when situations arise
|
|
Previous Member
rated this item with 4 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To show participants how we all interpret information differently.
About
Time:
The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To show participants how we all interpret information differently.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• Nothing other than the materials provided.
Notes:
This is a fun way to explore how we all see things differently. We recommend a minimum of 5 participants for this activity to work well.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
This is one of my favourite exercises! So simple and causes lost of laughter - I've used it lots of times in a course around building impact and influence to explain how we see things differently. There's also lost of great insights afterwards. I've used this with people globally on a virtual session and it works well with people whose first language is not English too.
|
|
Elaine Stephens
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To examine the practices currently adopted by participants when placed in a negotiation situation.
• To identify some of the common misconceptions regarding 'successful negotiations'.
• To identify the characteristics of position based negotiation.
• To identify common forms of psychological warfare.
About
Time:
The exercises in this module will take about 30 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims:
• To examine the practices currently adopted by participants when placed in a negotiation situation.
• To identify some of the common misconceptions regarding 'successful negotiations'.
• To identify the characteristics of position based negotiation.
• To identify common forms of psychological warfare.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Team leaders and above.
You'll Need:
Nothing other than the materials provided.
Notes:
This is a useful introduction to any training where you are looking to develop relationship based negotiation skills. It illustrates the limitations of the typical traditional approach to negotiation.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library called Negotiation - Shared Challenge or Competition?
Label
| Reviews |
|
|
I most recently used this activity with a group of predominately theoretical learners, so was a bit worried about their reaction to it. But I needn’t have been. They loved it. Threw themselves into it, and even built up their own characters. It illustrated unhelpful reactions/beliefs to negotiation extremely well. My only learning point has been in giving people really clear instructions at the start of the exercise. The first time I did it, I wasn’t clear about expectations, and one group didn’t understand what was
expected – but I think that was more me, than the activity. Definitely one I’d recommend!
|
|
Nicky McCrudden
rated this item with 4 stars.
|
|
|
I used this activity in Negotiating and Influencing Skills; it was excellent for this course and it promoted some friendly competition of who actually managed to reach a deal and for how much, this was a talking point for the whole day and all of the delegates recognised the negotiation based on position theory we all use when we want something. I liked the different sections to this activity which allowed group and individual tasks.
|
|
Previous Member
|
|
|
I have used Negotiation Based on Position which uses the buying and selling of a house several times in negotiating skills courses. It is a good activity for illustrating the need to look at people's interests in a situation rather than only taking positions on money. I find that where money-based negotiating is involved, most people think they need to reveal as little as possible, whereas this exercise shows that this is not the case. I've had some very creative solutions to the negotiation - and people usually enjoy it.
|
|
Valerie Fawcett
rated this item with 3 stars.
|
|
|
|
This isn't a training module as such, but an additional resource that can be used to support practical simulation exercises where the trainer or other participants fulfil the role of observer, making effective feedback easy and powerful.
About
This isn't a training module as such, but an additional resource that can be used to support practical simulation exercises where the trainer or other participants fulfil the role of observer. The Observer's Feedback Sheet contains a list of positive indicators in the left hand column and some less positive indicators in the central column. Observers simply tick the boxes for the behaviours they observe and jot down examples, making effective feedback easy and powerful.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 120 minutes.
Aims:
• To identify common objections that participants face when trying to sell a product or service.
• To identify ways of challenging objections in a constructive way using open questions and persuasive statements.
About
Time:
The exercise in this module can be completed in either 55 or 75 minutes. In total, allowing for discussion, we recommend allowing 75 or 120 minutes for this module.
Aims:
• To identify common objections that participants face when trying to sell a product or service.
• To identify ways of challenging objections in a constructive way using open questions and persuasive statements.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
All sales staff.
You'll Need:
Nothing extra but access to a photocopier will be useful as you might wish to photocopy the best examples from the participants for distribution. If you have an app such as CamScanner Pro you can use your phone or tablet to create PDFs of the best objection handling ideas generated to email to the group after training.
Notes:
This module consists of a practical exercise that builds on participants' real experiences. It is ideally suited to teams that naturally work together selling the same product or service, but can also be used with groups from different organisations. The module will help participants develop strategies for handling objections like, "We've decided it's too expensive for us", or "It's not for now but we might consider it in the future." The module consists of two exercises. The second exercise is optional and may not be appropriate if time is short or if the same learning points will be covered elsewhere in your training.
Label
| Reviews |
|
|
I used this module for Team Leaders as part of Handling Escalation Calls in our Call Centre. It was very effective to initially identify the most common complaints that the participants receive. That exercise made the "take home" learning very obvious and it created a great 'bank' of examples to refer to when thinking objectively.
|
|
Preayant Kumar
rated this item with 4 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To demonstrate the importance of body language in communication.
• To identify the positive and negative signals we give off in conversation.
About
Time:
The exercise in this module will take about 10 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims:
• To demonstrate the importance of body language in communication.
• To identify the positive and negative signals we give off in conversation.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
This module has been written from a UK perspective. Body language can be interpreted very differently in different regions of the world.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To demonstrate the importance of open questions when exploring problems.
• To encourage participants to identify effective open questions for challenging blocks and assumptions.
About
Time:
The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 45 minutes to complete this module. Aims:
• To demonstrate the importance of open questions when exploring problems.
• To encourage participants to identify effective open questions for challenging blocks and assumptions. Group Size:
This module is suitable for use with groups of up almost any size. Useful For:
Supervisors and above. You'll Need:
Nothing other than the materials provided. Notes:
Participants will need to be aware of question types and be able to recognise the difference between open, closed, leading and hypothetical questions. A module that explains different types of questions, 'Types of Question', can be found in Trainers' Library, under Course Modules/Communication Skills. Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this module at the end of dealing with conflict workshop.The delegates all said it had been good as a refresher on using open, none judgmental questions. The exercise was really useful for everyone to work together and share ideas and examples of how they had dealt with some of the examples when faced with them in the past.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
This exercise is very useful to use in any Interviewing Skills courses, but will also fit into many other communication type courses. Will possibly look at it’s use within a telesales course shortly. The simple sentences that seem to stop you in your tracks were very good at making the learners think about how they’d react. Their first impressions were that if they ever had to interview people that were that monosyllabic, they’d find it hard to continue. This brought out discussion on communication styles, before we were able to proceed with the exercise. This exercise was used after the Behaviour Based Interview – What and Why exercise and helped them understand the types of questions they could use to drill down to get the information they want from candidates without leading them to the answers they want.
Some learners struggled with this more than others, but working in pairs helped them find answers to it all. This again opened a discussion on communication styles and which types were most appropriate for interviewing. It was agreed that it didn’t matter, but that more practice on questioning was key to their future success.
|
|
Previous Member
|
|
|
Really helpful tool to use in an interviewing skills course. I used this with a group of managers to help them to ask questions that will open up a candidates’ responses. They could see uses for the type of questioning in a variety of situations – interviews, counselling, 1-2-1 meetings with staff, dealing with problem performance. A key learning point was limiting the use of ‘why’ questions when we’re trying to get someone to open up; too soon or too often will potentially lead to defensiveness resulting in less trust and co-operation. Worthwhile combining alongside other questioning skills exercises as we found this to be quite short.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To welcome participants to the course.
• To introduce the facilitator and participants to each other.
• To discover the participants needs.
• To encourage interaction and discussion.
• To practise writing SMART objectives.
About
Time:
The exercises in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 50-60 minutes to complete this module.
Aims:
• To welcome participants to the course.
• To introduce the facilitator and participants to each other.
• To discover the participants needs.
• To encourage interaction and discussion.
• To practise writing SMART objectives.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Supervisors and above.
You'll Need:
Nothing other than the materials provided.
Notes:
This module provides a long introduction to courses, but is particularly useful where the concept of SMART objectives is important to the training being delivered. It provides an ideal introduction to performance management training for example.
Label
| Reviews |
|
|
I used this in a recent time management session and found it was the one area of the session that didn't excite. Most understood it therefore felt I was going over old ground. Not one of the more inspiring or creative sessions.
|
|
Previous Member
rated this item with 3 stars.
|
|
|
I used this session with a mixed experienced group of managers all from the same company. Surprisingly at the beginning of the session 8 out of 10 said they were familiar with setting SMART goals however at the end they all commented that they didn't really appreciated the value and had not been setting SMART goals or objectives. The exercise really got them thinking and although they found it challenging it made the points quickly.
|
|
Jayne Dark
rated this item with 4 stars.
|
|
|
We had an issue in that staff had been asked to ‘coach’ using SMART rather than a specific coaching model such as e.g. GROW. In practice they did neither, as they were not familiar with what SMART actually meant (broken down) and then HOW to make SMART work for them. I wanted to emphasise and familiarise people with what SMART actually is and how to use it appropriately. The module clearly outlines in some detail what the ‘specifics’ of SMART are, more importantly it offers a very clear exercise with numerous examples to reinforce the process. This was actually sufficient but I used the fact that was promoted ‘Specific works better in a financial situation’ to ensure two things happened – firstly that they could ensure that their ‘specific’ objective was in fact a realistic, tangible and measurable outcome. This made a huge difference to their choice of ‘specific’. The second result from this realisation which you can then reinforce is, that they actually then use SMART in support of a realistic business coaching outcome. Satisfying both the learning outcomes with which I was challenged at the very outset.
|
|
Previous Member
rated this item with 4 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To encourage participants to find things they have in common.
• To consider the impact on relationships of finding common ground.
About
Time:
The exercise in this module can be completed in about 15 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.
Aims:
• To encourage participants to find things they have in common.
• To consider the impact on relationships of finding common ground.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
This exercise can be used as an icebreaker, and can provide a particularly powerful introduction to sales or negotiation skills courses. It can also be used on equal opportunities and diversity programmes, where it can be used to highlight a potential barrier to equal opportunities. It can even be used to highlight one barrier to creativity and innovation within organisations. This is a great exercise for building rapport between participants and is particularly useful with a group that do not know each other very well.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this module as part of a coffee break, after we had discussed Representational Systems. It was a great way to build on the benefits of matching language with more work on relationships and how this can be achieved relatively easily within a conversation. It prompted some excellent discussions and once again highlighted the benefit of building rapport. Again a very simple idea that can be adapted for many different types of workshops.
|
|
Previous Member
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 20 minutes.
Aims:
• To demonstrate the importance of summary and clarification in effective communication.
About
Time:
This exercise will take about 10 minutes to complete. In total, allowing for discussion, we recommend allowing 20 minutes to complete this module. Aims:
• To demonstrate the importance of summary and clarification in effective communication. Group Sizes:
This module is suitable for use with groups of almost any size. Useful For:
Staff at all levels. You'll Need:
Nothing other than the materials provided. Notes:
Summary and clarification are important in all forms of communication and this module is relevant to courses covering topics as diverse as interviewing (particularly behaviour based selection interviewing), counselling skills, negotiation skills, performance management, customer service etc. This exercise can be used as a short and snappy icebreaker to communication skills training.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
Used this quite effectively as an icebreaker for an interview skills workshop. Quick, neat and did the job about making assumptions in people’s meanings and how to help get the best out of interviewees. I could also see a use in customer service, resolving customer
complaints!
|
|
Nicky McCrudden
rated this item with 3 stars.
|
|
|
This exercise was very clear in it’s purpose and all the learners fell into all the pitfalls! The passage about Aunty Rita’s shopping requirements was very simple and while reading it I could think of different questions I’d need to ask Aunty Rita for clarification. The difference is very much when the learners heard it. They forgot about asking questions and made some assumptions instead. They did come up with a few questions for clarification, but when reviewing the passage found that there were lots more that they should have asked. This exercise was almost the opposite of the previous one – questions to probe, challenge & explore, in that if you have a candidate that likes to talk, it’s more about getting short clear answers from them to clarify their answers. All the learners felt that most of their candidates that they’d interviewed in the past were more likely to be in the second group, but occasionally for some roles they’d experienced the short answers too. They also felt that they needed more practice in asking these sorts of questions, as they felt they were more prone to getting into a discussion with the candidate, rather than clarify & summarise. Another excellent exercise. Thanks.
|
|
Previous Member
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To give participants an opportunity to develop an effective 30-second sales pitch.
• To test the pitch for effectiveness.
About
Time:
The exercise in this module can be completed within 30 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To give participants an opportunity to develop an effective 30-second sales pitch.
• To test the pitch for effectiveness.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• A stopwatch or timer.
Notes:
This exercise can be used in sales training, or any training where you want to develop participants’ influencing skills. For example, you might want to end a creative problem solving course by asking participants to develop a 30-second sales pitch for their favourite idea.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library - The 30-Second Pitch.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To define conflict.
• To identify the main phases of conflict.
• To enable participants to describe the typical behaviours that are used when conflict is not constructively managed.
About
Time:
The exercises in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims:
• To define conflict.
• To identify the main phases of conflict.
• To enable participants to describe the typical behaviours that are used when conflict is not constructively managed.
Group Size:
This module is suitable for use with groups of up to 12 participants.
Useful For:
Anyone who needs to manage conflict and interpersonal relationships.
You'll Need:
Nothing other than the materials provided.
Notes:
It is recommended that you keep the participant group size to twelve or fewer for this module.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
I used this module in a workshop with a group of team leaders on dealing with difficult people. The exercise was good way of making the delegates think about conflict and how destructive it can be and help them to develop strategies in order to deal with it. The case study was a good of doing this.
|
|
Shirley Palmer
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 70 minutes.
Aims:
• To provide an opportunity to practice negotiation.
• To illustrate the importance of listening skills.
• To consider the importance of effective questions in order to build an understanding of the other party's perspective.
• To consider the dangers and advantages of pre-meeting meetings.
About
Time:
The exercises in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 70 minutes to complete this module. Aims:
• To provide an opportunity to practice negotiation.
• To illustrate the importance of listening skills.
• To consider the importance of effective questions in order to build an understanding of the other party's perspective.
• To consider the dangers and advantages of pre-meeting meetings. Group Size:
This module is suitable for use with groups of up to 25 participants. Useful For:
Staff at all levels. You'll Need:
Nothing other than the materials provided. Notes:
We find this exercise is most effective when Part One is completed directly before a break, preferably lunch, and Part Two soon afterwards. This gives the more proactive participants an opportunity to build alliances ahead of the negotiations. This adds an extra dimension to the learning from the exercise. Alternatively, you can ask participants to complete Part One as pre-course work. If you do this we recommend that you do not send it out too far in advance of the training; you don’t want participants forgetting why they picked their names.
Label
| Reviews |
|
| A review has not been posted for this item. If you are a member of Glasstap you can submit one using the contact us screen. |
|
|
Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To consider the importance of credibility when seeking to influence others.
• To understand the link between perceived expertise, relationships and credibility.
• To provide an opportunity for participants to consider how much credibility they have with those they are seeking to influence.
About
Time:
The exercises in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 40 minutes to complete this module.
Aims:
• To consider the importance of credibility when seeking to influence others.
• To understand the link between perceived expertise, relationships and credibility.
• To provide an opportunity for participants to consider how much credibility they have with those they are seeking to influence.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
If you want to go on and cover building relationships in more detail we recommend that you look at in some of the modules under ‘Negotiation’, for example Building Rapport and Different Perspectives.
Label
| Reviews |
|
|
This was a very useful activity for less experienced presenters to think about how they can build their credibility. The matrix was particularly useful for less confident learners to consider that it's the audience perception of the presenter that counts (so you don't always have to be an expert on your presentation subject). Very useful.
|
|
Roxanne Moran
rated this item with 5 stars.
|
|
|
|
Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To provide an early opportunity for participants to test their assertive skills.
• To enable participants to identify whether they have a tendency to adopt aggressive or submissive behaviour.
• To provide an opportunity for participants to observe Transactional Analysis behaviours in practice.
About
Time:
The exercise in this module will take about 30 minutes to complete. In total, allowing for discussion, we recommend allowing 45 minutes to complete this module. Aims:
• To provide an early opportunity for participants to test their assertive skills.
• To enable participants to identify whether they have a tendency to adopt aggressive or submissive behaviour.
• To provide an opportunity for participants to observe Transactional Analysis behaviours in practice. Group Size:
This module is suitable for use with groups of up to 25 participants. Useful For:
Staff at all levels. You'll Need:
Nothing other than the materials provided. Notes:
This exercise gives participants an opportunity to consider their own behaviours. It can give facilitator's a useful insight into behaviour, although the briefs do encourage particular types of behaviour. This module provides a powerful introduction to Transactional Analysis.
Label
| Reviews |
|
|
I conducted a Presentation Skills course last week and tried [this] out as an energiser and recap of the previous day. Since all the students knew each other, I thought that this may make the arguments for not presenting a little more amicable. The first group had a pleasant banter, but the second group I thought had missed the point completely when the person who was definitely asked not to present, actually volunteered. As the first group presented back their findings to the class, the person presenting from the second class asked to be excused. When it came to the second group to present back, their spokesperson had still not returned and his colleagues assumed he had gone to the WC. Therefore, someone else in the group had to present instead. As he finished, the original spokesperson returned having laughed that he had achieved his objective, and not presented! Not quite what I had expected but it created a good atmosphere to continue as everyone was laughing. My only feedback is that the briefs could be shorter to avoid confusion. Great. Thanks.
|
|
Previous Member
|
|
|
|
Time:
In total we estimate this exercise will take 115 minutes.
Aims:
• To encourage participants to consider the difference between good and bad customer service.
• To encourage participants to consider the behaviours that those who deliver good customer service demonstrate.
• To consider strategies for avoiding or managing customer conflict.
About
Time:
The exercise in this module can be completed in about 60 minutes (including the time required to view the training film). In total, allowing for discussion, we recommend allowing about 115 minutes for this module.
Aims:
• To encourage participants to consider the difference between good and bad customer service.
• To encourage participants to consider the behaviours that those who deliver good customer service demonstrate.
• To consider strategies for avoiding or managing customer conflict.
Group Size:
This module can be used with groups of up to about 15 participants, as long as suitable facilities are available to give everyone a clear view of the training video.
Useful For:
Anyone in a customer facing role.
You'll Need:
• A computer with internet connection and a means of connecting to a screen.
Notes:
This module is designed to accompany the Glasstap film, ‘Why Do I Always Get Them?’ This exercise involves a look at customer service, particularly in relation to face-to-face contact, managing difficult situations and conflict. If your level of membership doesn’t include the option to stream this video, you can purchase a a DVD from Trainers' Library.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Label
| Reviews |
|
|
This DVD has proven to be popular with customer service teams in manufacturing and in engineering sectors. It is useful to see how universal our perception of poor customer service is, whether it is in a coffee shop or a clothes shop. The gentle humour of the film fits the topic and serves as a good icebreaker, especially to encourage less confident participants to contribute their opinions or horror stories on poor customer service and how this could be put right.
|
|
Paula Cook
rated this item with 5 stars.
|
|
|
|