Team Activities. Hints and Tips. Attitude and Mindset Team Activities. Attitudes Attract. Time required: 15 minutes. What it does: An opportunity to explore what it feels like when we take a pessimistic approach and how it impacts the likelihood of success. This activity is suitable for remote delivery.
Describing Your Glass - Optimism vs Pessimism. Time required: 30 minutes. What it does: Explores the difference between optimistic and pessimistic behaviour. It also identifies the kind of actions we can take if we want to be more optimistic.
Different Perspectives - The House. Time required: 10 minutes. You will need: The house pictures provided. In a nutshell: Team members describe the house in the picture. Employee Engagement 1 - What is Engagement? Time required: 25 minutes. What it does: Introduces the concept of Employee Engagement to people who have not encountered it before.
Employee Engagement 2 - Building Blocks. Time required: 20 minutes. What it does: Explores the behaviours that contribute to Employee Engagement. Employee Engagement 3 — Job Dilemma 1. What it does: Explores what employees can do to improve their own levels of engagement.
This team activity is designed to be a follow up to Employee Engagement 1 - What is Engagement? Employee Engagement 4 — Job Dilemma 2. What it does: Explores what your employees can do to improve their own levels of engagement. 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.
Useful For: Anyone who is responsible for the performance of others, or who soon will be. It is run as a competitive game; a race to the finish, and played in teams of two or three players.
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. 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. 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. 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.
In total, allowing for discussion, we recommend allowing about 60 minutes for this module. Time: The exercise in this module will take about 15 minutes to complete. 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. 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.
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. Time: The exercise in this module can be completed in about 40 minutes. 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. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
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. 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. 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. Time: The exercises in this module can be completed in about 40 minutes.
Group Size: This module is suitable for use with groups of up to about 25 participants. 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.
It is important to have an understanding of emotional intelligence and the effects of discussing it with a group of participants. Time: The exercises in this module can be completed in about 80 minutes. In total, allowing for discussion, we recommend allowing about minutes for this module. Notes: This module forms Part 2 of a two-part introduction to emotional intelligence.
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.
Time: The exercise in this module can be completed in about 70 minutes. 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. Useful For: Those with managerial responsibility or those who will have imminently.
Notes: Whilst this module works very well as a stand alone exercise, we thoroughly recommend that you run it as part of our full day workshop on Employee Engagement. Group Size: This module can be used with groups of between 3 and 16 participants. 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 it as a great way to end our full day workshop on Employee Engagement. Time: This exercise will take about 70 minutes to complete. In total, allowing for discussion, we recommend allowing 90 minutes to complete this module.
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:. 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. 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.
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.
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. 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.
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. Time: The exercise in this module will take about 10 minutes to complete. In total, allowing for discussion, we recommend allowing 25 minutes to complete this module.
Notes: You will need to have pre-prepared flipcharts with the statements listed as per the handout. This is a good ice-breaker exercise when looking at any aspect of change. It was felt though that there were far too many initial statements, which did cause the exercise to become tedious towards the end. In future sessions I would recommend that the statements be reduced to those that are more applicable to your current organisational change. The exercise would then work as a very good introduction to a short or full day course.
I used this exercise to help people assess how they feel towards change. Delegates may think that they know how they feel about change and how they cope with it.
However, by giving them this task it makes them think about change in a different way and it promotes an honest and open discussion. Time: This exercise will take about 45 minutes to complete.
Group Size: This module is suitable for use with groups of up to 15 participants. 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. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Ideally, one for each member of 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 more elderly man, avoid using the photograph of the older man.
Notes: A great exercise to demonstrate our role in conflict with others. It is also a useful addition to Emotional Intelligence training.
Notes: This module provides an excellent opportunity, when working with a wide range of participants, to consider how attitude can impact on performance. 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. 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. 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 coaching sessions.
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.
Time: The exercise in this module can be completed in about 50 minutes. 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. 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. In total, allowing for discussion, we recommend allowing at least 50 minutes for this module. Group Size: This module is suitable for use with groups of up to about 15 participants with enough to encourage discussion. 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.
Part 2: 4 Discussion in groups of what the two sets of people in the scenario could do to encourage acceptance and integration.
I was sceptical about this one. 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. Group Size: This module can be used with groups of up to 15 participants. 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.
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. Notes: This exercise requires a minimum of 6 participants. 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.
The participants from junior to senior members of staff used this technique to identify how to tackle the congested roads in their biggest city. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Useful For: Brand new managers or those who soon will be , and particularly those that have been promoted from within the team. Notes: This is an introductory module or icebreaker for new managers. 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.
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. 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. 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. 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.
The simplicity of the questions allows learners to write about their experiences freely - although it can be a little uncomfortable for some.
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. Another tool that I will be glad to use again and again in a variety of training programmes and workshops.
Useful For: Participants who have managerial responsibility or those who will have imminently. 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. Time: The exercises in this module will take about minutes to complete.
In total, allowing for discussion, we recommend allowing minutes to complete this module. 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.
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.
Time: The exercise in this module can be completed in about 45 minutes. Notes: This activity encourages participants to reflect on a personal goal. Time: The exercise in this module can be completed in about minutes. 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. 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. 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. In total, allowing for discussion, we recommend allowing about 45minutes for this module.
In total, allowing for discussion, we recommend allowing about 90 minutes for this module. Ideally, you'll have at least 6 participants though so that you can create 3 teams of 2 or more. The activity in this exercise consists of three short team exercises that progress the teams from conflict to understanding and resolution. Time: The exercises in this module will take about 40 minutes to complete. 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. I wanted to emphasise and familiarise people with what SMART actually is and how to use it appropriately. 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.
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. Notes: It is recommended that you keep the participant group size to twelve or fewer for this module. Time: This exercise will take about 60 minutes to complete. You'll Need: For this exercise you will need a good quantity of greeting card making materials. You'll need enough materials for each team of participants to make one 'template' card and one 'team' card of their own design.
Notes: This exercise was first used at the 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. However, we strongly recommend limiting the number of values used in this exercise to 6 or fewer. Time: The exercise in this module will take about 30 minutes to complete. Notes: Glasstap would like to thank Jo Downes for her help in writing this module. Notes: This module looks at the impact of fear on our ability to achieve goals and fulfil our potential.
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. Time: The exercise in this module can be completed in about 10 minutes.
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. Time: The exercise in this module can be completed in about 15 minutes. 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.
Time: The exercise in this module can be completed in about 60 minutes including the time required to view the training film. 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.
This exercise involves a look at customer service, particularly in relation to face-to-face contact, managing difficult situations and conflict. Time: This exercise will take about 30 minutes to complete longer for large groups. 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.
Most importantly, they will learn through the behavior I model. If I can look at any given situation with hope and respect, they will likely take on the same attitude and therefore be able to work through their challenges with forbearance and grace. In what other ways can we teach our kids to think positively? One simple way to start is discussing the topic of positive thinking through fun activities.
Kids love to learn through games and crafts, so it is natural that they will gain insights through discovering positive attitude through play. A few months ago I reviewed an awesome online product called Affies4Kids. Affies4Kids is a program full of music, online videos, and printables — each revolving around a key message to teach kids positive self-talk.
You can check it out here or go straight to their youtube channel. This is an easy introduction to having a positive attitude. Besides enjoying the Affies4Kids songs and stories, here are 9 other activities that can spark the discussion of having a positive attitude with your kids:. Help kids see kindness as fun by giving Kindness Coupons — from Playtivities. Experience this hands-on lesson to show the kids just how big a difference kindness can make — from Pennies of Time.
Offer your children a chance to explore the concept of self-control through these Bubble Games — from Not Just Cute. Guide your children through an activity to learn about interacting with others and Personal Space — from Confidence Meets Parenting. If you are looking for more in depth resources to encourage an optimistic outlook on life you may enjoy Harnessing the Power of Positivity , a printable workshop with a selection of activities, worksheets and craft ideas plus 30 exercises to help you develop a positive mindset.
Author, certified parent educator, and mother of three with a background in Communications and Counselling, Chelsea provides resources to parents and teachers who want to incorporate personal growth into everyday moments. Follow her momentsaday on Facebook, Pinterest and Instagram.
There are some really beautiful ideas in this list. I struggle to adopt a positive attitude sometimes, and I worry about how that might affect my children. Thanks for sharing. Definitely relate Jackie.
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