Leadership exercise in groups, working with practical leadership principles.
This activity helps groups to translate abstract leadership principles into practical on-the-job behaviours. Participants work in groups to come up with real-life application of leadership principles. The groups take multiple rounds to build upon the ideas of each other, and in the end, evaluate the best ideas to identify the most useful behaviours.
Different teams receive envelopes labeled with different types of disruptive participants. Participants brainstorm guidelines for handling disruptive behaviours, record the guidelines on a card, and place the card inside the envelope.
Teams rotate the envelopes and generate guideline cards for handling other types of disruptive participants. During the evaluation round, team members review the guideline cards generated by other teams and identify the top five suggestions.
Five Ideas is an activity that encourages participants to go beyond what is good for their team or their department and work on cooperatively achieving common goals.
Teambuilding activities create high-performance teams whose members are extremely loyal to each other and to their team. Sometimes, however, the emphasis in teamwork results in reduced collaboration across teams. Similar problems occur when employees become so focused on their departmental goals that they ignore or downplay the strategic goals for the total organization.
One of the most important concepts in the workplace is trust. It affects performance, informal and formal relations, atmosphere of the workplace etc. With this activitiy you cn discover what one thinks about trust.
This opening activity works well for topics that deal with the challenges of change. It is adapted from an activity developed and used by Crestcom, a management and leadership development company.
It is a great activity to show participants that it is plausible to change our automatic behaviours and reactions to annoying situations.
This simulation game consists of six rounds of activity, each involving a different participant. A mini debriefing discussion is undertaken immediately after each round to identify the emotional impact of the type of goal statement used during the round and to relate the experience with workplace events. The final activity requires participants to apply their insights to the specification of work-related performance goals.