Overview: This activity is perfect for reminding interviewers how important observation, remembering, note-taking, and group sharing is to the interviewing process. This activity, adapted from a childhood party game, is a quick, yet effective way to make these points.
In a Nutshell: Employees take turns telling stories about themselves – only parts of which are true. This is a great icebreaker for a group whose members are not familiar with one another; it also works well as a fun energizer for employers do know each other fairly well.
Today, when I searched Amazon for books on leadership, I had to deal with a potential list of 15,483 items. I am sure that this number will swell tomorrow because writing and publishing books with leadership advice is a growth industry.
In a Nutshell This is a fun, creative activity in which employees write their job descriptions in the style of a retail catalog. The activity helps employees to focus on the positive aspects of their jobs and on the value they bring to the organization.
This is… An activity in which participants introduce themselves by presenting their first names as acronyms. The purpose is… Everyone knows everyone else’s name and some interesting things about each other. That information may prompt some small talk later.
Game Format: Manual (paper-and-pencil) Learning Expectations: To promote direct interaction between participants and content material. To predict how many questions each player can answer pertaining to topic.
Purpose: Ice-breaker and introduction tool. This is particularly useful when you have a group of people who already know each other or have been working together for a while. It can be used with a new group as well.
This is a good exercise for practising reaching consensus and for team members to understand each other’s values.
Time is money. This game helps players make sure that their time and money are well spent.
Purpose: Many workshop participants attend training and, while having good intentions about using the learned skills, only sporadically apply the learning when they are back on the job because they are not really convinced of the need to change.