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Time:
In total we estimate this exercise will take 150 minutes.
Aims:
• To create an understanding of UK workplace Equality Law so that all employees and managers are aware of their responsibilities.
About
Time:
This game will take about 90 minutes to play. In total, allowing for discussion, we recommend allowing 150 minutes to complete the game and ensure that all of the learning points are brought out.
Aims:
• To create an understanding of UK workplace Equality Law so that all employees and managers are aware of their responsibilities.
Group Size:
This module is suitable for use with groups of between between 8 and 12 participants.
Useful For:
Everyone in the workplace – because everyone needs to be clear on what they can and can’t do. This is not a topic bound by status and participants will have the most fun from the game if there is a mix of roles, seniority and experience in each team. The game will be especially useful for managers and team leaders who are usually closest to managing diversity and equality issues and need to be clear on the law.
You'll Need:
• A Spinner.
• The Game Board.
• A Questions and Answers sheet.
• 4 differently coloured sets of 8 counters.
• Up to 12 participants (4 teams of 3).
Notes:
Most questions have multiple choice or yes/no answers. This means that the third team to have a go at a question is pretty much guaranteed to get a correct answer when the question comes round again. This keeps the overall time for the game within reasonable limits and adds to the fun, because of the danger of a team getting the answer wrong and allowing another team to get in with the right answer next time. The game is very easy to play. We suggest that you have a practice run beforehand to ensure you are clear on how it works.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To help participants recognise how their behaviour/communication is experienced by others.
• To encourage participants to increase the positive acts of recognition they give to others, and to create a working atmosphere in which people feel accepted and recognised.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims:
• To help participants recognise how their behaviour/communication is experienced by others.
• To encourage participants to increase the positive acts of recognition they give to others, and to create a working atmosphere in which people feel accepted and recognised.
Group Size:
This module is suitable for use with groups of up to about 20 participants.
Useful For:
Staff at all levels. It can be particularly useful in management training and team building.
You'll Need:
• Post-it notes and flipchart paper.
Notes:
This module can be used alongside Land of the Nutritos in a diversity programme and as part of a programme on giving feedback or team working.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I used this activity with a group of duty managers where we needed them to recognise and reward more behaviour. This activity really helped get the point across of how easy it is to give recognition we then incorporated our own internal recognition schemes to make them aware of what is available.
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Jennifer Stevens
rated this item with 5 stars.
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I used this material as part of a management course about building an effective team. I used this alongside the module Building Rapport with Subordinates. This was very useful for managers to self-reflect on how they provide recognition to team members, and gave them food-for-thought about whether they 'neglect' staff members. I found it helped managers to consider the impact recognition has on team morale.
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Roxanne Moran
rated this item with 4 stars.
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Found this exercise worked best with groups of people who were already quite well versed with giving and receiving feedback (most usually fairly experienced managers). It might also work if you’d already covered the basics of why, when, how in a previous session. It also brought out in some groups dissatisfaction. For those working in environments where they didn’t feel they were getting any recognition – the first exercise proved difficult and they then wanted to have a ‘rant’. OK if you’re prepared to deal with this – and it certainly highlighted individual differences in the ‘need’ for recognition/strokes. That lead to an interesting discussion about TA hungers and strokes. I think next time I use this, I will combine with some TA theory.
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Nicky McCrudden
rated this item with 3 stars.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To consider what constitutes unacceptable behaviour in the workplace.
• To encourage participants to think about the impact of their own behaviour on others.
About
Time:
The exercise in this module can be completed within 25 minutes. In total, allowing for discussion, we recommend allowing 40 minutes to complete the module.
Aims:
• To consider what constitutes unacceptable behaviour in the workplace.
• To encourage participants to think about the impact of their own behaviour on others.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels, but especially supervisors and managers.
You'll Need:
Nothing other than the materials provided.
Notes:
This module makes the point that is the impact of behaviour that
matters, not the intent. It includes a thought provoking exercise that will
promote discussion of the key learning points.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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This exercise is great for starting a discussion about behaviours in the workplace. In an organisation with staff in office, factory and warehouse settings it was interesting to discuss the differences and should the behaviour be more acceptable in one place than another. The importance of context also came out strongly. I loved that the way the exercise is run means the "right" and "wrong" comes from the group, so the trainer doesn't need to be preachy about the topic, and can challenge views by throwing them out to the rest of the group.
I would use this exercise with any group where raising awareness of potentially harmful behaviours would be useful.
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Lisa Lester
rated this item with 5 stars.
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Brilliant exercise for getting delegates into deeper discussions about behaviours and their impact. I also customised some statements to make them relevant to the groups I was working with (using the word template). This made the exercise even more powerful. The client wanted to highlight the differences between Firm Management and Bullying so I used this exercise in conjunction with the article by Sheila Williams.
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Rosemary Taylor
rated this item with 5 stars.
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I have run 90 minute Banter and Bullying sessions for 250 people now in 4 organisations. It really helped to have this module as the main focus of the session. It certainly raised awareness of how one persons banter can be another person feeling bad! It works at th simple level of showing how difficult it is to define where the line is, but also helped to make people more likely to intervene if they witnessed problems. It also worked with teams who had many members were English was a second language. Not much extra explanation was needed. Powerfully thought provoking, and really rammed home the "it depends" thinking.
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Phil Hawthorn
rated this item with 5 stars.
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This activity was used for middle managers who had little or no experience of recruiting staff. This content was used in conjunction with “Take your pick – short listing candidates” The course content was good and easy to use; participants had to think and discuss about colleagues roles. This was used as the first activity of the day which meant everyone could make an input. It showed a link between skills, attitudes and behaviours, how they all inter link and how they are all equally important. The activity was a good discussion basis and I was able to build more into the session from the group discussion afterwards.
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Previous Member
rated this item with 5 stars.
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I was asked by our board of directors to run a session throughout the company that would highlight how to identify and deal with bullying and harassment. Although we don’t have a problem with this the directors wanted all employees to have the knowledge of how to deal with it if it does happen. I have run this session approximately 25 times now with groups of 4 -10. This mini session was really good and highlighted things that people do and say in everyday life that they don’t realise can often offend people and make them feel “bad” about themselves. Everyone enjoyed this session and the feedback was all positive.
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Previous Member
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 25 minutes.
Aims:
• To understand the importance of listening skills.
• To illustrate the dangers of making assumptions.
• To provoke discussion about prejudices and stereotypes.
About
Time:
This exercise will take about 15 minutes to complete. In total, allowing for discussion, we recommend allowing 25 minutes for completion.
Aims:
• To understand the importance of listening skills.
• To illustrate the dangers of making assumptions.
• To provoke discussion about prejudices and stereotypes.
Group Size:
Suitable for use with groups of almost any size. This module is also suitable for remote/virtual delivery – see separate note.
You'll Need:
• Pens and paper for every participant.
• The audio recording of the story, which can be streamed from Trainers’ Library if you prefer not to read it aloud yourself.
Notes:
If reading the story to participants, we suggest that you rehearse reading the story aloud a few times prior to delivery. This module has been endorsed by Show Racism the Red Card. For more information about the great work this charity is doing to educate against racism, visit www.theredcard.org.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I have used this resource a number of times over the years. It was particularly well received when delivered to a group of our lawyers and decision makers. Demonstrating the importance of listening and not making assumptions to improve decision making.
It's one of my favourite exercises to deliver!
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Marie Mostaeddi
rated this item with 5 stars.
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I love this exercise and have used it a lot over the years working with all levels in a wide variety of organisations. It's amazing to see how quickly people go to the assumption stage and the discussions are so powerful in highlighting what we need to focus on in our every day - at work AND at home!
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Lottie Skuthe-Cook
rated this item with 5 stars.
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Witches of Glum is one of my most used resources across the whole of Trainers' Library. I use this in many different situations. Listening skills is always good to use this and get everyone up on their feet in a training session and moving about the room as they decide the answers.
It is great for challenging assumptions that people make and works well when using in Equality and Diversity workshops to really get into challenging assumptions in a non confrontational way.
An excellent exercise that is well written and works in many different situations.
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Ric Hayden
rated this item with 5 stars.
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A really versatile exercise that is quick, easy and fun. I have used it in communication courses, management programmes and Diversity sessions. It is a good alternative to the Goldilocks exercise. Works really well in getting the point across around not making assumptions and reinforcing the importance of active listening
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Mike Taylor
rated this item with 5 stars.
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One of my favourite Trainers' Library exercises that never fails to get people thinking, usually in Diversity training. The powerful exercise brings to life how easy it is to make stereotypes and then generates powerful discussion around how this happens in the workplace and the impact it has.
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Emma Wynne
rated this item with 5 stars.
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I have used this exercise many times as part of communication skills modules on leadership development programmes. Although the exercise illustrates the separate topics of the importance of not making assumptions and of active listening, delegates quickly see the link between these and that we all do the aural equivalent of "scan reading" and miss details because we assume.
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Paula Cook
rated this item with 5 stars.
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As well as using this exercise to illustrate assumptions and stereotypes, I use it in my 'Minute Taking with Confidence' course. I read the story and encourage delegates to take notes (perhaps after a session on speed writing). I then quiz them - and many STILL make assumptions even though they've taken notes (eg the King is old). I then get them to analyse what should be included in the Minutes using ABCD eg what's vitally important (the Absolutes), what are the Basics or the Background to the story, what adds Colour to your minutes to bring the story to life - and what can be left out (the Dumps - eg Christina, the wheelchair etc)
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Sally Jones
rated this item with 5 stars.
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What I particularly like about this exercise is that it can be adapted to use in a variety of different sessions. I have already used it as an exercise on assumptions in a module on equality and diversity and I will also be using it in my helpline skills training on effective listening.
The exercise is a fun way to get across an important message, and the recording that is included with the downloads allows the trainer to rest their voice for a short time, which is a bonus for both trainer and trainees in most cases!
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Previous Member
rated this item with 4 stars.
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I love this activity it really increases delegates self-awareness on their listening skills and how easily they can make assumptions.
Before I run this activity I get the delegates to score their current listening skills out of 10, and then once they complete the activity then re look at their score to check this is a fair assessment.
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Jennifer Stevens
rated this item with 4 stars.
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I was planning some team-building activities to incorporate into our Business Skills series. I’ve since trialled your Witches of Glum on a group of B1-C1 level participants (Italian professionals, from the same company). The response was great, stimulated lots of discussion about stereotyping and gave way for a fantastic reflection session. All in English - as our business English courses and workshops always are.
One of the interesting 'take-aways' was that the fear of not understanding every word (the B1s) was greatly reduced as they were told they were going to hear a story. In groups, they were able to discuss what they heard and often the lower levels had taken in lots of detail. The problem with stereotyping also arose - which led into discussion about issues with stereo-typing internal and external clients.
As a trainer, I really enjoyed behind able to pick something up and run with it. It was a great time-saver. I could also work on what the activity could offer much more.
I would probably give the activity a 4.5. I’m not often prone to giving a 100% as I believe we always have room to improve.
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Previous Member
rated this item with 4 stars.
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We tend to train somewhat cynical engineers who really take a lot of engaging in order to deliver any Soft Skills. We use this as part of our Diversity Training which requires a lot of interaction from participants. This activity is great to disarm all participates from a “we know it already” stance to actually join in and actively participating. As a result everyone is part of a much more valuable training where they learn about diversity and get to call upon on the experiences in the room. A great start to a session! Thanks.
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Previous Member
rated this item with 5 stars.
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I use this a lot and it is easy to adapt to sessions on appraisals, feedback, objectivity, diversity and especially good where staff/managers are expected to record summary notes from conversations with customers/staff
One option is to get people to do it in pairs as thing brings in the likelihood that one of the pair had the right answer but was talked out of it despite having 'evidence' written down. (influencing)
It is also quite useful, once they have heard the story, to read all 15 statements as a summary and to ask if it sounds like a fair reflection of the story - most agree it is - then by reviewing each statement, participants see that all but two sentences were accurate.
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Previous Member
rated this item with 5 stars.
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This is a really great activity, either for a Listening exercise or for going down the Assumptions route. Use it for both Health and Safety training and also on the PTLLS course I run. Excellent!!!
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Previous Member
rated this item with 5 stars.
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Terrific. Can be shortened or lengthened as you need. I’ve used it as recommended to explore assumptions in equality settings, but also really well as an icebreaker for an interview skills workshop. Once I’d revealed how badly people listened, we went on to discuss the way some people assume they know what the question is about and don’t listen carefully enough to understand what the interviewer wants. I really liked the audio file, the story was familiar but different enough to be interesting and it made a change than listening to the trainers voice.
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Nicky McCrudden
rated this item with 5 stars.
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Both these modules (Assumptions – The Witches of Glum and Goldilocks – a Listening Exercise) are excellent for demonstrating the need for ‘active’ listening skills and how easy it is to make assumptions and ‘hear’ what you think was said. These modules worked extremely well and prompted lots of interest from the participants and also some key learning points were easily identified. It then required some simple facilitation skills to identify ways to become better listeners and again to highlight some easy steps that everyone could take to improve their skills.
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Previous Member
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We use the witches of glum as a useful exercise in the induction programme. As our company is a financial retail business we deal with all types customers from all walks of life. We teach new starters that they should not make assumptions on a customer’s appearance. Just because they look scruffy doesn’t mean that they may be poor. By reading out the story it is clear that people make assumptions to what the answers should be rather than actually listening to the facts. I then have a discussion with the group asking them why they made the assumptions and it really makes them think about it.
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Previous Member
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Successful eyeopener about the danger of making assumptions. One participant remarked afterwards: "I have just realised what a dreadful listener I am", which was a great learning point for all. However, some of the statements are ambiguous and biased towards eliciting an incorrect "true" answer. For example: "The king was an old man who could no longer walk." Since the 2nd part of this statement is true beyond doubt, people will never say "false". I solved this by reducing the statements to only one fact. Some examples: "The king could no longer walk".
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Previous Member
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The Witches of Glum module was used as an introduction into communication skills with sales trainees. The delegates appreciated the story and questions and quickly learnt through the course about the assumptions they had made and as a result, were easily able to relate this to how they communicate with customers and colleagues. This was an effective module near the beginning of the course; the delegates had an increased awareness of natural assumptions and listening skills which effectively introduced further modules within the course.
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Previous Member
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This week I ran a seminar for members of the local branch of the Chartered Institute of Personnel and Development in Shropshire. The topic for the presentation was “Diversity for Dummies”. This was my first venture into this type of presentation of this topic as I have only recently begun to train in the topic with the Ford Motor Company. As an alternative to risking ‘Death by Powerpoint’ I decided to use “The witches of Glum” as a medium for getting across how easily we drop into making assumptions and the potential impact making those assumptions. I used the exercise exactly as provided and was delighted with the way that those present took to it and enjoyed the different way of making a valuable learning lesson. Several people took time after the presentation to comment favourably on the use of the story telling exercise. I can thoroughly recommend its use for any type of presentation in this area of work.
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Paul Brennan
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The Witches of Glum exercise has been used within our customer service course. It has allowed us to use a fun exercise to identify the pitfalls of assumptions and stereotypical situations. The delegates have found this to be amusing as it is a clear break away from the business theme of other exercises. The trainers notes are very well laid out and it is what all exercises should be, simple and yet effective.
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Previous Member
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I have recently used this exercise to introduce a session on cultural differences as the organisation was transferring its HR shared service to another country. The training itself was quite challenging as it was perceived to be a big change to how our managers currently operate however, I used the exercise to introduce the final part of the day. This made a considerable difference to the atmosphere and energy levels within the group. They began to understand the assumptions we make about other cultures and they became receptive to altering their communication style to ensure their interaction was effective.
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Clare Wilkes
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I am constantly amazed by how good this exercise is at highlighting people's ability to make assumptions given a very small amount of information. I've used this in a number of different sessions where it was important to highlight the amazing ability people have to fill in the gaps of the story with their ideas and remembered bits of old fairy tales. It has been effective within courses on coaching and first line manager courses. I have read the questions out from the materials and this worked just as well as writing them all out on the flip chart. This activity is so popular that staff often ask to do it again at other events.
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Helen Walker
rated this item with 5 stars.
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We are running a series of sessions on HR Skills for Managers , the first of which deals with Managing Diversity Are You a Fair Manager? Having identified what diversity is the trainer asks the delegates to sit back, listen to a story and expect to answer some questions about the subject afterwards. The story is, of course, Assumptions The Witches of Glum. This is a great little exercise that really demonstrates to the delegates how readily assumptions are made and how guilty of it they are. At least 50% of the delegates get less that 50% of the statements right each time we run the session perfectly illustrating the learning point. Give it a go, youll love the results!
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Tracy Croft
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Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To explore some of the challenges participants will face as a manager and how to approach them with the right balance of ethics and pragmatism.
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 explore some of the challenges participants will face as a manager and how to approach them with the right balance of ethics and pragmatism.
Group Size:
This module can be used with groups of between 4 to 18 participants.
Useful For:
Learners who are brand new managers (or very soon will be), particularly if they have been promoted from within the team.
You'll Need:
• Playing pieces, one per team.
• Small prize for the winning team.
• 60 second timer or stopwatch.
• Facilitator Traffic Lights.
• At a Crossroads Conundrum Cards.
• At a Crossroads Diversion Cards (3 per team).
• At a Crossroads Game Board.
• At a Crossroads Suggested Answers (for the facilitator).
Notes:
This exercise is suitable for use with groups of up to 18 participants. It is run as a competitive game, which is a race to the finish and played in teams of two or three players. We do not recommend having teams with more than three participants. All the scenarios contained in the cards are based on actual experiences faced by managers in their first year of managing a team. It is a particularly useful exercise for people who have been promoted from within the team to become the manager and who are struggling to adapt to their new role with people who were once their peers.
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I recently used this during a two day introduction to management course. The participants loved and it was a great resource to use that was fun but achieved important, relevant learning outcomes. This will be a resource that I will continue to use with the added advantage that the gameboard can be used with the performance management cards, when I run the next course for managers on coaching and mentoring.
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Sue Bartlett
rated this item with 5 stars.
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On Tuesday this week I used the At a Crossroads activity from Trainers Library with a group of 4 newly appointed managers.
What a great activity. We had full interaction and the conundrum cards really threw up some challenges that the participants could relate to. It was great to be in control of the traffic lights so that we could really discuss each challenge and hear the different perspectives on how each individual would potentially deal with that challenge.
We didn't get through all the cards, however the participants have asked for round 2 at our next workshop because they enjoyed the activity so much.
I am aware that you can download the road map and cards however I made the small investment and bought the resources from Trainers Library as I know this will be used time and time again.
Great resource, easy & fun to use and definitely encouraged much debate and thinking.
If you've not used it then try it.
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Pauline Weddell
rated this item with 5 stars.
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This exercise provides a lot of different scenarios for managers to consider how they would respond.
I have used a slightly adapted version of this exercise as a warm up for management development training. I have a series of workshops focussing on different aspects of management behaviours, with the same group of participants each time, and used this as a warm up exercise for workshop 2. Instead of using the board, I asked the teams to pick a card from the deck and read it out. Team A picks and reads then Teams B and C have 30 seconds to come up with a response. Team A picks their favourite response and awards that team a point. Then move on to Team B. I repeat this to cover 9 randomly picked cards. Each card read gives an opportunity for discussion around the best way to handle the situation.
As there are so many cards, I will probably repeat this as the warm up for workshops 3 and 4 too.
Another great resource from Trainers' Library!
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Lisa Lester
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To explore some of the challenges participants will face whilst managing the performance of individuals in their team.
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 explore some of the challenges participants will face whilst managing the performance of individuals in their team.
Group Size:
This module can be used with groups of between 4 to 18 participants.
Useful For:
Anyone who is responsible for the performance of others, or who soon will be.
You'll Need:
• Playing pieces, one per team.
• Small prize for the winning team.
• 60 second timer or stopwatch.
• Facilitator Traffic Lights.
• Conundrum Cards.
• Diversion Cards (3 per team).
• Game Board.
• Suggested Answers (for the facilitator).
Notes:
This exercise is suitable for use with groups of up to 18 participants. It is run as a competitive game; a race to the finish, and played in teams of two or three players. We do not recommend having teams with more than three participants.
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I recently used this activity as part of a development centre for aspiring leaders. It was really well received by the group. We had about 18 people split into 6 teams. The intention had been to run the activity for 45 minutes but the group enjoyed it so much it went on for over an hour and we still hadn't got close to a winner. The scenarios generated lots of debate. I would perhaps suggest starting with smaller groups at first as it is difficult to facilitate with such large group sizes
I used the board game pack that I purchased, and whilst this did provide a nice visual to accompany the activity, the conundrum cards would have worked perfectly well without the board game if used as discussion topics. An excellent activity that is guaranteed to get the group engaged (Just make sure your answer sheet matches your conundrum cards!)
At the end of the session the group asked for a further full days session dedicated to discussing these types of scenarios and for me that says it all about how good the activity is.
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Mike Taylor
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To highlight similarities and things that unite a group of people.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims:
• To highlight similarities and things that unite a group of people.
Group Size:
This module can be used with large groups. Ideally, you'll have enough participants to create at least 3 groups of 6 or more.
Useful For:
Staff at all levels. This activity is designed for very large groups and is particularly well suited to conferences that bring people from different parts of the business together.
You'll Need:
• Nothing other than plenty of space. Ideally, you’ll have enough space to mark out boxes for each group of people to stand in (you’ll need plenty of string to prepare these beforehand) as well as a clear space at the front of the room where participants can congregate.
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I used this at the end of a session I ran on self-awareness (using the DiSC behavioural profiling tool) I used it slightly differently to how it is intended. We had spoken a lot about different working styles and behaviours, so I used this to look at similiarities the team members had that they weren't aware of.
It was a great success and generated a lot of laughs. A good way to raise energy levels at the end of session. I didn't have space to mark out boxes but just got everyone to start at the back of the room and move to the front when they are agreed with a statement and then move back again. It was a group of 12 people of various levels in the organisation.
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Debbie Yarwood
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To demonstrate the importance of determination in building resilience.
• To identify what determination is and where it comes from.
• To list some of the key factors that help make people more determined.
• To identify ways to become more determined.
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 demonstrate the importance of determination in building resilience.
• To identify what determination is and where it comes from.
• To list some of the key factors that help make people more determined.
• To identify ways to become more determined.
Group Size:
This module can be used with groups of any size.
Useful For:
Staff and managers at all levels.
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.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To explore equality and equity mean to participants and whether there is a difference.
• To explore what equality and equity mean to others.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To explore equality and equity mean to participants and whether there is a difference.
• To explore what equality and equity mean to others.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• Smartphones, tablets, or laptop computers for participants to use to choose images.
Notes:
This activity was developed by Dr. Gary R. Smith, Trainer, Express Employment Professionals, Inc.— for Express offices in Knoxville, Alcoa, Morristown, Cleveland, Crossville, LaFollette, Rogersville, Sweetwater, Maryville, Roane County, Clinton, Dayton, Sparta, and Sevierville, Tennessee, USA.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To encourage people to reflect on the assumptions we make and the labels we attach to people.
• To understand that there is more to people than what we see on the surface.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To encourage people to reflect on the assumptions we make and the labels we attach to people.
• To understand that there is more to people than what we see on the surface.
Group Size:
This module can be used with groups of almost any size.
Useful For:
Staff at all levels.
You'll Need:
For each Team 1:
• A selection of photographs of random people from those provided. (You’ll need about six different people.)
• A money box or envelope for each of the six photographs.
• Several pairs of scissors. (Ideally, one for each member of team 1.)
For each Team 2:
• A copy of the same six photographs provided to Team 1.
• A syndicate room, or other space to work in away from Team 1.
Notes:
This module requires careful and sensitive facilitation. Make sure you avoid photographs that could be construed to represent specific individuals in the group. For example, if you have a group of predominantly young people with one elderly man, avoid using the photograph of the older man. And carefully observe conversations, particularly within the sub-teams of Team 1 to ensure that in the unlikely event that language is used that is inappropriate and not conducive to learning, or which expresses views that are unacceptable or distressing to others, you’re in a position to curtail it.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To help participants to consider how it feels to be different from the majority.
• To encourage understanding of the sources of prejudicial feelings and ways of behaving that can make others feel uncomfortable.
About
Time:
The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing at least 50 minutes for this module.
Aims:
• To help participants to consider how it feels to be different from the majority.
• To encourage understanding of the sources of prejudicial feelings and ways of behaving that can make others feel uncomfortable.
Group Size:
This module is suitable for use with groups of up to about 15 participants with enough to encourage discussion.
Useful For:
Staff at all levels.
You'll Need:
• To practise reading the scenario through several times to familiarise yourself before the session. (If your level of membership allows, there is an audio recording of the scenario in Trainers’ Library that you can use if you prefer not to read it aloud yourself.)
Notes:
This exercise uses an imaginative method for raising awareness of prejudice and really gets participants thinking. It is important to use this activity within a diversity course in which ground rules of showing respect for individual opinions and experiences have been established. The content is potentially sensitive and it is important that the trainer monitors conversations during the group work to pick up on any intrusive questioning of minorities within the group, which could mirror the unhelpful behaviour described in the imaginary scenario. The module consists of four activities: Part 1:
1) Reading/Playing the scenario.
2) Discussion of the experience of imagining yourself into the scenario.
3) Input on where the attitudes and feelings may come from and the unhelpful behaviours that may follow. Part 2:
4) Discussion in groups of what the two sets of people in the scenario could do to encourage acceptance and integration.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I was sceptical about this one. Wasn’t sure how well it would go down. I used it with CEOs of voluntary organisations and was a little nervous how well they would buy into it. But it was fantastic. It was easy to implement and led to some great conversations – and was very simple to bring it back to how does this reflect our local community. I combined it with Minority Reports and The Witches of Glum to make a full session and they all worked brilliantly together. Then I added in a little TA and organisational cultures. Definitely one I’d recommend.
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Nicky McCrudden
rated this item with 5 stars.
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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.
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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!!!
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Nicky McCrudden
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To reflect on what mental ill health looks like.
• To highlight why stereotypes might not help us identify people with a mental illness.
• To explore what someone suffering with mental ill health might experience.
• To discuss why people might hide depression, or any other mental illness.
About
Time:
The exercise in this module can be completed in about 15 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To reflect on what mental ill health looks like.
• To highlight why stereotypes might not help us identify people with a mental illness.
• To explore what someone suffering with mental ill health might experience.
• To discuss why people might hide depression, or any other mental illness.
Group Size:
This module can be used with groups of up to 15 participants.
Useful For:
Staff at all levels. However, please ensure participants are aware of the topic to be discussed and are happy to participate.
You'll Need:
• Two flipcharts and a range of flipchart pens and other design materials. (You could, for example, give participants access to old magazines etc. from which they can cut images for inclusion in their posters.)
Notes:
You will need to ensure this session takes place in a space participants consider safe. We recommend ensuring participants have access to our list of helpful resources (or an equivalent for your region if you are located outside the UK.) Before running this module, facilitators should have an understanding of mental health and have completed training around this topic.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To help participants understand what it feels like to be in a minority.
• To raise awareness of how being in a minority, or majority can affect behaviours.
• To introduce and briefly explain the attitude cycle.
About
Time:
The exercise in this module can be completed within 20 minutes. In total, allowing for discussion, we recommend allowing 50 minutes to complete the module.
Aims:
• To help participants understand what it feels like to be in a minority.
• To raise awareness of how being in a minority, or majority can affect behaviours.
• To introduce and briefly explain the attitude cycle.
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:
Almost everyone has experienced the feeling of being in a minority or of not quite fitting in at some point in their lives. This module encourages
participants to explore those experiences and consider the implications for minority groups.
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I approached this exercise by using the term exclusion instead of minority, which works well when looking at diversity awareness as minority can be a very subjective term. I feel that had this been an open course and the learners had not known each other then they would have been more open within the group discussion. I found it helped to have my own personal experience on standby to start the discussions off as nobody likes to volunteer such personal information first in front of colleagues. When I ran this exercise with a second group I told them that there would be no group discussion but that they should work through the exercise alone and discuss it in pairs. The feedback on this approach was much more positive so would be worth bearing in mind for those running this module with learners who know each other already.
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Nick Lennon-Barrett
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This exercise is a very powerful tool to use in any Diversity or Equal opportunities course and I’ve now used it 5 times, with great effect. The simplicity of the questions allows learners to write about their experiences freely - although it can be a little uncomfortable for some. The example of Billy and his “un-cool” trainers really helps get the discussion rolling when reviewing their answers. They feel they can comment on Billy or themselves without giving too much away about their personal circumstances. However, after the first few questions, everyone seems to open up and share their experiences. I may have been lucky so far, but I’ve not had anyone that has experienced being a minority within their current role or workplace, so there’s less resistance to discuss their feelings. The suggested questions, and possible answers for reviewing the exercise, really pull the learning together and those who perhaps haven’t shared so much still feel that they’ve benefited. I sometimes add the question “what do you think the point of this exercise was – other than making you uncomfortable!?” This amuses them and helps them open up and think about the practical application of what we’ve discussed. Another tool that I will be glad to use again and again in a variety of training programmes and workshops.
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Previous Member
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Time:
In total we estimate this exercise will take 90 minutes.
Aims:
• To identify the purpose of the person specification when recruiting and selecting.
• To identify key principles for drawing up legal and effective person specifications.
About
Time:
The exercise in this module can be completed in about 50 minutes. In total, allowing for discussion, we recommend allowing about 90 minutes for this module.
Aims:
• To identify the purpose of the person specification when recruiting and selecting.
• To identify key principles for drawing up legal and effective Person Specifications.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Line managers and other staff involved in the recruitment and selection process.
You'll Need:
Nothing other than the materials provided.
Notes:
There is a suggested person specification that accompanies these notes (Handout 2). You might like to use this at the end of the exercise to provide a comparison for those the group produce.
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Used this in a session for managers on recruitment and selection, alongside Take Your Pick.It followed on from a discussion around interviewing legally (avoiding discrimination) as well as unconscious bias, and illustrated a number of key points really well. Attendees were not impressed with Charlie, and he became a running joke throughout the day.
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Jane Butler
rated this item with 5 stars.
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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.
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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.
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Previous Member
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 100 minutes.
Aims:
• To identify the purpose of effective short-listing in recruitment and selection.
• To identify key principles for short-listing.
• To identify potential difficulties with short-listing and ways of overcoming these.
• To provide an opportunity for participants to practise short-listing; ensuring a fair and accurate assessment of evidence.
About
Time:
The exercise in this module can be completed within 50-60 minutes. In total, allowing for discussion, we recommend allowing 90-100 minutes for this module.
Aims:
• To identify the purpose of effective short-listing in recruitment and selection.
• To identify key principles for short-listing.
• To identify potential difficulties with short-listing and ways of overcoming these.
• To provide an opportunity for participants to practise short-listing; ensuring a fair and accurate assessment of evidence.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Recruiting managers.
You'll Need:
Nothing other than the materials provided.
Notes:
This is a case study exercise that follows on from 'Perfect Fit'. It can be run using in-house policy and recruitment processes to re-enforce the learning. The exercise can also be run as a stand-alone session. To run this exercise, you will need a room that’s big enough for participants to work comfortably in groups, or a couple of ‘break-out’ rooms. The module looks at best practice for short-listing. In it candidates look at documentation produced during the recruitment process, including the person specification, application form and short-listing forms. The modules will be useful to anyone involved in the recruitment process, including senior managers.
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We used this alongside Perfect Fit in a course for first line managers. It is really nice the way it continues on the story of Charlie. It highlighted some interesting biases in the group (we'd done unconscious bias earlier), who made different assumptions about different candidates (if they've worked in the NHS they will/ won't be used to working under pressure).
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Jane Butler
rated this item with 4 stars.
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We use the Take Your Pick exercise on the recruitment and selection course. It provides them with an opportunity to short list CV’s and discuss which candidate would be most suitable for a position without having to look at real CV’s or make up fake ones. It provides them with an opportunity to decide who they would short list and whether they would interview any of them. I then use the CV’s and ask them to come up with interview questions. We then do a role play with one delegate taking the role of the candidate and the other the interviewer still using the CV’s.
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Previous Member
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I used the Take your pick CV short listing exercise today on the recruitment and selection training. I only had a small group so we completed the exercise in 30mins rather than the suggested timings. However, they were able to pick the most appropriate candidate and had a good discussion around whether they would take them to interview or advise Charlie to get some more CV’s. We then used the candidate in a mock interview exercise. I liked the exercise because it made them compare CV’s against the selection criteria which they may not have chance to do unless they are recruiting. It made them think about what to look for on the CV’s such as gaps in recruitment, relevant experience, whether they have had promotions etc. Which in turn led to what questions would you ask in an interview then? Who would you bring in to interview if any or would you ask for my CV’s? It gave them chance to do some role play and practice with realistic CV’s.
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Previous Member
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This activity was used for middle managers who had little or no experience of short listing candidates and it was used in conjunction with "Attitude or Skills? – What to look for when recruiting". The course content was good, it was easy to use and covered various aspects of short listing, which could be looked into; participants had to think 'outside the box', participants could relate the questions/exercise back to their own experiences. It was a good basis for questioning, it enabled participants to realise that they need to forward plan for short listing, discover what’s required when you short list candidates and why it’s essential you have good job descriptions and person specifications.
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Previous Member
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To demonstrate how our own beliefs, values and past experiences affect how we perceive people and situations.
• To raise awareness of how often unconscious bias impacts upon our perceptions of others.
• To understand the impact of unconscious bias on our interactions with others and the decisions we take.
About
Time:
The exercise in this module can be completed in about 10 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims:
• To demonstrate how our own beliefs, values and past experiences affect how we perceive people and situations.
• To raise awareness of how often unconscious bias impacts upon our perceptions of others.
• To understand the impact of unconscious bias on our interactions with others and the decisions we take.
Group Size:
This module can be used with groups of almost any size.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
If using this exercise with very large groups, place participants into pairs. Unconscious bias can apply to a range of topics and can be included in training on Recruitment, Equal Opportunities, Customer Service and Performance Management, etc.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I used this exercise recently as part of an online recruitment workshop, to highlight how unconscious bias affects how we do things. The delegates were really shocked when I showed them the images, particularly all but one delegate had chosen the same one, despite it being a really multi-cultural group.
The discussion that followed was brilliant, really getting everyone to think about why they had made the assumptions they had, and it fed really well into talking about selection for interview from c.v.s.
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Louise Holloway
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To encourage participants to share information about themselves.
• To discover more about participants and build rapport.
• To consider the extent to which we communicate through body language.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module. Aims:
• To encourage participants to share information about themselves.
• To discover more about participants and build rapport.
• To consider the extent to which we communicate through body language. Group Size:
This module can be used with groups of up to 25 participants. Useful For:
Staff at all levels. You'll Need:
Each participant will need to be provided with two cards. One with a large 'T' or 'True' written on it; the other with an 'F' or 'False' – available to download from Trainers’ Library. Notes:
This exercise is ideally suited for use as an icebreaker for team training and teambuilding events. It can also provide an interesting introduction to any session on body language. It can even be used effectively to introduce equal opportunities/diversity training sessions.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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This icebreaker has been very popular. It’s a great way to find out things about your colleagues that you didn’t know before and it’s a good talking point for future conversations. This can be used as an introduction to any training and particularly works well for people who don’t know each other really well.
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Previous Member
rated this item with 5 stars.
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Not a training module, but an additional handout that lists useful contacts, including addresses, websites and telephone numbers.
About
Not a training module, but an additional handout that lists useful contacts, including addresses, websites and telephone numbers. Please let us know at Trainers' Library if you are aware of any other contacts that could usefully be added to this list.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To help participants understand what depression is.
• To highlight why stereotypes might not help us identify depression.
• To explore what someone suffering with depression might experience.
• To discuss why people might hide depression, or any other mental illness.
About
Time:
The exercise in this module can be completed in about 15 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To help participants understand what depression is.
• To highlight why stereotypes might not help us identify depression.
• To explore what someone suffering with depression might experience.
• To discuss why people might hide depression, or any other mental illness.
Group Size:
This module can be used with groups of up to 15 participants.
Useful For:
Staff at all levels. However, please ensure participants are aware of the topic to be discussed and are happy to participate.
You'll Need:
• Magazines and newspapers etc., sticky tape or glue, flipchart paper and pens.
Notes:
You will need to ensure this session takes place in a space participants consider safe. We recommend ensuring participants have access to our list of helpful resources (or an equivalent for your region if you are located outside the UK.) Before running this module, facilitators should have an understanding of mental health and have completed training around this topic.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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