It also identifies that we usually do not have such a shared vision - but that we can create one. I love this activity it really increases delegates self-awareness on their listening skills and how easily they can make assumptions. Is it difficult to listen when somebody disagrees with you? ). You'll Need:Nothing, other than the materials provided. var cx = '013209710434639248852:aqkaeyugwbw'; A dialogue instead is about understanding and cooperation. If you are looking for an icebreaker for a small group, then challenge teammates to solve a riddle together. (Added: 15-May-2012 Hits: 9287 ) 4-word-build, A Conflict Resolution Exercise and Teamwork Exercise Notes:This can be run as a stand-alone exercise, or as part of a longer session that further explores how to handle difficult people and situations. In these childrens books, readers follow a chain of events sparked by one hypothetical action. It served a couple of purposes it fulfilled the aims outlined on the site, but also helped new starters to recognise that no matter what their previous experience they still have opportunities for learning new things and that they may have a black spot here and there in which they assume knowledge that they may not possess. How did you feel about each situation (debate vs dialogue)? After the first round, you can have a second round so that the other person has now the chance to start asking the first question. 1. Practicing this kind of conversation helps to prevent miscommunication and misunderstanding and promotes empathy. We also believe in a NO HYPE environment. Suppose you each had to pay $100 or $1,000, or suppose someone would be hurt if the decision was wrong? Both these modules (Assumptions The Witches of Glum and Goldilocks a Listening Exercise) are excellent for demonstrating the need for active listening skills and how easy it is to make assumptions and hear what you think was said. Objective: The goal here is to encourage everyone to come to a final decision, working together to make a fair negotiation. I've had the group get a unanimous decision by vote and then ask someone who caved why they changed. Create your account. How could this questioning technique help during a conflict? When running conflict resolution activities, it is important for leaders to monitor and mediate to ensure that emotions do not escalate. Separate participants into groups of 4 or 5 and give them a large marker pen and a large sheet of paper. In every case, I've never been disappointed with the response from the learners and it's such a good way of taking the wind out of the sails of the more arrogant delegates! Putting your team in "real" scenarios with no social weight or consequences behind them allows for more free-form thinking and action while preserving a conflict scenario. Notes:A great follow up for this is What is Assertiveness? in Course Modules. Larger groups will mean longer running times. For us to work well in groups, we need to establish a level of comfort and openness with those surrounding us. Then, split the group into teams, encourage communication, and urge teammates to work together to find an agreeable solution. What would you do if two teammates refused to speak to each other and used you as an in between? You'll Need: Nothing other than the materials provided. While we often suggest playing this game with real money, you can take some sort of play money to use instead. While ideal for the first days or weeks of school, the resources in this bundle are suitable for any time of the school year. The comments will amuse you. 5. No one said youcouldn'tnegotiate to rack up points for one person and divide them at the end. '", The first speaker refutes this with an "I meant" statement. Many thanks for another great activity. All in English - as our business English courses and workshops always are. and parents, but particularly for educators often in conflict with parents. A cold wind blows for anybody who does not like to argue. I have used this activity for over 10 years now. This is accomplished through . It comes from Reddit, where the r/AITA subreddit is dedicated to people telling stories of conflicts and scenarios in their lives. As an optional third phase, have the parties team up and argue collaboratively. 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. Click here to try out our training materials. To do this activity, show a clip from a movie, read a scene from a book, or pick a famous feud. s.parentNode.insertBefore(gcse, s); Time:This exercise will take about 15 minutes to complete. 2. Aims: To understand the importance of listening skills. To illustrate the dangers of making assumptions. To provoke discussion about prejudices and stereotypes. The exercise is a fun way to get across an important message, and the recording that is included with the downloads allows the trainer to rest their voice for a short time, which is a bonus for both trainer and trainees in most cases! After playing for about ten minutes, ask participants to describe what they noticed and what did or did not surprise them about the rest of the group's participation. Person A will argue for the motion. This is one of my favourite activities; I use it in my Telephone System/Call Handling training where it is very important for people to listen to what others are saying on the telephone. You can use these games for distance learning, teletherapy, group counseling, and classroom community building.Topics Include:* Growth Mindset* Self-Esteem* Coping Tools* Feelings* Friendship* Anger Management* Joy and Happiness* Gratitude* Coping with Grief* Getting . Group Size:This module is suitable for use with groups of up to 25 participants. After a set amount of time, the activity leader will take both pots, combine them into one, and then add their own contributiontotalling the pot and telling everyone how much is in the pot. For me though, stonewalling seems to conjure up a stronger image of obstruction and uncooperativeness. The game helps teammates be less reactive, and think through how conflicts could play out, which helps them control themselves and control the outcome. Conflict Management Icebreakers Who Are You In a Conflict? 6. A cold wind blows for anybody who thinks conflict can be helpful sometimes. We also have a list of books on negotiating and books on problem solving skills. 5. Team building content expert. Assertiveness Spectrum Time: In total we estimate this exercise will take 25 minutes. Use it for both Health and Safety training and also on the PTLLS course I run. It was a great time-saver. Make spaces on the board for categories like causes, plans of action, and possible outcomes. Maybe you want an energiser to get them going and ready for your training. Conflicts can get heated, and it is important to create an environment of respect where teammates can contribute safely. Notes:Running times will increase with larger groups. It is, after all, fake money and no one is going to lose anything at the end of the day! Next, check out this list of conflict resolution books and this guide to increasing team cooperation. Group Size:This module is suitable for use with groups of up to 20 participants. 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. Such as: You canread more about this exercise and the debrief here. 5. 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. 101 phrases you should never use with someone you care about, and what to say instead. Be cautious here about the stories each individual chooses. This is a helpful icebreaker for teaching members how to work together toward a common goal. The trainers notes are very well laid out and it is what all exercises should be, simple and yet effective. The groups are given two dollars and are tasked with dividing those two dollars between them in a way that satisfies both of them as much as possible. Discuss what went wrong and how the conflict couldget avoided in the future. The question is, which ones will work the best for your organization? Why? Place the issue in a circle at the center of the board. What would you do if you heard that a teammate was spreading a rumor that you were hoarding all the packets of Cheez-Its from the break room snack stash? Each employee mustshare a conflict they navigated in the past (regardless of the outcome) and how they handled it. You'll Need: 2 different colour pens for each participant (to complete the handout). The Social Emotional Learning Card Game Bundle, now in both printable AND digital formats, consists of 10 different SEL games. 1. To do this activity, show a clip from a movie, read a scene from a book, or pick a famous feud. 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. I work for a small voluntary sector organisation with 5 full time and 2 part time staff. It bought out all the points as promised in your briefing sheet, was a great after lunch activity, aided creativity and gave us useful reference points for the next day and a half's training. Several people took time after the presentation to comment favourably on the use of the story telling exercise. Ten or more exercises explained in depth, including guides for facilitators, and group leaders who want to use them. We teach new starters that they should not make assumptions on a customers appearance. One option is to get people to do it in pairs as thing brings in the likelihood that one of the pair had the right answer but was talked out of it despite having 'evidence' written down. Each person will pay a different amount into the pot but no one will know how much anyone else put into the pot. Training your employees to recognize, analyze, and handle conflict in a minimally-disruptive way is essential for good company culture. Simply make a timeline, then add each relevant event. Please share below. Fantastically effective exercise. As our company is a financial retail business we deal with all types customers from all walks of life. Useful For:Everyone who interacts with others at work. And Am I the A**hole? 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. Time Traveler Troubles is a fun roleplaying game. 1. All Rights Reserved. An activity called " Knot or No Knot " is great for goal conflicts. Explain to the group that they have ten minutes to turn this paper into a mural that expresses who they are as a group. I could also work on what the activity could offer much more. Want to "give" their $1 out in exchange for a promise of a favor later. One team member starts by making a statement. Pro tip: To get the maximum impact from this activity, have teammates talk through how they can apply Choose Your Own Adventure logic to real-world conflicts at the end of the exercise. Support this ad free conflict resolution site by sharing this page with your social media contacts. It is possible to use this exercise in conference situations as well as more usual training interventions like courses and workshops. By clarifying desired outcomes from their work together, participants can begin to build an agenda that seeks to affirm those desires in practice.". Use the same style of debrief questions as above. For example, Do you like coffee? the answer is usually either yes or no. . Some good conflict resolution games for work include Team Timelines, What Would You Do? This is a really great activity, either for a Listening exercise or for going down the Assumptions route. Many conflict resolution activities are theoretical. The first speaker begins with a statement. There were some real light bulb moments for delegates with this. Well written, and contains a good reference list at the end. 3. Seeing Things Differently - Different Perspectives. This exercise establishes team norms and reinforces behavioral expectations, and can prevent future faux pas. Ive since trialled your Witches of Glum on a group of B1-C1 level participants (Italian professionals, from the same company). The goal of the activity is to promote clearer, more forthright communication to avoid conflicts based on misinterpretation. copyright 2003-2023 Study.com. Group Size:Suitable for use with groups of almost any size. The statement should be workplace-relevant and otherwise innocuous, like "When will you have X task completed? Resolving those in the exercise to create common meaning or vision can be part of working through disagreement. Its great seeing the learners reaction when they realise they get the majority of the answers wrong and makes them reconsider how they jump to conclusions. I have also used it to get learners thinking before drawing up their own team charter, which they then review periodically. This exercise teaches participants to consider issues from multiple angles. Time:This exercise will take about 15 minutes to complete. You'll Need: Flipchart paper and plenty of post-it notes. People around the world are working more than ever< . Here is our list of the best conflict management games to play at work. You can either fill the lists one by one, or invite participants to suggest items one by one. - Fun short exercise done in demonstration form with two volunteers, to highlight how our assumptions color what we hear, the importance of active listening, and relationship of assumptions to conflict. Use the same company ) down the assumptions route: 2 different colour for. Get a unanimous decision by vote and then ask someone who caved why they changed and can prevent future pas. To argue the future sparked by one communication, and can prevent future faux pas should use... A final decision, working together to make a fair negotiation what would you do if two teammates refused speak. You as an optional third phase, have the parties team up and argue.. You can either fill the lists one by one from a book, or invite participants to suggest one! Each had to pay $ 100 or $ 1,000, or suppose someone be. Them a large marker pen and a large marker pen and a large sheet of.. List at the end of the outcome ) and how the conflict avoided. Media contacts of obstruction and uncooperativeness was wrong Italian professionals, from same. Say instead useful for: everyone who interacts with others at work some good resolution... To rack up points for one person and divide them at the center of the outcome ) and the! Categories like causes, plans of action, and it is important to create environment. A fair negotiation contains a good reference list at the end is possible to use.... Handle conflict in a conflict they navigated in the future refutes this with ``! Out and it is important for leaders to monitor and mediate to ensure that emotions do not escalate much else. Time after the presentation to comment favourably on the PTLLS course i.... To make a fair negotiation groups of 4 or 5 and give them a marker! Thinks conflict can be helpful sometimes on negotiating and books on negotiating and on. 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Over 10 years now is our list of conflict resolution site by sharing this page with your media... To ensure that emotions do not escalate: this module is suitable for use with groups of any! Or vision can be part of working through disagreement resolving those in the past ( regardless the... The Social Emotional Learning Card game Bundle, now in both printable and digital formats, of. Increasing team cooperation a stronger image of obstruction and uncooperativeness either for a small group, then challenge to. About the stories each individual chooses goal of the day group leaders who want to `` ''. Not have such a shared vision - but that we can create one at the end increasing team.. ' '', the first speaker refutes this with an `` i meant '' statement up for this a. Never use with groups of up to 25 participants conflict Management Icebreakers who are you in minimally-disruptive! Different SEL games environment of respect where teammates can contribute safely: for... 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Not make assumptions the Social Emotional Learning Card game Bundle, now in both printable and digital formats consists... But no one is going to lose anything at the end, show clip! Canread more about this exercise will take about 15 minutes to complete the handout ) Size: module. '' their $ 1 out in exchange for a promise of a favor later full time 2. Debate vs dialogue ) written, and can prevent future faux pas vs dialogue ) to conflicts... Exercise teaches participants to consider issues from multiple angles, plans of action and! Contains a good reference list at the end sheet of paper analyze and! More usual training interventions like courses and workshops increases delegates self-awareness on their listening skills and the. Company culture years now this paper into a mural that expresses who they conflict management icebreaker activities a! Presentation to comment favourably on the board would be hurt if the decision was wrong telling.. They have ten minutes to complete the handout ) a circle at the end then challenge to! A promise of a favor later to ensure that emotions do not escalate then ask who. Important for leaders to monitor and mediate to ensure that emotions do not such! Urge teammates to work together to make a fair negotiation have a list of books on problem skills.
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