Sometimes it can be difficult to keep a meeting on track when people have a hard time staying focused at the right level. People can find themselves “down in the weeds” or operational details when the meeting is supposed to be strategic, or, conversely, they can find themselves being too abstract and strategic when operational detail is exactly what’s needed.
This is a solo exercise to help you kick-start your day with a daily P.A.C.T. to create more intention, gratitude, joy, and transformation in your life.
Helps to pinpoint and tackle latent problems in a team.
Self-confidence comes from within, to have self-confidence you have to have trust in others but more importantly, you have to trust yourself.
You can use any of the 52 activities outlined in this tool on a daily basis in order to strengthen your outward mindset tendencies.
Small-group activity with large-group debrief. Participants create flip-chart descriptions of a day in the life of their styles and share them with the large group.
Ein amüsantes Warm-up für Fremde oder aber auch für Teammitglieder, die sich bereits gut kennen. Es trainiert die Fähigkeiten des aktiven Zuhörens, der Empathie und der genauen Beobachtung: Wer erkennt anhand der Körpersprache die Lüge?
People take turns sharing how they feel and stating what they do when they feel the way someone else is feeling.
In pairs, create 30 second scenes with only these 4 words.
A great get-to-know activity that dives a bit deeper than regular name repeating games.
Rythm Instruments is a fun way to break the ice in groups, helping each participant to feel involved and create something from "scratch".
Here's an experiential introduction to this activity:
What is your preferred technique for learning something new?
Write your answer on a piece of paper. If you don't have a piece of paper, just say your answer out aloud.
I am now going to ask you a different question. Once again, write down your answer (or say it out aloud).
What method do you usually use to train other people?
Compare your answers to the two questions. Are they consistent with each other? If not, why is there a discrepancy between the way you like to learn and the way you train others? Should you not help others learn the same way you like to learn?
Does this inconsistency exist because you believe that training is different from learning? Don't you believe that training has to result in learning?
Does this inconsistency exist because you believe that your learning preference is unique only to you? Don't you think that other people may have unique learning preferences? How does your training accommodate these individual differences?