Library of facilitation techniques

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 memorable closing activity based on the framegame Best Answers..

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?

The 'warm seat' generates ideas for action points for the seated person.

Unlike the 'hot seat' where individuals are put on the spot and face questions from others, the 'warm seat' is a comfortable seat from which the seated person asks the questions. The most important feature of this reviewing method is that the seated person is in control: if they feel 'too hot', 'too cold' or in any way uncomfortable, they leave the seat to stop whatever is being said.

his is designed to help warm up a new group of people who don't yet know each other's names.