Library of facilitation techniques

People will do a remake of a Shakespearean scene except they will improvise it a little and change the words with something funnier.

Das Team bekommt den Auftrag einen Slogan, ein Credo bzw. einen Schlachtruf für den Tag zu schreiben. Dabei dürfen sie nur die Buchstaben ihrer eigenen Vornamen benutzen.

The game develops imagination, trust and helps to relax.

As for physical skills, participants develop strength and fine motor skills.

Facilitate a team conversation about personal strengths:

• Ask participants to pick from a set of strength card, e.g. one strength each for everyone in the group (or more for small groups)

• People take turns to “give” a strength to another team member, share how/when they have seen the strength in the other person and say thank you

• Everyone will end up with a set of strengths provided by other team members and feel belonging and appreciation

This meeting starter is great because it lets people self-define,  gives them a “personality” outside the typical work environment. Additionally,it gives participants quick snapshots of multiple players (since they see many cards as they’re being passed around), and it creates memorable visuals that give people conversation pieces as the meeting progresses.

A speculative prompt-based activity that encourages participants to explore alternative futures by asking bold or unexpected "what if" questions. This method invites imaginative thinking and helps loosen assumptions about how the future has to unfold.

Story is told one word or one sentence at a time

A well-designed self-reflection & planning tool that helps teams & individuals to review the past year with mindfulness and intention, and set meaningful goals for the year ahead.

A Self-Awareness, Empathy, and Non-Violent Communication Practice for Leaders and Team members

The Planets Activity is a reflective and relational practice that helps leaders map the inner landscape that drives their behaviour at work. Using a simple metaphor of three concentric circles, participants identify their core needs (NVC), the feelings that arise when these needs are met or unmet, and the observable actions they take on the “surface” as a result. By distinguishing clearly between needs, feelings, and behaviours, leaders gain a deeper understanding of their own patterns and those of others. This creates a foundation of empathy, emotional literacy, and shared language that enhances collaboration, reduces misinterpretation, and supports more human, responsible leadership.

It has been a highly acclaimed activity for every team and training session, and it is easy to deliver while having the greatest impact on the workshop or training.

Originally created by Xavier Garcia-Weibel & Julie Leitz

Human-Centric Leaders www.humancentricleaders.com

xavier@humancentricleaders.com

https://www.linkedin.com/in/xaviergarciaweibel

Using African (and other) Proverbs for inspiration and connection