I have also used it to get learners thinking before drawing up their own team charter, which they then review periodically. What negative problems might be caused by a conflict in the workplace? Trivia is a simple icebreaker that allows a team to practice teamwork techniques. One team member starts by making a statement. 4. Using the same topic both parties will have 5 minutes again but this time neither of them is allowed to use the word But. It promotes the ability to navigate down the middle for a solution. Then hell want to look in a mirror to make sure he doesnt have a milk mustache.. Our award winning Leadership Development Programmes consist of modular topics and usually include some kind of personality diagnostic reporting like 360 Degree Assessments or DISC profiling. After three minutes, pause the game and ask participants to engage in dialogue this time. Part of the process for designing an ice breaker includes designing the best environment for conflict resolution to take place. This exercise establishes team norms and reinforces behavioral expectations, and can prevent future faux pas. This activity can teach your employees that subtext may have a very different meaning,even if it seems clear, because each person lives in their own context. Having identified what diversity is the trainer asks the delegates to sit back, listen to a story and expect to answer some questions about the subject afterwards. The truth, however, is that every member of your team should be able to do the same thing because doing so will mean theyll be able to work more effectively as a team. This was my first venture into this type of presentation of this topic as I have only recently begun to train in the topic with the Ford Motor Company. As a result everyone is part of a much more valuable training where they learn about diversity and get to call upon on the experiences in the room. At least 50% of the delegates get less that 50% of the statements right each time we run the session perfectly illustrating the learning point. Create a calm environment in which to bring the employees who. Goldilocks really stresses the message of the dangers of making assumptions, but it does that in a fun and different way which gets participants engaged and sometimes a bit fiery when discussing the answers to the questions about the story. They phrase it as "I heard," as in, "You asked that, and I heard 'you're working too slow, speed up. Thegroup's moderatorplaces the rope in a pile and tasks the group with deciding whether or not, if the rope is pulled from both ends, it will have a knot in it. Wellness Checklists are a way to gauge whether disagreements are true work conflicts or merely the result of personal and environmental factors. Time:This exercise will take about 5 minutes to complete. Conflict between you and others as well as handling conflict between members of your team. Have everyone start on one side of the room. After completing th. The game helps teammates be less reactive, and think through how conflicts could play out, which helps them control themselves and control the outcome. When my coworker, Jimmee John, bit into it, he started screaming and running around, and crashed into the door. If the sentences are true about them, they should stand up and wave their arms in the air; if not, they should remain seated. All rights reserved. - A basic training exercise to help participants identify conflicts that have occurred in the last week, and explore methods to resolve the conflict. Thetopic can be broad and far-reaching, like the issue of climate change, or narrow and interpersonal, like a conflict over parking at the office. In total, allowing for discussion, we recommend allowing 15 minutes for completion. One of the most useful team exercises for conflict resolution is to have candid discussions about past challenges. This exercise tasks a group with coming to a decision and then questions the people responsible for making the decision unanimous why they went the way they did and what the stakes would need to be for them to stand firm. For an instructor, there might be awkwardness, too, as she tries to assess a class. Training your employees to recognize, analyze, and handle conflict in a minimally-disruptive way is essential for good company culture. I will also ask that person who went against their strong opinion what they would do if I made them thegroup leaderand their decision was the final one. Several people took time after the presentation to comment favourably on the use of the story telling exercise. Seeing Things Differently - Different Perspectives. 2. The Raisin Meditation The following exercise is a fun, palpable way for a child to develop mindfulness as a skill and notice the present. Once Id revealed how badly people listened, we went on to discuss the way some people assume they know what the question is about and dont listen carefully enough to understand what the interviewer wants. A cold wind blows for anybody who has ever helped someone else resolve a conflict. The aim of the dialogue is to reach mutual understanding while valuing the strengths of the other persons position. My favourite conflict resolution activity is called Everything before the BUT is BS! and is something that I like to use in Management Development Programmes and generic Manager Training Courses. Great article. If you are a member of Glasstap you can submit one using the contact us screen. They began to understand the assumptions we make about other cultures and they became receptive to altering their communication style to ensure their interaction was effective. (function() { These attractions are places where visitors can suit up, grab a bat or hammer, and break glass, ceramics, and old appliances. In total, allowing for discussion, we recommend allowing 20 minutes for completion. Name That Tune Themed Meetings Guess the Childhood Photo Zoom Photo Ops Hobby Webinar One Word Pop Quiz Birth Map Movie Pitch Stretch Break Rose, Thorn, Bud Prior to breaking for lunch I asked the delegates to think of someone they would consider an idol and what attributes they admire. Aims: To understand the interests and priorities of fellow participants. To identify the benefits of getting to know those we interact with at work. Solving a riddle will require team members to work together to discuss potential solutions and will open the doors for communication. Aims: To define assertiveness and identify the characteristics of assertive behaviour. Notes:This exercise is best when used with a group that do not know each other very well. This game is challenging because it requires that no one actually says Arm-Wrestling. Decisions made in the moment can influence the end result, which gives participants an awareness of cause and effect. That leader has to facilitate a discussion to select five items to bring to an island. Ive used similar exercises in the past and have been put off as they have sometimes caused a little too much debate. 5. However, assumptions are made that are never stated. At the end of each round or discussion, have the group vote on the best proposed solution before moving on to the next question. Before I run this activity I get the delegates to score their current listening skills out of 10, and then once they complete the activity then re look at their score to check this is a fair assessment. The trainers notes are very well laid out and it is what all exercises should be, simple and yet effective. Home Blog Trainers 3 Free Conflict Management Training Activities & Ice Breakers for Adults. AITA? '", The first speaker refutes this with an "I meant" statement. Blow Wind, Blow! Ask the participants to work in pairs. On returning from lunch I gave each pens and a sheet of flip chart paper and asked them to create a visual representation of thier idol and then had them present back to the rest of the group. The setup is adversarial; individuals are primed to conflict over pointswith the arm-wrestling position. The story is, of course, Assumptions The Witches of Glum. Growing up, any time a member of my family was very angry, my grandmother would hand them a sledgehammer and tell them to beat a big rock outside. By cleverly mixing a familiar story with a few challenging twists, it really stretches the short term memory and in my experience results in an up-beat atmosphere. In total, allowing for discussion, we recommend allowing 30 minutes for completion. Ive used it as recommended to explore assumptions in equality settings, but also really well as an icebreaker for an interview skills workshop. This chain can end afterdiscoveringthe underlying meaning and proceed to the discussion of the disconnect between what one party means and what another hears. This module is also suitable for remote/virtual delivery see separate note. Conflict resolution is a critical skill in the workplace. One of my favourite Trainers' Library exercises that never fails to get people thinking, usually in Diversity training. You'll Need: Flipchart paper and plenty of post-it notes. They are given two instructions: Then, give the pair ten seconds (or however long you want the activity to last) to figure out how to earn as many points as possible. Place the issue in a circle at the center of the board. This activity focuses on questioning techniques and developing the skills of listening and asking questions. Bad Resources Removed Dec. 10, 2012. If you are teaching conflict management, icebreakers are especially important! Unfortunately, these methods may conflict with one another, so recognizing how an individual responds to conflict can build awareness and the ability to work around it. 5. In total, allowing for discussion, we recommend allowing 20 minutes for completion. We are running a series of sessions on HR Skills for Managers , the first of which deals with Managing Diversity Are You a Fair Manager? This game may seem like silly fun, however the driving point of the exercise is to teach teammates to think beyond the moment and to project outcomes in the future. I use it alone, as a quick review of team performance, or as part of a team building day to make the more abstract learning apply to the actual experience of all participants. Group Size:This module is suitable for use with groups of up to 20 participants. Comments must be approved before appearing. Ideally, team members will take this inventory before acting and avoid a clash with a coworker, however teammates can also use this list to take accountability for actions and smooth things over with colleagues. Use it for both Health and Safety training and also on the PTLLS course I run. It's fun and engaging and allows you to build on levels of listening along with biases & assumptions. This is great to use for Presentation skills, Train the Trainer, Assertiveness and Selling Skills. Split up into groups and nominate a leader for each group. Assertiveness Spectrum Time: In total we estimate this exercise will take 25 minutes. Once each side has made their point, switch sides, and have each side argue the counter-point. 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Teammates can talk about how the issue might play out differently if there were more or less time between certain events on the timeline. The problem with stereotyping also arose - which led into discussion about issues with stereo-typing internal and external clients. How did you come to an agreement? Aims: To understand the importance of listening skills. To illustrate the dangers of making assumptions. To provoke discussion about prejudices and stereotypes. Icebreaker Examples for Work Paint a Picture, Build a Story Guess That Drawing Alphabet Brainstorm Show and Tell Bucket List Share the Love Arts and Crafts What Do We Have in Common? Team Timelines are chronological accounts of conflicts. How challenging did you find this activity? Create an account to start this course today. Its like a teacher waved a magic wand and did the work for me. Suppose you each had to pay $100 or $1,000, or suppose someone would be hurt if the decision was wrong? Each pair need to keep a tally of how many buts they used. (influencing)
Hundreds of techniques, tips, advice, taken from our books on dealing with difficult customers and conflict with customers. Play for at least ten rounds, then gather your group together to process what they noticed about their group. Make-Believe Mediations are one of the most fun conflict resolution games. While the most equitable division is 50/50, there's a twist; each individual is given a secret objective to try to complete. This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply. At the end of the two rounds, start a discussion. Group Size:This module can be used with groups of up to 24 participants. 3. You'll Need: A printed copy of the large (A3) Trainer version of the Word Search grid provided, affixed to a flipchart. In this scenario, you pick two employees or two teams and put an issue in front of them. Another great exercise. It never fails to entertain the delegates, but always ticks the boxes for active listening as well as assumptions training. If so, please feel free to leave a comment down below, and we'll get back to you within a day or two! Ive used this exercise extensively in customer service and sales soft skills workshops and Ive found it really difficult to find another exercise that beats it when it comes to highlighting how we naturally make assumptions and the importance of active listening. Having now used this as my first resource from Trainers' Library I certainly have confidence in using more. Also good for stimulating your thinking if you teach conflict resolution. Pro tip: You can also add one extra round and ask debaters to argue both sides of the argument together by collaboratively thinking up new points for each topic. The M&M's challenge 1. Were you taking it in turns to talk or did you have a more constructive conversation. Thus, you can promote appropriate means of handling conflict. Though results can be humorous and prone to exaggeration, the main purpose of the activity is to show how one action connects to the next, and issues can avalanche into bigger problems if employees do not choose actions carefully. And others as well as assumptions training norms and reinforces behavioral expectations, and can prevent faux. Challenging because it requires that no one actually says Arm-Wrestling at the center of the most conflict! Have candid discussions about past challenges take about 5 minutes again but this time analyze, have. 'S fun and engaging and allows you to build on levels of listening and questions. First speaker refutes this with an `` I meant '' statement and asking questions to reach mutual while. One party means and what another hears and handle conflict in a circle at the end,! Entertain the delegates, but always ticks the boxes for active listening well... 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