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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To encourage participants to think about the environment they live or work in. • To encourage participants to consider the impact the physical environment might have on creativity. • To consider ways in which space can be made 'creative'.
About
Time: The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims: • To encourage participants to think about the environment they live or work in. • To encourage participants to consider the impact the physical environment might have on creativity. • To consider ways in which space can be made 'creative'.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Staff at all levels.
You'll Need: • Cardboard boxes, coloured card, marker pens. See notes.
Notes: You will need to provide teams with materials with which to create a model of their ideal office for this exercise. The materials you provide each team should include, but need not be limited to: • A cardboard box for each team (an old crisp box or similar is ideal). • Coloured marker pens. • Coloured paper or card. • Scissors. • Glue. • Sticky tape. In addition to these basic requirements, consider adding any other materials that might help the teams build imaginative models - for example: Modelling clay, string, tissue paper etc.
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 encourage participants to think about how and what they communicate to customers, using a slightly unusual perspective. • To encourage participants to think about the language they use when communicating with customers. • To show that all communication tells the customer something about the organisation, and that sometimes that’s not the intended message. • To demonstrate how brand is affected by every piece of communication leaving the organisation.
About
Time: The exercise in this module will take about 25 minutes to complete (but can be shortened if necessary). In total, allowing for discussion, we recommend allowing 50 minutes to complete this module. Aims: • To encourage participants to think about how and what they communicate to customers, using a slightly unusual perspective. • To encourage participants to think about the language they use when communicating with customers. • To show that all communication tells the customer something about the organisation, and that sometimes that’s not the intended message. • To demonstrate how brand is affected by every piece of communication leaving the organisation. Group Size: This module is suitable for use with groups of almost any size (working in small teams of ideally fewer than 6 people). Useful For: Staff at all levels. You'll Need: • A set of ‘Sign of the Times’ cards with enough for at least two cards for each team. (If you’re working with a very large group you may need more than one set.)You might like to add your own signs to the exercise, perhaps including some from the organisation itself. • Plenty of sheets of flipchart paper. • Coloured marker pens. • Blu-tak.
Notes: This is a powerful exercise that really gets participants to think about the way organisations communicate. It is a useful addition to any customer service training but it is of particular use with groups that are responsible for brand and the way the organisation portrays itself to the outside world. This could be managers within the marketing department, branch managers, recruitment managers etc. It is suitable for all types of organisation, including public and charitable bodies. Please Note: The Sign of the Times Cards are a particularly large file (10mb) and may take a few minutes to download.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I recently used this exercise as part of an online workshop on recruitment for SME owners who were looking to take on new employees. I used it to highlight how the messages that companies put out to the public can influence what people think of them, and used that to move into talking about how their job ads reflected on the business. Linking marketing a product, or consumer branding to how they marketed a vacancy seemed to resonate very well, so will definitely use it again.
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Louise Holloway
rated this item with 5 stars.
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I recently used A Sign of the Times activity for a newly formed recruitment team. I used it as a short interactive activity to get the team to see how confusing some messages can be, or how images don't always match with the words displayed.
It was great for generating discussion and debate and acted as an ice-breaker as well as it pulled everyone into the conversation.
I would use this again as I have now laminated the pictures so that I don't have to print off each time I run it.
We actually spent about 30 mins on this and the team had the cards displayed on the walls for the remainder of the week.
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Pauline Weddell
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 30 minutes.
Aims: • This exercise is designed for the start of a team session that reviews the previous year; in particular what went well, what people struggled with and what they learnt from it.
About
Time: The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.
Aims: • This exercise is designed for the start of a team session that reviews the previous year; in particular what went well, what people struggled with and what they learnt from it.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels.
You'll Need: • A balloon for each participant. (It’s preferable to have lots of different colours.) • A whistle or claxon to tell everyone to stop. • You will need a nice (indoor) space for participants to throw their balloons in the air and keep all the balloons airborne.
Notes: You will need to plan a little in advance for this activity and be prepared to send out reminder emails to ensure the pre-exercise task is completed. Larger groups will necessitate a longer running time for the exercise.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims: • To think about what needs to happen to ensure we don't regret the things we didn't do. • To consider the feelings of success, and their impact upon motivation. • To look at the importance of creating objectives that are SMART. • To consider the importance of taking control, and what prevents us doing that. • To provide an opportunity for participants to think about their own short, medium and long-term goals.
About
Time: The exercises in this module will take about 30 minutes to complete. In total, allowing for discussion, we recommend allowing 50 minutes to complete this module.
Aims: • To think about what needs to happen to ensure we don't regret the things we didn't do. • To consider the feelings of success, and their impact upon motivation. • To look at the importance of creating objectives that are SMART. • To consider the importance of taking control, and what prevents us doing that. • To provide an opportunity for participants to think about their own short, medium and long-term goals.
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: You might want to follow this module with the module entitled Five Balls – Goal Setting and Motivation , which illustrates the value of breaking long-term goals down into short-term achievable chunks.We also recommend you refer to the module Breaking Goals Down, which contains further ideas for building on this module.
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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 30 minutes.
Aims: • To provide an opportunity to explore a variety of situations experienced during the working day and consider how best to handle each one assertively.
About
Time: The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.
Aims: • To provide an opportunity to explore a variety of situations experienced during the working day and consider how best to handle each one assertively.
Group Size: This module can be used with groups of any size.
Useful For: Staff up to managerial 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.
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I used this exercise in a workshop with women from a variety of businesses. It got excellent feedback and they thoroughly enjoyed the session. I did cut the discussion time back a bit and this did not have a detrimental effect. The subsequent feedback time really helped all those present and generated even more discussion. I love this session
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Nicola Richardson
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 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.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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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’s run as a competitive game and is a race to the finish. Played in teams of 2-3 players - we do not recommend having teams with more than 3 participants.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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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 consider the link between attitudes and beliefs, and results. • To identify the need to take responsibility for our own results. • To build an understanding of what individuals might be capable of, if they adopt a positive attitude, and push themselves a little more.
About
Time: The exercises 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 consider the link between attitudes and beliefs, and results. • To identify the need to take responsibility for our own results. • To build an understanding of what individuals might be capable of, if they adopt a positive attitude, and push themselves a little more.
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 includes mention of the story of Malala Yousafzai. Depending upon your audience, you may wish to substitute it for another story that resonates with your participants. If you do use a different story, it is important that you choose ones that will be well known to your participants and which will highlight an individual who has overcome significant hardship to achieve something of genuine importance.
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 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 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.
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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 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.
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Roxanne Moran
rated this item with 4 stars.
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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.
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Nicky McCrudden
rated this item with 4 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To raise participants’ awareness of how their perceptions of situations influence their emotions and behaviour. • To describe the types of unhelpful thinking we can identify in our perceptions. • To provide an opportunity to identify how to change unhelpful thinking in a situation of the participant’s choosing.
About
Time: The exercise 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 participants’ awareness of how their perceptions of situations influence their emotions and behaviour. • To describe the types of unhelpful thinking we can identify in our perceptions. • To provide an opportunity to identify how to change unhelpful thinking in a situation of the participant’s choosing.
Group Size: This module is suitable for use with groups of up to about 20 participants.
Useful For: Staff at all levels.
You'll Need: • Flipchart and at least 4 post-it notes per participant.
Notes: The modules Managing Emotions and Difficult People – And How to Deal with Them are complementary to this module and can be combined with it to make a longer session. This module can be used as part of a course on managing or preventing stress. It can also be useful in courses on communication or negotiation, or presentation skills, where participants’ emotions and perceptions may influence their performance.
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I used this module while delivering a session on dealing with stress to a group of team leaders and deputy team leaders the exercises in this module worked really well on raising their awareness of how their perceptions of situations influence their behaviour and emotions. They found it useful to identify unhelpful thinking and share ideas on how to change it.
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Shirley Palmer
rated this item with 5 stars.
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Very thorough and easy to use activity to help people to change their perceptions and realise how their perceptions can affect their emotions, behaviour and impact their results.
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Anjana Rajani
rated this item with 4 stars.
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I am going to be using this module in a workshop that I'm running in the new year, to make people more effective at challenging and being assertive, when the need arises. The session is good at getting people to look at how their perceptions influence how they behave, and to overcome unhelpful thinking to achieve a more positive outcome. I would highly recommend it.
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Previous Member
rated this item with 4 stars.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims: • To encourage participants to consider existing attitudes towards creativity. • To encourage participants to consider the culture/environment in which they work, and its impact upon creative thinking. • To encourage participants to consider the extent to which creative thinking skills exist within their organisation.
About
Time: The exercise in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 75 minutes to complete this module.
Aims: • To encourage participants to consider existing attitudes towards creativity. • To encourage participants to consider the culture/environment in which they work, and its impact upon creative thinking. • To encourage participants to consider the extent to which creative thinking skills exist within their organisation.
Group Size: This module is suitable for use with groups of any size.
Useful For: Staff at all levels.
You'll Need: Nothing other than the materials provided.
Notes: The module provides participants with an opportunity to reflect on where they think the organisation(s) they work for are in terms of encouraging and embracing creativity and innovation. The questionnaire is not scientific, and the results will only reflect participants’ current perceptions of the organisation they work in, which might be very different to those of other people. The questionnaire can be sent to participants for completion prior to the training or completed during the training itself. If you decide to give the questionnaire to participants during the training, it is probably best to do this early on, as an introductory session. If you have any concerns about the team’s ability or willingness to share their feelings openly and honestly, distribute the handout before the training session, with a clear deadline for returning it to you. Emphasise that the results will be collated and shared anonymously. Before the training session, collate the results and calculate the average scores. This approach will reduce the time needed to run this module by 10 minutes.
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 30 minutes.
Aims: • To define success.
About
Time: The exercise in this module will take about 15 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims: • To define success.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Staff at all levels.
You'll Need: • Flipchart paper and lots of coloured pens.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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This is my favourite icebreaker and the most flexible for various types of training; those who have completed this say that they hadn’t thought about what success had really meant to them before and [the exercise] helped them in the training to focus on what was important.
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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 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.
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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.
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Previous Member
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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.
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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.
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Roxanne Moran
rated this item with 5 stars.
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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.
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Shirley Palmer
rated this item with 5 stars.
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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.
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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.
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Roxanne Moran
rated this item with 5 stars.
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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.
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Shirley Palmer
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 105 minutes.
Aims: • To encourage managers to identify the factors that will make their teams feel that they value the organisation they work for and are valued in return.
About
Time: The exercise in this module can be completed in about 70 minutes. In total, allowing for discussion, we recommend allowing about 105 minutes for this module.
Aims: • To encourage managers to identify the factors that will make their teams feel that they value the organisation they work for and are valued in return.
Group Size: This module can be used with groups of between 3 and 20 participants.
Useful For: Participants with managerial responsibility (or those who will have imminently.)
You'll Need: No additional materials are required but the final part of the exercise requires space for participants to move around the room.
Notes: The exercises allow space for participants to reflect on the engagement of a team of up to 15 employees. If their team is bigger than this, encourage them to think about their best and worst performing team members. Whilst this module can be run as a stand-alone exercise, it is most powerful when used with the other exercises in the Employee Engagement series. This complete course can be run in one day or in 4 bite-sized sessions.
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I used this module along side the part 1 'whats in it for me' I had a mix of experienced and inexperienced leaders. It was a good way of making them think about their team members and how they can increase the level of engagement in both the organisation and their job.
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Shirley Palmer
rated this item with 5 stars.
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This module asks the delegates to consider their own team members and encourages them to consider ideas and suggestions on how to increase the levels of engagement on their teams. The Managers I was working with where inexperienced and I found they did needed quite a lot of direction. Very worthwhile and I would definitely use again. Thank you Glasstap. Jayne Dark
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Jayne Dark
rated this item with 4 stars.
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Time:
In total we estimate this exercise will take 80 minutes.
Aims: • To explore the role that managers’ behaviours play in employee engagement. • To identify the behaviours that lead to more engaged teams. • To consider the impact this has on success.
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 explore the role that managers’ behaviours play in employee engagement. • To identify the behaviours that lead to more engaged teams. • To consider the impact this has on success.
Group Size: This module can be used with groups of between 3 and 20 participants.
Useful For: Participants with managerial responsibility (or those who will have imminently).
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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I used this module along side employee engagement 1 and 2. The delegates enjoyed the behaviour cards exercise. The team leaders were quite surprised at how different the order of the cards came out and found that it was a good way of showing that you need to tailor your approach for each individual member of the team to get the best out of them. They also found the rosebud case study exercise beneficial.
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Shirley Palmer
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To help participants understand what it feels like to be engaged in their job and the difference it makes to how they feel and the quality of their work.
About
Time: The exercise 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 help participants understand what it feels like to be engaged in their job and the difference it makes to how they feel and the quality of their work.
Group Size: This module can be used with groups of between 3 and 16 participants.
Useful For: Participants with managerial responsibility (or those who will have imminently.)
You'll Need: • A Bridge Constructor Kit for each team. • A separate area for each team to work in, where they will be out of sight of the other team(s).
Notes: It is advisable to start this exercise without too much introduction – just hand out the briefings and let them get on with it. Whilst this works very well as a stand-alone exercise, we thoroughly recommend using it in conjunction with Employee Engagement 1 , Employee Engagement 2 and Employee Engagement 3. .
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I have used this several times on a management training programme when we focus on employee engagement. It has always been met with great enthusiasm and learning outcomes achieved whilst having fun. There have been some very imaginative wobbly bridges created. Great way to end a day.
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Sue Bartlett
rated this item with 5 stars.
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I use this as part of a course on Employee Engagement. The delegates absolutely love the exercise. The difference in the results from the two groups is really striking. The de-brief at the end always helps highlight the importance of considering how we communicate with others and the impact on their levels of motivation, engagement and ultimately on what they produce. Making a direct connection between engagement and output really helps to focus managers minds on why employee engagement is so important. An excellent exercise, would highly recommend
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Mike Taylor
rated this item with 5 stars.
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This exercise was a lot of fun and went down really well with a group of team leaders. It was good to see the different approaches used when building the bridge and the reactions when they realised they had slightly different briefs. It was really good on enfolding how much impact a manager has when engaging with their staff. I would defiantly recommend this exercise along with Employee engagement 1,2 and 3.
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Shirley Palmer
rated this item with 5 stars.
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This is a really fun and interactive activity to help delegates understand the role of the manager in driving engagement. The debrief at the end of the session is extremely valuable in understand the impact engagement has on performance.
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Jennifer Stevens
rated this item with 5 stars.
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I did this activity in conjunction with the other Employee Engagement modules and it worked a treat. The learning was fantastic and the feedback was great. I can't wait to use again in the next few weeks. Excellent. Thank you Glasstap. Jayne Dark
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Jayne Dark
rated this item with 5 stars.
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This is a fab activity that, when used in conjunction with the activity ‘Employee Engagement 4, really gets the ‘engagement’ message across. I haven’t used it for employee engagement (yet!) but I have amended the activity slightly and used it to explore member engagement. It went down really well with the participants, they enjoyed doing something different other than discussion etc and took a lot from the learning points of the activity. It particularly made them think about the importance of engaging others by moving out of their comfort zone when planning events rather than putting on events that they are comfortable with. I think this is going to quickly become one of my favourite activities.
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Previous Member
rated this item with 5 stars.
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Came across this just at the right time - very fortuitous! With some script adaption used this as a team building exercise within a health and social care context. Materials came from my 'Blue Peter' box as well as some of the recommended ones. Worked really well and was very powerful. Did exactly what it said on the tin! Another 5* product from Glasstap. How did I ever cope without you!!
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Robert Corteen
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 90 minutes.
Aims: • To provide participants with an opportunity to practise responding assertively to a range of situations.
About
Time: This exercise will take about 70 minutes to complete. In total, allowing for discussion, we recommend allowing 90 minutes to complete this module.
Aims: • To provide participants with an opportunity to practise responding assertively to a range of situations.
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 activity is designed to be used as a conclusion to training around assertive behaviour. It provides participants with an opportunity to practise responding assertively to a range of situations - whether it's with managing upwards, dealing with peers and colleagues or in personal situations. This exercise is easily adapted and can be used in a variety of ways depending on your participants and the time available. For example, you can run it: • As a small group discussion. • As a role-play exercise with 2 participants role-playing and an observer giving feedback. • By asking each participant to work on one scenario and then role-play it with the trainer with feedback from the rest of the group.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I’ve used this activity at the end of training, to practice what has been learned. If I’m stuck for time, I give each delegate a different scenario (depending on group size of course). It helps delegates to see that they CAN be assertive and that it just takes practice and effort, thinking about what they are going to say and how they will approach a situation.
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Roxanne Moran
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims: • To provide an opportunity for participants to consider how they perceive themselves and how others perceive them.
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 provide an opportunity for participants to consider how they perceive themselves and how others perceive them.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Staff at all levels.
You'll Need: • One set of Feelings Cards per participant (provided).
Notes: Use this in any training session where you want participants to reflect on how they see themselves and how they think they are seen by others. You will need to use strong facilitation skills to debrief this exercise.
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The Feeling Cards exercise is a great tool for raising self-awareness. It involves the participant picking words that they feel represents them as a person and that they think others would choose to describe them. It says in the trainer’s notes that strong facilitation skills are required for this, this is a definite. The exercise worked well in that it made people think about perception, their own and that of others. I also found that it was a useful feedback tool as in all cases the participant got stuck in picking the right words and there was always someone willing to give their opinion. Again this had to be managed through strong facilitation but proved to be an invaluable benefit of the exercise. The exercise proved to have just the right balance of fun, opportunity for self-reflection and a forum for feedback.
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Previous Member
rated this item with 5 stars.
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I conducted a 3 day workshop where I included personality assessments on senior management level and combined this with training. First off I started with the "Feeling cards". I used this because the managers I was working with were known for the fact that they are incredibly efficient and effective, but at times too goal directed. This indicates that they often ignore or overlook the feelings/emotions of their colleagues and subordinates. I thought the feeling cards would provide them an opportunity to share their own feelings at home and at work. I believe this warmed them up a bit - and the most amazing is that it did "warm" them up to start the sessions. They really thought about the cards they
chose and the difference between home and work stood out in a strong way. I have to mention that their was a participant whose home and work behaviour was the same - I think it is important to note these differences. The fact that there are a lot of cards, makes them think, whereas if there were only a few cards to choose from, it would be much easier for them. They really took some time to identify their priorities and values.
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Previous Member
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To explore the differences between bullying behaviour and that of firm management. • To understand the impact of organisational culture and norms on managers' behaviour.
About
Time: This exercise will take about 45 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims: • To explore the differences between bullying behaviour and that of firm management. • To understand the impact of organisational culture and norms on managers' behaviour.
Group Size: This module is suitable for use with groups of up to 15 participants.
Useful For: Supervisors and team leaders.
You'll Need: Nothing other than the materials provided.
Notes: Different countries have different definitions of workplace bullying. You will find it helpful to check for yourself the current definition and any legislation or best practice guidelines applicable to your country and to have these available to share with your participants.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I've used this exercise for internal (same org) groups and mixed org and variable experience groups too.
It relies on the groups to have clear views and constructive discussion, which in some cases need nurturing and encouragement, however it does create a clear structure for the trainer to use as discussion points and lead anyone struggling.
It is particularly useful for reviewing cultural norms and expectations and for exploring the difficulty of the 'grey areas' which in some cases have led to heated (and valuable!) discussions around acceptable behaviours. it's often easier to spot the negative than the positive - and is helpful for learning from others' good techniques.
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Helen Ettridge
rated this item with 4 stars.
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Have used this repeatedly with different levels of managers, and found most of them relieved that it’s OK to be a firm manager sometimes. As the worksheet says, some examples are obvious, but the themes like ‘people knowing where they stand’ were good to discuss. I extended it a bit by asking people to generate and/or review their own case study examples (anonymised first).
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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 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 40 minutes.
Aims: • To help participants understand the impact of their behaviours on others and the part they can play in developing and improving difficult relationships at work.
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 understand the impact of their behaviours on others and the part they can play in developing and improving difficult relationships at work.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Everyone who interacts with others at work.
You'll Need: • 2 different colour pens for each participant (to complete the handout).
Notes: A great exercise to demonstrate our role in conflict with others. It’s designed to help anyone reflect on how to improve their workplace relationships, not just those who are in conflict. It is also a useful addition to Emotional Intelligence training. We do recommend that you practice reading Flenda’s Tale aloud a couple of times before using this exercise.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I used this activity to start to bring together key learnings, it was a follow on from Transactional Analysis, it was a really nice link in terms of the 'How i interact' to the 'Impact I have' with our behaviors being the focus. It linked well as the course was for a Sales audience who rely on relationships but often forgot internal relationships as they are client facing. The positioning at the start set this up nicely and I labored a little more on the fact it doesn't need to be a broken relationships, all relationships can be improved which set a different tone for some, a really nice view which went down well. Some great conversations came from it which we explored in the debrief.
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Kirsty Marshall
rated this item with 5 stars.
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Great example of how changing your own behaviour can impact the behaviours of others. Very impactful exercise.
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Michelle Maidens
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 consider their attitude. • To encourage discussion around optimistic versus pessimistic outlooks. • To recognise the impact that attitude has on performance. • To enable participants to identify personal traits that might be holding them back. • To encourage leaders to consider how they might deal with negative attitudes in their team.
About
Time: The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims: • To encourage participants to consider their attitude. • To encourage discussion around optimistic versus pessimistic outlooks. • To recognise the impact that attitude has on performance. • To enable participants to identify personal traits that might be holding them back. • To encourage leaders to consider how they might deal with negative attitudes in their team.
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 provides an excellent opportunity, when working with a wide range of participants, to consider how attitude can impact on performance. Topics where the inclusion of a module looking at optimism/pessimism might be beneficial include: • Managing change. • Problem solving and decision making. • Customer service. • Selling skills. • Leading a team. • Strategic leadership. • Communication skills. • Planning and scheduling.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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This is a very powerful activity the first part allows for self reflection on what the individuals preference tends to be - am I more half empty or half full? There are then a series of questions that give the group great discussion opportunities I have used this activity as part of managing change workshop and fits in really nicely in terms of what the individual can do to help themselves and how powerful their own attitude can be and how this might impact others and themselves.
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Anjana Rajani
rated this item with 5 stars.
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I ran 'Half Full' as a stand-alone module to encourage people to think about the relative draw-backs and benefits of different perspectives on the world. As directed, the delegates completed the questionnaire on their own and then read the handout. They then started to answer the questions on their own too. One delegate found this very difficult so we stopped writing and opened the whole thing up as a discussion. Very quickly all delegates were involved in talking through the merits of pessimism and optimism. We identified some key learning points - not to bring up barriers when others don't act as you'd want, that optimists should think about analysing risk and pessimists can look to improve their outlook. We also had a very intense and productive debate about the value of constructive feedback and how one goes about it. All in all, the exercise 'did what it said on the can' and I've been delighted with it.
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Tracy Croft
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Time:
In total we estimate this exercise will take 30 minutes.
Aims: • To demonstrate a link between self-belief and results. • To encourage participants to consider the impact positivity has on their own performance and the performance of others.
About
Time: The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.
Aims: • To demonstrate a link between self-belief and results. • To encourage participants to consider the impact positivity has on their own performance and the performance of others.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Staff at all levels.
You'll Need: • A syndicate room, or separate area in which Team 1 can work. • A pack of 54 ‘Filing Frenzy’ cards for each team. • A stopwatch/timer. • You might like to use a bell or whistle to announce the start/end of the exercise.
Notes: This exercise may not be suitable for participants who are colour blind or visually impaired. However, in most cases anyone who falls into this category can still be involved. Ask them to observe/listen to the teams during the exercise, identifying effective and less effective behaviours in order to provide constructive feedback afterwards.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To encourage participants to think about the type of job they should apply for and the skills and personal qualities they can bring to it.
About
Time: The exercise 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 encourage participants to think about the type of job they should apply for and the skills and personal qualities they can bring to it.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the first module in the series Job Application. It can be used as a short, stand-alone session or as the first in a series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims: • To identify where resilience comes from and what makes people resilient. • To understand how and why different people have different levels of resilience. • To introduce six keys to personal resilience.
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 identify where resilience comes from and what makes people resilient. • To understand how and why different people have different levels of resilience. • To introduce six keys to personal resilience.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Staff and managers at all levels.
You'll Need: • Coloured post-it notes. • A set of six cut-keys and labels (from the template provided) for each team. • String and blu-tack. • Enough clear wall space for each team within the group to be able to put up, and move around, lots of post-it notes.
Notes: This module can be used as a stand-alone module but is also a great way to introduce various topics that you might want to go on to explore in greater detail. It helps participants understand the wide range of factors that can influence an individual’s levels of resilience. If you are going to move on to look at the six keys to personal resilience in greater detail then you may wish to leave out the final exercise. In this case you should be able to complete the module in 60 minutes.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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This is a powerful activity and worth the time it takes. Make sure you have it really clear in your mind how it works, creates a lot of discussion and sharing.
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Clare Bell
rated this item with 5 stars.
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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 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. This module works well when immediately preceded by Assumptions - The Witches of Glum (from the Icebreakers section in Trainers’ Library) as it also challenges our tendency to assume things.
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 40 minutes.
Aims: • To explore the challenge when solving a problem where a number of people are involved, particularly when those people may have other obligations that mean they can’t give your problem their complete attention.
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 explore the challenge when solving a problem where a number of people are involved, particularly when those people may have other obligations that mean they can’t give your problem their complete attention.
Group Size: This module can be used with groups of almost any size. Where you have more than 12 participants, you should consider splitting your group and running two versions of the exercise separately in tandem.
Useful For: Staff at all levels.
You'll Need: • A stopwatch.
Notes: This exercise requires a minimum of 6 participants. Where you have more than 12 participants, you should consider splitting your group and running two versions of the exercise separately in tandem. It is important that all of the cards are distributed and that every participant has a card but some participants can receive more cards than others – in fact it’s better if they do.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims: • To encourage participants to try creating innovative solutions from seemingly wacky ideas. • To illustrate how the craziest ideas can contain the germ of brilliance.
About
Time: The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims: • To encourage participants to try creating innovative solutions from seemingly wacky ideas. • To illustrate how the craziest ideas can contain the germ of brilliance.
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: During this exercise participants will be solving a problem. We have provided some suggested topics but, where appropriate, we recommend using a real issue that your participants need to address. For example, this exercise was used with a government’s Transport Department. The participants (from junior to senior members of staff) used this technique to identify how to tackle the congested roads in their biggest city.
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 encourage new managers to think about which of their team members they are most worried about managing and begin to identify actions they can take to manage them effectively.
About
Time: The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims: • To encourage new managers to think about which of their team members they are most worried about managing and begin to identify actions they can take to manage them effectively.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Brand new managers (or those who soon will be), and particularly those that have been promoted from within the team.
You'll Need: • Post-it notes, glue, sellotape and Blu Tack. • Playdough or other modelling clay. • Large flat (plain) wooden lolly sticks. • Colourful pipe cleaners. • Art equipment.
Notes: This is an introductory module or icebreaker for new managers. It is designed to build awareness of participants’ fears and concerns, gather initial ideas and explore the personal learning each participant needs to get from the training that follows. If using this module with larger groups, more time will be needed for debriefing the exercise; alternatively, you can ask them to work in pairs during the exercise.
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I have used this activity as an introduction exercise to Managing Difficult People which works really well, gets individual to relax into talking about the challenging people/situations they are facing without having to get too specific and gets some energy and fun in to a fairly emotive subject.
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Anjana Rajani
rated this item with 5 stars.
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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.
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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.
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Shirley Palmer
rated this item with 5 stars.
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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
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Previous Member
rated this item with 4 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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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.
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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.
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Elaine Stephens
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To encourage participants to identify an appropriate management style based on the individual they are dealing with, the role they are doing and what the team needs them to do.
About
Time: The exercise 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 encourage participants to identify an appropriate management style based on the individual they are dealing with, the role they are doing and what the team needs them to do.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Participants who have managerial responsibility (or those who will have imminently).
You'll Need: • Post it notes and Blu-Tack. • Lengths of string about 1 metre/3 feet long. (You’ll need two lengths for each team of 3 or 4 participants.) • Plenty of space.
Notes: This exercise can work as a stand-alone training exercise for new managers. It is designed to look at the role of the manager and explore suitable approaches for managing individual team members. You will need to clear a large space (on the floor or on tables) for the main part of the exercise.
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We recently launched a new management programme and we ran this activity, it was a really great way for them to understand their people and help them create an action plan for themselves in their new role.
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Jennifer Stevens
rated this item with 4 stars.
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Used this with a group of young managers. Worked well. Would comment that there are a lot of parts of this module, and it's easy to run longer than indicated.
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Rob Pyne
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 180 minutes.
Aims: • To define aims, goals and objectives. • To identify the purpose of goal setting. • To introduce a six-step model for goal setting. • To enable participants to practise goal setting. • To identify and discuss some tools and techniques that support setting and achieving goals.
About
Time: The exercises in this module will take about 100 minutes to complete. In total, allowing for discussion, we recommend allowing 180 minutes to complete this module. Aims: • To define aims, goals and objectives. • To identify the purpose of goal setting. • To introduce a six-step model for goal setting. • To enable participants to practise goal setting. • To identify and discuss some tools and techniques that support setting and achieving goals. 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: Although the whole module may take 3 or more hours to run, this is comprised of several smaller sessions that can, if necessary and appropriate, be separated. This module is appropriate for anyone who needs to set and achieve goals in the workplace, their career or their personal life. You may find it helpful to work through the definitions set out in the first session and apply them to a goal of your own, so that you have a personal example to share with participants if they are a little reluctant to discuss their own goals. Session four is a long session (2 hours) that takes participants through the goal setting process and allows time for them to define and describe in detail their goal(s). It is split into several sub-sections (linked to the stages of goal setting) for ease of use. The timing of a break is suggested but it may be taken at any time during this session, as convenient for the group.
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This a simple goals setting activity which works however I found bits of it a bit long winded. Great for SMART goal seeting for managers new to managing. It is very thorough and sets out a good process for SMART goals.
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Anjana Rajani
rated this item with 3 stars.
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In defining goal setting I added in an essence exercise to get people to generate their own definitions, and a more practical demonstration of why goals are important (as otherwise I found it a bit too passive/sedentary). However, I really liked the way the module describes aim, goal and objective and the section on accentuating the positive (though I adapted the slide examples to suit my personal style). The final section on actually implementing goal setting was good. Some delegates found it really difficult, but the framework provided by this module helped most learners grasp the stages. All in all a good all encompassing look at why and how to set effective goals.
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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 60 minutes.
Aims: • To help participants consider the extent to which they engage in change. • To help those involved in change consider how they could make the change journey easier for themselves, and others. • To help those involved in a change plan.
About
Time: The exercise in this module can be completed in about 45 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims: • To help participants consider the extent to which they engage in change. • To help those involved in change consider how they could make the change journey easier for themselves, and others. • To help those involved in a change plan.
Group Size: This module can be used with groups of up to 16 participants.
Useful For: Anyone involved in change, either as a leader, or a follower.
You'll Need: • A toy steering wheel for the ‘driver’ would be a fun prop, but is not essential. • A clipboard (or A4 piece of thick card) for each participant would be useful. • Flipchart paper and pens.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I run a Leadership Network Support group and they requested a session on Change Management and how to best engage their teams in the change. After finding Passengers in Trainer's Library, I couldn't wait to run the session!
I had 24 Team Leaders and Managers, 12 in the room face-to-face and 12 virtually in Teams. I split them in 4 groups and allocated one seat to each and asked them to discuss how would their journey feel for them and the pros and cons of their seat. They started making connections to their roles and their own experiences of change in their teams straight away and the discussions were very meaningful and insightful. They were extremely engaged with the activity and they couldn't wait to hear what the other passengers in their journey were feeling. After listening to each group sharing their key discussion points, I asked them to now consider what they could do to make their own journey more comfortable as well as making the other passenger's journeys better; that's when the flurry of ideas came about and everyone was so animated! Once everyone shared their ideas, I asked them to focus on a big change project that our company is going to go through in the next few months so we could all apply the learnings to a real case scenario. Each department got together and they created an action plan to ensure every one in their teams were involved, engaged, communicated with, asked to share their expertise and identify project improvements, etc. They all left the room motivated and excited about putting things into practice. A few people stayed behind to thank me for a very insightful and enjoyable activity and I received fantastic feedback.
I wholeheartedly recommend this activity and I'll certainly be using it again and again!
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Rene Garcia-Evans
rated this item with 5 stars.
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I used this activity with a team of 28 managers to explore different perspectives about change. The room set up really sparked interest and there was a lot of laughter as we began the activity. Then as people started to rotate around the seats and read the different thoughts of people, everything went quiet. The review was brilliant - so much learning about understanding how people experience change and the different viewpoints triggered so much discussion. I followed up with SARAH's change video to complete the lesson and in the end of day wash up, Passengers got the most mentions for learning to take back to work. This will definitely become a regular feature in my future sessions. Thank you!
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Ann Pemberton
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims: • To consider the role goals can play in helping a positive mental attitude and resilience. • To consider why goals can help or hinder our resilience and how to ensure our goals help us move forward positively.
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 consider the role goals can play in helping a positive mental attitude and resilience. • To consider why goals can help or hinder our resilience and how to ensure our goals help us move forward positively.
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 activity encourages participants to reflect on a personal goal. It’s important therefore that their right to privacy is respected and that participants are invited rather than asked to share their thoughts, insights and ideas.
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 listeners actually pay attention to when someone is speaking. • To provide participants with a self-generated list of the essences of powerful communication.
About
Time: The exercise in this module can be completed in about 20-30 minutes. In total, allowing for discussion, we recommend allowing about 40-50 minutes for this module.
Aims: • To help participants understand what listeners actually pay attention to when someone is speaking. • To provide participants with a self-generated list of the essences of powerful communication.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Staff at all levels.
You'll Need: • A flipchart and a stopwatch for each trainer.
Notes: This exercise can be useful in any course on communication skills or presentation skills. It works best at the start of a course as the flipchart that the participants generate can be referred to throughout the rest of the course and added to as other essences of powerful communication appear. If you have 9-15 participants the exercise works best if you split the group into 2 teams.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I use this activity with our frontline staff, although I have tweaked it a little. I get 3 volunteers to speak for 1 minute on their subject, but then I ask them to speak on a subject of my choice. These subjects are intentionally difficult, ie the molecular make-up of a leaf, the inner workings of a space shuttle, etc. The rest of the delegates then pay attention to the volunteers and note the differences from speaking on their known subject to speaking on an unknown subject. The observations of the volunteers, and the debrief in the module course notes work brilliantly, and highlight the learning points required for frontline communication.
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Tracy Windross
rated this item with 5 stars.
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This is a great way to explore how what we say and the way we communicate has postive impact. It is also a fun way to do it. I have used it many times and always got a good level of engagement. Make sure you set it up well and explain as per the instructions. I have run this in a small group of 5 and it has worked equally well. I have used in encouraging phone based customer service people to widen their conversations to become brand ambassadors, I have used it for sales training and for general leadership training in commmunication.
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Clare Bell
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 70 minutes.
Aims: • To consider issues around communicating your project plan effectively and to create a communication plan.
About
Time: The exercise in this module can be completed in about 35 minutes. In total, allowing for discussion, we recommend allowing about 70 minutes for this module.
Aims: • To consider issues around communicating your project plan effectively and to create a communication plan.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Anyone who needs to set up and/or commission and/or manage projects.
You'll Need: Nothing other than the materials provided.
Notes: This is the third module in the Project Planning series. The first two modules must be run before this one. If you are running this on a different date from the first two modules it would be sensible to remind participants to bring their completed project plan, risk analysis and contingency planning documents to this session. As with the previous sessions, you will probably need several copies of the handout per participant so make sure you have enough printed.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims: • To enable participants to recognise personal triggers that affect their emotional state.
About
Time: The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 45minutes for this module.
Aims: • To enable participants to recognise personal triggers that affect their emotional state.
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: This activity acts as a good precursor to the Trainers’ Library module ‘Managing Emotions’. It is also useful if you have completed the module ‘Emotional Intelligence Part 1 – Self Awareness’.
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I used this module alongside Part 1 self-awareness and Part 2 awareness of other and empathy when running a session with team leaders and deputy team leaders on Emotional Intelligence. It was good for the delegates to recognise their hot buttons and how different they are in their personal life to their work life. It was good to show that we are all different and what triggers one person will not always trigger someone else and being able to recognise that.
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Shirley Palmer
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 90 minutes.
Aims: • To give participants insight into the destructive nature of a blame culture. • To demonstrate the importance of empathy in conflict resolution. • To take participants on a journey from conflict to understanding and conflict resolution.
About
Time: The exercise in this module can be completed in about 60 minutes. In total, allowing for discussion, we recommend allowing about 90 minutes for this module.
Aims: • To give participants insight into the destructive nature of a blame culture. • To demonstrate the importance of empathy in conflict resolution. • To take participants on a journey from conflict to understanding and conflict resolution.
Group Size: This module can be used with groups of up to 15 participants. Ideally, you'll have at least 6 participants though so that you can create 3 teams of 2 or more.
Useful For: Anyone who needs to work with other teams and/or manages conflict or misunderstanding across teams.
You'll Need: Nothing other than the materials provided.
Notes: This exercise was generously donated to Trainers’ Library by Andrew Kitton of AKF Training and was developed following attendance on our Trainers’ Masterclass, ‘Using Metaphor to Ignite Learning’.The activity in this exercise consists of three short team exercises that progress the teams from conflict to understanding and resolution.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library called Revolting Restaurant.
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This exercise is excellent. A proper experiential experience which takes a team out of their own environment, enabling individuals to think subjectively and rationally.
The team I worked with have had similar issues to the brief, which did cause a moment of hesitation on whether this would be be too close to the mark. As soon as I kicked off the exercise though, I need not have worried.
The team got immediately involved and initially were quite tribal about the 'new' teams they were in. As each stage of the activity played out they established a new way of thinking and communicating.
5 minutes after the session, as I'm walking passed, to hear
"I understand what you need and what I'm going to do for you is..." was absolute gold!
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Darren Smith
rated this item with 5 stars.
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Simple and clear activity that really illustrated the importance of shifting perspectives in conflict to listening and helping the other parties. Took a lot less than the 90 minutes suggested, more like 45-50 minutes in our case (group of 9 attendees).
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Jane Butler
rated this item with 5 stars.
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I just love this activity. It's perfect as an introduction to conflict resolution events. Groups really engage and get quite passionate about their area of the restaurant leading to some quite heated discussions. The 3 stage approach helps participants to quickly see the benefits of adopting a win-win approach and can easily relate to their own workplaces.
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Ann Pemberton
rated this item with 5 stars.
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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.
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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.
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Previous Member
rated this item with 3 stars.
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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.
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Jayne Dark
rated this item with 4 stars.
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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.
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Previous Member
rated this item with 4 stars.
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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.
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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.
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Shirley Palmer
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 90 minutes.
Aims: • To encourage participants to think about the extent to which staff feel engaged with the organisation they work for. • To consider who staff feel is responsible for business performance. • To think about how vision and values are used within the organisation. • To demonstrate how values can be ingrained in the organisation. • To consider the benefits of an organisation where staff feel engaged and responsible for the business outcomes.
About
Time: This exercise will take about 60 minutes to complete. In total, allowing for discussion, we recommend allowing 90 minutes to complete this module.
Aims: • To encourage participants to think about the extent to which staff feel engaged with the organisation they work for. • To consider who staff feel is responsible for business performance. • To think about how vision and values are used within the organisation. • To demonstrate how values can be ingrained in the organisation. • To consider the benefits of an organisation where staff feel engaged and responsible for the business outcomes.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Managers.
You'll Need: For this exercise you will need a good quantity of greeting card making materials. For example: Glue, Double sided tape or pads, Scissors, Card of various colours and textures, ribbon of various colours and gold/silver markers. You'll need enough materials for each team of 4-6 participants to make one 'template' card and one 'team' card of their own design.
Notes: This exercise was first used at the 2008 Trainers' Library Conference and has been designed around the five 'passions' that underpin our business. It's an unusually personal module that we've used to share some of the key principles and approaches that we believe have been key to the success of Glasstap. It's been added to Trainers' Library in response to requests from participants who attended the conference. You can use the five values we’ve suggested for the exercise to great effect, but the exercise can be easily adapted to your own organisation’s vision and values. However, we strongly recommend limiting the number of values used in this exercise to 6 or fewer. If your organisation doesn’t have a clear set of values or principles, you could use an exercise like ‘Feelings Cards’ to generate discussion around people’s values and to identify some possible organisational values for the future.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library called The E-Card Factory - Balancing Business with Values .
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I used this as part of an induction program when participants were joining an organisation with a real passion for their values.
It was a good way to introduce the concept of values and why they matter. It enabled us to have an honest and open debate about what people really thought about values and was a creative way to tackle some quite interesting viewpoints in an open and constructive way.
Although the trainer notes say it is aimed at managers, I would say more junior members of staff would get value from it too (& possibly more so)
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Frances Ferguson
rated this item with 4 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To describe the change curve. • To consider strategies for working through the change curve journey.
About
Time: The exercise 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 describe the change curve. • To consider strategies for working through the change curve journey.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: All staff, including managers.
You'll Need: • Article – ‘When Change Really Hurts’, available in the Articles section of Trainers’ Library. • The Change Curve Cards (downloaded from Trainers’ Library). • Post-it notes and pens.
Notes: This can be a challenging session to run so it’s important that you feel confident in your knowledge and have lots of information to add if the group clams up. Apart from the article that you need for the session, you may also find it useful to read those by Damian Hughes and Martin Haworth, also available in the Articles section of Trainers’ Library.
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 60 minutes.
Aims: • To show the importance of empathy when dealing with angry customers. • To demonstrate that it is not just the solution, but the way the solution is delivered that affects the customer's view of the service they received. • To provide participants with an opportunity to consider a real customer experience and to identify areas for improvement in the way it was handled.
About
Time: The exercise 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 show the importance of empathy when dealing with angry customers. • To demonstrate that it is not just the solution, but the way the solution is delivered that affects the customer's view of the service they received. • To provide participants with an opportunity to consider a real customer experience and to identify areas for improvement in the way it was handled.
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: Glasstap would like to thank Jo Downes for her help in writing this module.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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Another well relatable exercise for participants which I've used in various forms of Customer Service training. It clearly shows the importance of empathy when dealing with customers (in particular the angry ones!) and how to handle various situations - no one size fits all.
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Lottie Skuthe-Cook
rated this item with 5 stars.
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I use this activity in a Customer Care course to illustrate the importance of empathy when dealing with a difficult situation. It always generates some interesting discussion. It is a quick and easy activity to get people talking and focus peoples minds
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Mike Taylor
rated this item with 4 stars.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims: • To help participants understand the ability for fear to debilitate. • To explore what happens if we continue to avoid new situations that scare us. • To explore the principle of Comfort Zone, Learning Zone and Panic Zone, and the function of each.
About
Time: The exercise in this module can be completed in about 35 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims: • To help participants understand the ability for fear to debilitate. • To explore what happens if we continue to avoid new situations that scare us. • To explore the principle of Comfort Zone, Learning Zone and Panic Zone, and the function of each.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Staff at all levels.
You'll Need: • To practise reading the story through several times to familiarise yourself before the session. (If your level of membership allows, there is an audio recording of the story in Trainers’ Library that you can use if you prefer not to read it aloud yourself.)
Notes: This module looks at the impact of fear on our ability to achieve goals and fulfil our potential. It’s a useful addition to any training around personal development, adaptability and resilience. It also looks at the role of the Comfort Zone in learning and is therefore also important to trainers, or those taking on a people development role. In addition, it’s a useful module to include in any topic specific training, where fear of a new situation might hold learners back from achieving their full potential.
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 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 increase participants awareness of the brain’s flexibility and potential for growth. • To explore ways in which our Stretch Zone can be expanded, to strengthen our resilience.
About
Time: The exercise in this module can be completed in about 15 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims: • To increase participants awareness of the brain’s flexibility and potential for growth. • To explore ways in which our Stretch Zone can be expanded, to strengthen our resilience.
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 module can be used as an alternative to The Monster of Anesi , or in conjunction with it. Where the focus of that module is on learning, the focus here is on resilience, though many of the learning points are shared.
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 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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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.
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At Seymour Hotels, we take pride in providing exceptional experiences and creating magical memories. I use this DVD during induction to illustrate examples of both good and bad service, encouraging all participants to engage and contribute to the discussion.
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Claire Reynard
rated this item with 5 stars.
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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.
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Paula Cook
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 consider whether they naturally tend towards aggressive, submissive or assertive behaviour. • To encourage participants to consider their reasons for choosing particular responses in common situations. • To encourage participants to reflect on the reasons for others choosing aggressive, submissive or assertive behaviour.
About
Time: This exercise will take about 30 minutes to complete (longer for large groups). In total, allowing for discussion, we recommend allowing 40 minutes to complete this module.
Aims: • To encourage participants to consider whether they naturally tend towards aggressive, submissive or assertive behaviour. • To encourage participants to consider their reasons for choosing particular responses in common situations. • To encourage participants to reflect on the reasons for others choosing aggressive, submissive or assertive behaviour.
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: Prior to running the exercise, print off one set of question cards for each team that you'll have, and enough answer cards to be able to give each participant one set of each: Yes, No, But, If, Unless, Because.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library - Yes But, No But! - Struggles with Assertiveness .
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I used to start a session at a women's day and this soon got people relaxed and sharing experiences and debating the actions that they would undertake. A really easy activity to use and great for getting discussion going.
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Nicola Richardson
rated this item with 5 stars.
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I used this module in a dealing with conflict workshop. It was really useful to make the delegates think and reflect on why in certain situations they are submissive, assertive or aggressive. After completing the exercise I showed the conflict resolution video which helped them think about how they could modify their their approach/behaviour to ensure that both their own needs and rights and those of others are respected.
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Shirley Palmer
rated this item with 5 stars.
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I was slightly sceptical about whether my audience would be receptive to this activity but I’m so glad I used it. It really helped people to think about their own tendencies and why some delegates felt they could not be assertive. I used it as the opening activity in my Assertiveness training and this worked really well to get delegates to think about the difference between passive, assertive and aggressive.
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Roxanne Moran
rated this item with 5 stars.
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I recently downloaded and use ‘Yes but, no but – seeking a win win in day-to-day situations’, as part of my Assertiveness Skills training course. Apart from me being able to put a slide up of Vicky Pollard, which made the group laugh, the activity was really well received. The feedback for the group was that it got them thinking about what they would do and learn about what other individuals would do in certain situations. The said that is made them realise that sometimes they were too aggressive or passive, but other times they did actually assert themselves and with this info they could analyse why they acted that way when faced with certain problems, and how other react as well. They informed me that due to this activitiy they would actually stop and think next time and an choose to act assertively or not. The only problem with this activity is that the group did not want to stop doing it, so it lasted a lot longer than planned, but hey, if they are enjoying themselves whilst they learn who am I to interfere.
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Previous Member
rated this item with 5 stars.
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