This workshop aims to help participants define, decide and achieve their goals. By supporting participants to envision where they want to be in a number of years on a holistic level, and defining the steps that will take them there, participants get a clearer picture of the action they need to take.
This exercise gives participants a fast, visual way to check in with how meaningful and purposeful their work currently feels, across four distinct dimensions, rather than as one vague feeling. Rooted in the Map of Meaning framework, it separates the daily felt experience of work from the bigger picture it serves, and shows people where they're thriving and where something has quietly gone neglected. Ideal for individual coaching, team check-ins, wellbeing programs, and leadership development, wherever a quick but genuine pulse check on meaning is useful.
Used as a post-session follow up or multiple session activity, participants share their action plan or project success. Results can be posted and discussed on a shared network or brought to a later live session (such as a review session or informal group catch up).
Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.
At the end of a workshop, it's important to reflect on the things you've learnt, the things you still need to work on and how the things you've learnt in the workshop will help you improve. This activity encourages post-session reflection, and is suitable to be run remotely.
In this short and physically active energizer, participants dance playfully in small teams. Periodically, the music changes and members take turns leading the dance. The aim is to generate fun energy and playfulness in a group, often as a counter-balance to more “serious” group work.
Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.
Track daily what energises and drains participants to reveal their strengths. Over a week, participants log the activities that lift or deplete their energy, sometimes called green and red activities, then read the pattern to surface strengths and weaknesses. Daily noticing is far more accurate than recalling it all at the end. Ideal for strengths, self-awareness and role-design work.
Starting a meeting or after a break in a group where participants don't know each other or don't know much about each other
This exercise shifts a familiar question, what did you achieve, into a different one, what did you get to express, and asks participants to notice the difference. Rooted in the Expressing Full Potential pathway of the Map of Meaning framework, it moves away from the pressure of "unlocking" or "achieving" potential toward the quieter, more sustainable experience of expressing something that was already there. Ideal for individual coaching, leadership development, and onboarding, wherever a team or person needs a reset away from achievement-only thinking.
Regular, effective feedback is one of the most important ingredients in building constructive relationships and thriving teams. Openness creates trust and trust creates more openness. Feedback exercises aim to support groups to build trust and openness and for individuals to gain self-awareness and insight. Feedback exercises should always be conducted with thoughtfulness and high awareness of group dynamics. This is an exercise for groups or teams that have worked together for some time and are familiar with giving and receiving feedback. It uses the words “stop”, “start” and “continue” to guide the feedback messages.
Invite participants to identify and reflect on which parts of their identities they bring into regular interactions.
