WorkSMART Blog

I was delighted to have Hilary Blair share insights as a vocal coach and facilitator of leadership development at a recent Show & Share. We explored how our voices reveal more about us than we realize — and how balancing tone, breath, and delivery can sharpen our impact as trainers and facilitators. Hilary's live demonstrations are invaluable, so I encourage you to listen to the recording alongside this summary. Balance your Treble and Bass We spend so much time thinking about and tweaking our content that we often don't think about our voice and the impact it has on our message and our audience. A deep bass voice can come across as resonant and soothing, but can also be hard to understand if not balanced out. A higher-pitched treble voice adds warmth and meaning, but can become a little grating over time. You can experience the difference yourself: say "hee," then place your hands on your chest and say "hey" — you'll both feel and hear the vibration. The trick is to balance your treble and bass registers as a way of also balancing warmth and clarity. Project your Voice through your Breath If you want to be louder, you can't simply push more sound out of your throat — it comes from letting your breath flow outward. Give it a whirl. First, try speaking as if you've just eaten onions and don't want anyone to smell your breath, then without that restriction. The contrast is immediate. Balance your Vowel and Consonant Sounds Vowels are open sounds, like a free-flowing river. Think of the slow, cooing sounds you'd make with a baby: "oooh, aww, mama." Because vowels require more air to produce, they carry the emotional content of your message. Consonants, by contrast, carry the intellectual content — think of a detective clipping out, "Tell me the facts, the facts, and the facts only." Vocal experts often describe consonants as the banks of the river. As Hilary puts it, "vowels are associated with the emotional and consonants with the intellectual content." This is why doctors delivering test results often stick to crisp consonants — they may be intentionally minimizing emotional weight. When trainers try to make themselves clear, they often default to emphasizing consonants. But elongating vowel sounds can actually improve clarity just as much. Try this: say "What are your questions?" quickly, focusing on the consonants. Listeners might get the impression you're not really open to hearing any. Now say it again, more slowly, opening up the vowel sounds — notice the difference. Remember to Exhale and Get the Air Out A deep breath is really more about the exhale than the inhale. Focus on the release, and let your breath flow freely. When you exhale intentionally, the inhale will follow naturally — it's a physiological response. Voices that Become Too Much Hilary discussed several vocal patterns and their impact on communication effectiveness, including what she calls the "too much club" — where people are told to reign in some vocal habit. Here are a few patterns to watch for: Monotone — Often adopted to sound serious, professional, or not too dramatic. But monotone strips away the musicality of your voice — the "prosody" — that helps people actually absorb your message. Precious Voice (the preschool teacher voice) — This happens when we push our voice from our throat in an attempt to sound sincere. It often comes across as the opposite. Upspeak — Raising your voice at the end of a phrase may feel like a way to avoid being pushy or overwhelming, but it's frequently perceived as sounding incompetent, uncertain, or young. Hilary compared upspeak to a dog rolling over to show it's not a threat. However, phrases that "land down" tend to be received as more credible. Vocal Fry — The most relaxed, low-effort voice. It can sound like you simply don't care, and is often associated with an overly casual affect. None of these patterns is inherently "bad," but they can get in the way of connection and clarity. The key is awareness and intention. Vocal Care in Training Settings Vocal fold swelling is the main cause of voice loss — but a few simple exercises can help. Humming vibrates your vocal cords, increases blood flow to the area, and helps reduce inflammation. It's also a great warm-up for this reason. "Raspberries" (blowing air through relaxed lips) force you to release your breath and relax your delivery. Voice Coach Q&A A few participants shared specific challenges, asking Hilary for some quick tips. Highlights include: To avoid being perceived as "preachy" during C-suite presentations, Hilary suggested opening your throat, being careful not to swallow your words; maintaining dialogue rather than monologue, especially when presenting to senior executives. For those who tend toward mumbly speech, Hilary provided exercises to help with clearer enunciation. Practice mouth movements using tongue twisters like “Ba-da-ga” (forward and backward) or "bodega." Reserved speakers looking to develop a more passionate communication style can avoid vocal fry during intense conversations by focusing on breath control and voice modulation. Your Voice as an Instrument Your voice is one of your most powerful tools as a trainer or facilitator — and like any tool, it improves with awareness and practice. Your voice is already an instrument; you just have to learn to play it intentionally. Start with one technique, notice the difference, and build from there. And don't forget to check out the recording to hear Hilary bring these concepts to life. Learn More A playlist of Videos on Voice The Voice and Speech Trainers Association Subscribe to Hilary’s ARTiculate: Real&Clear newsletter Hilary on Linkedin

Instead of a traditional icebreaker, many trainers like to start their session with a stimulating question to break the ice, foster introductions, help participants get to know each other, and reduce tension. Favorite questions include: Questions about you Tell us something your colleagues do not know about you. Who has been your best coach in their past and why? What would you do if you won the lottery? (I often offer my answer first to engender trust. I learn what motivates each person as well. Where they know each other, and I do not know them "What was a dream you had as a child?" (great for a visioning/goal setting workshop). Share a memorable moment of your life. What was your favorite hobby or pastime as a child? Introduce yourself simply with your name and an adjective that describes you. The adjective must start with the same letter as your first name! When you introduce yourself, tell us the best part of their job, the most difficult part of their job (if there is one), and what topic they are interested in learning more about after reviewing the table of contents. What does family mean to you? What are you most proud of in your life? What's your claim to fame? Questions about workshop goals Tell me why you are here (even if it’s because your boss told you to) and what your objectives are. I write it down on an easel pad and post it for the day, and review with the group as we go. Have small groups work on one of these questions: What are your biggest challenges related to________ in 2011? What are the key things you wish to do better related to__________? What drives you crazy related to________________? Using Peter Block's “Four Powerful Questions” (Flawless Consulting Skills, 2nd Edition, pages 283-286) ask: "On a scale of 1-7, with 7 as high answer, 1. How valuable do you plan this workshop to be? 2. How participative do you plan to be? 3. How much risk do you plan to take? 4. To what extent do you plan to be invested in the learning and well being of the whole group? NOTE: ask about their plans (action word) and NOT their expectations (a prediction), to shift accountability and ownership to everyone present. Ask this TRIO of questions: 1. What specifically do you want to take away from this workshop? 2. How will you achieve this? 3. How will you know when you have achieved this? Finally, imagine yourself applying the new behaviors in the workplace. Sharing and debriefing participant objectives After you've asked the questions and given your group time to consider them, have participants go through the objectives they have identified as a group and pick their top 2 or 3. Then ask for a show of hands on how many choose each objective. Explain to the group that you will use this as a tool to tailor the content to the class, focusing more time and energy on the objectives people really want.

We attended HRDQ-U’s webinar with trainer extraordinaire, Cindy Huggett — Converting Classroom Activities to Engaging Virtual Activities. Cindy was chock-full of ideas to make Virtual Meetings Magnificent and we wanted to share with you! “Transform” activities – don’t just “transfer” One of Cindy’s main messages was taking the time to think about the format and activities you usually deliver in person and how they can be transformed for a virtual setting. Because of a different delivery format, you can’t just transfer them to an online platform. You may need to spend more time to re-imagine what you’re doing and transform it to be effective online. Off to a good start – virtual style Ms. Huggett recommended three tasks to capture attention: set expectations, start strong, and support learning During live learning, a static welcome screen can work quite well. When learning in-person, participants have the benefit of other people in the room, and a teacher or trainer to say hello and make them feel at ease. In virtual settings, however, a single slide will not suffice. Create a warm “virtual lobby or waiting room” with these creative ideas: Fun Facts & Trivia: Try a PowerPoint slide deck that enables engagement and interaction. For best success, find trivia that is relevant to your topic. Q&A: Be prepared with questions for attendees to answer. Ask the group to type their answers into a collective chat so all attendees can see the answers Jokes and Riddles: don’t worry about “corny.” A few "Punchlines and Groaners" can bring on smiles and break the ice Poll question: Ask a probing question at the start to get the group involved and curious about the answer. Use Meridia Polling solutions to gather results. Build Interactivity – frequently Polling: In addition to polling the group at the start of your session, make frequent use of polling during the learning event. Breakout Discussions: Be ready with conversation prompts that are pertinent to your topic. Trainers Warehouse has a bunch that are ready-to-go if your topic is diversity, ethics, trust, teambuilding, leadership, or if you just want to build relationships. if you’re crafting your own questions, these seven tips can help you formulate questions that will yield interesting conversations. Mini Engagements – Every 4-5 minutes: During in-person learning, the cardinal rule was to change your pace or presentation every 20 minutes. Ms. Huggett tells us that the timeline for online learning is much shorter. She suggests introducing some sort of interactive engagement every 4-5 minutes. These can consist of a formal poll; type an answer into the chat; work on your own; stand and stretch; change speakers/presenters; share a video; play a song; call on a student to speak or ask a question; etc. Mini Jeopardy Games: don’t try a full-length game. Rather, break a game into several 3-5 question chunks. Use the questions to precede or follow learning segments. This way, learners will stay better focused on both the game and the explanations. Pass-it-on: During live-learning events, teachers can energize the group by tossing a Koosh ball from person to person, as they each answer questions. An online version of this activity might consist of the facilitator randomly picking someone to talk/comment/reflect; then that participant picks another person by name, and so on. An added benefit is attendees paying close attention to one another. Annotate everything! Finally, Huggett talks about annotation tools that are part of many of these virtual meeting programs. These frequently use a rubric such as “Start/Stop/Change/Continue” or “What? So What? Now What?” More is Better! One clear message we took from HRDQ-U’s webinar is the importance to keep the screen moving. Facilitators will need many more slides than an in-person presentation – almost double the slides. More Virtual Learning Ideas

Imagine a great meal at a restaurant. The steak has to be good — that's non-negotiable. But what makes you remember it, recommend it, and come back? The sauce. Rob Jolles, veteran sales trainer and author, used this analogy to open his thinking on what he calls "enter-training" — the art of blending entertainment with training to create learning experiences that actually stick. "The steak has to be great, but the sauce can make all the difference." The "steak" is your content — the substance, the learning objectives, the reason your audience is in the room. The "sauce" is your personality, your creativity, your presence. Too many facilitators either neglect the sauce entirely, delivering dry, forgettable sessions, or they overdo the entertainment and forget to cook the steak. Here's what Rob says actually works. The secret ingredient isn't humor — it's your special sauce. Start with them, not you One of Rob's most practical rules: don't spend more than 60 seconds introducing yourself at the start of a session. Learners don't want to hear your credentials right away — they want to know what's in it for them. Takeaway: Lead with WIIFM — What's In It For Me? Hook your audience on the value they're about to receive before you ever say who you are. Participation is the real magic Rob emphasized the primary importance of participation, explaining, " it is the number one key to sustaining a group's interest. Not your jokes. Not your slides. Not even your storytelling." The moment learners become active contributors — not passive observers — the room transforms. Design for interaction at every turn. Humor is overrated Here's a counterintuitive truth from a man who is, frankly, quite funny: you don't need to be funny. You need to be interesting and personable. The pressure trainers put on themselves to generate laughs often backfires. Instead, focus on being genuinely engaging — curious, warm, and present with your audience. As people tend to say these days, "You be you!" Drama, voice, and the little things Rob encourages trainers to use drama, theatrics, and vocal variety — but with intention, not excess. What he's found is that small, unexpected moments often land harder than big theatrical ones. He shared a story that perfectly illustrates this: years ago, he collected enough loyalty stickers to order rubber stamps of his own face — one with a happy expression, one with a sad one. He used those stamps to give learners feedback throughout sessions. Simple, tactile, memorable. Analog tools punch above their weight In an era of apps and slide decks, Rob is a passionate advocate for physical, tactile tools. Stickers. Worksheets. Game buzzers. He specifically mentioned the Trainers Warehouse Me First Buzzers and Right-Wrong sound buzzers as tools that engage even the stuffiest, most skeptical audiences. Why? Because analog tools are memory-inducing. They create a different kind of engagement — sensory, embodied, and fun, without feeling childish. People love stickers — and they don't have to be childish to be effective. Take risks, but pick your moments Rob closed with a reminder that growth requires risk. Try something new. Make mistakes. Use those mistakes as learning moments — for you and for your audience. But here's the nuance: don't try to do everything. The biggest mistake a trainer can make, he said, is to "emphasize everything and emphasize nothing." Be selective. Choose what matters most, and let it land. Enter-training isn't about becoming a stand-up comedian or a theatrical performer. It's about bringing your authentic self — your sauce — to a solid content foundation. The learners came for the steak. They'll remember the meal because of how it made them feel. READ MORE Download Rob Jolles' Enter-Training Handout

Through our Trainers Warehouse Show & Share sessions, we’ve gathered practical insights from facilitation expert Cornelius “Nelius” Dowdell on how leaders can uncover and shape company culture. His approach is straightforward: start with honest input, create space for dialogue, and pay close attention to the behaviors you reinforce. Set up "Aha" Moments Dowdell started the conversation by asking the group to describe their culture in one word. Using Aha Slides to synthesize results into a word cloud, in real time, he could then direct the conversation to the most common and/or pressing responses. What emerges is not the polished version of culture found in mission statements, but a more candid reflection of how people actually experience the organization. If leaders want to influence culture, they first need to understand it—and that requires broad, unfiltered input. Try a Feelings Wheel  Another effective way to deepen the conversation is by asking people how they’re feeling. While the question sounds simple, many struggle to find the right words. A Feelings or Emotions Wheel provides the language people need to express themselves more precisely. Keep it simple with the Emotions Wheel available on the Zoom whiteboard templates, or go deeper with a more detailed feelings wheel. Alternatively, grab an Emotions Card Deck, where players choose a card that describes how they're feeling right now, or how they wish they felt at work. Whether using a basic visual or a more detailed tool, a quick emotional check-in can set the stage for more meaningful dialogue later. Start a Dialogue and Listen Get groups talking... and hear what they have to say After a quick feelings check, one of Neil's favorite ways to kick off a leadership culture session is to use a Trainers Warehouse Thumball. Even before introducing himself, he might set a ball or two play to get people thinking, connecting, and talking about the learning topic. With the Thumball, he simply tosses the ball and asks the catcher to read the topic under their right thumb. "Wherever the thumb lands is the topic we discuss," he says. Alternatively, he'll play a rapid-fire game, asking each person to respond to the prompt in just 10 seconds before tossing the ball to another player. In bigger groups, he might break into smaller teams. It's yet another way to initiate dialogue so people feel more comfortable sharing deeper thoughts as the session progresses. Just as important as getting people talking is what leaders do next. As Dowdell puts it, "imagine the impact on culture if a leader simply takes the time to find out where people are—and listens. Model Sharing and Vulnerability Part of getting employees to open up and share is creating a psychologically safe environment to make that happen. Those environments don't just happen, however. They result when organizational leaders open up and share their own foibles, mistakes, and frustrations. If you want others to share, then begin by demonstrating your own errors, learning moments, or needs for assistance.   PRACTICE ASKING AND ANSWERING QUESTIONS When talking about organizational culture, coaching people to ask questions, answer, and listen is critical. Rather than simply saying "yes" all the time, healthy corporate cultures welcome conversation and questioning as a way to build clarity and understanding. For this, Dowdell often turns to UNZIP-it! Card Decks. Participants can answer a simple question about "favorites," and partners can practice asking follow-up questions to learn more. Sure, a facilitator could talk about the importance of coaches asking questions, but using tools to help participants get to the meat and potatoes of the substance on their own is generally more effective, he explains. EXPLORE WHAT BEHAVIORS YOU ARE REINFORCING BEHAVIOR CHANGE At the heart of Dowdell’s message is a critical truth: company culture is revealed through behavior. Organizations often define their values clearly, but the real question is whether those values show up in practice. Where does the culture break under pressure? What behaviors are tolerated, even when they contradict stated values? Culture is not what we say—it’s what we reinforce. What gets rewarded, ignored, or repeated ultimately defines how people behave. UNWRITTEN RULES One effective way to explore this is by examining unwritten rules. These informal norms—what people really do and expect—offer valuable insight into how the organization operates. Some may be lighthearted (i.e. food left on the counter is for sharing; if it's in the fridge, it's not), but others reveal deeper truths about expectations, communication, and accountability. Surfacing these rules helps teams identify gaps between stated values and lived experience, making company culture more visible and actionable. They can also be good new-hire tips, that wouldn't be found in an employee handbook! MAKING CULTURE REAL Dowell explains four steps necessary to make culture real. First, you need to identify the goals. Perhaps, for instance, it's showing up to meetings on time. If you don't know what you're striving for, it's impossible to get there. Next, identify how that behavior will be modeled and reinforced—through processes, accountability, or peer support. Encourage individuals to self-assess how they're performing with regard to company values. Ask where they feel their strengths lie, and where they see room for improvement. Don't forget to reward those successes and cultural shifts using I Noticed notes, Kudos for Values, or peer-to-peer recognition tools. And, suggest that individuals treat themselves when they've hit a personal goal. Equally important is giving people time to practice. Scenarios, team challenges, and structured activities create opportunities to build new habits and reflect on outcomes. Save time using Trainers Warehouse's WorkPlays scenarios and ready-to-go teambuilding games that promise rich debriefs--about process improvement, roles, communication, team dynamics, and the like. OVERCOMING LEADERS' RESISTANCE TO CULTURE CHANGE Culture change frequently faces resistance, not just from teams asked to abide by the company culture, but also from leaders themselves.  When asked why, the top response is typically ambiguity. When cultural initiatives lack clarity, ownership, or measurable outcomes, they are difficult to sustain. To overcome this, organizations must connect company culture to strategic priorities. Define the behaviors, track them consistently, and measure their impact. Engagement is not a one-time event. It’s an ongoing leadership commitment. CONCLUSION Company culture is often discussed in broad, aspirational terms, but Dowdell’s approach brings it back to something far more concrete: conversations, behaviors, and reinforcement. When leaders take the time to listen, model openness, and align what they reward with what they say they value, culture begins to shift in visible ways. The real work of culture isn’t found in statements or slogans—it’s found in the everyday moments where people choose how to speak, act, and respond. Over time, those moments add up, shaping not just how work gets done, but how people experience being part of the organization.  

In her new book Designing and Facilitating Workshops with Intentionality, author Dr. Tolu Noah offers ten principles to help focus workshop design efforts. It’s all wrapped up into a tool she refers to as the Workshop Wheel. In her recent Show & Share session with Trainers Warehouse, Tolu focused on two of the ten — ACTIVE and INCLUSIVE, and boy, did she practice what she preached. Following are some of the tools she used to build activity and inclusivity into the session. TRY MENTIMETER – TO BUILD INTERACTIVITY Ask participants to share their input through Mentimeter.com. In Tolu’s example, she began our session by asking participants to share their “training hopes and dreams.” Rather than relying simply on a Chat board, she used Mentimeter. She posted a single QR code that could be scanned by phone, as well as a URL link and code, for computer access. Quickly, participants could weigh in and share their input. Although accessing a code like that may take a tad more time than a simple chat, it also felt more interactive for a few reasons: It was much more interesting to view visually Responses were easier to read Use of the phone invited a more tactile experience than just interfacing with the computer and keyboard. Most importantly, Mentimeter’s AI can synthesize the group’s results just by clicking the space bar. After that, if you want to dig deeper into a specific response, just click that box and see all the associated responses.   EMBED SOME FUN INTO YOUR SLIDES Dr. Noah used a handful of extremely accessible tools to manage the time and ambiance during breakout or reflection moments. For instance, she embedded these resources: Bensound – Music clips for presentation audio. Embedding the sound clips made them easy to access with the click of a button. Great for thinking time during work exercises. 30-second timer – Search for “acoustic guitar timers, find the amount of time you need, and embed it into your slide. Two recommended YouTube channels are Adam Eschborn and Gentle Acoustic Guitar. EXPLORE SLIDE DECKS BEYOND POWERPOINT Google Slides: Tolu shared that she prefers to use Google Slides for presentations. She explained that if you like to navigate to multiple other websites and flip from presentation to links, it’s very convenient. You can also “pin” tabs so they’re easy to find and navigate. Aha Slides: at a prior Show & Share, Cornelius “Nelius” Dowdell, expert facilitator and founder of The Best Workplace, used AhaSlide as an alternative to PowerPoint. Also web-based, Aha Slides allowed him to seamlessly embed word clouds, live polls, spinners, and more. TRY PADLET FOR COLLABORATION ACTIVITIES While asking chat-based questions and polling participants is better than not checking in with the group at all, a better approach is to draw on a wonderful suite of interactive tools from an online platform like Padlet. Facilitators can easily customize visually pleasing templates that allow participants to consider questions and share responses to thought-provoking questions in a myriad of ways that are more fun and accessible than standard whiteboards. They have two basic tools that allow you to make: Boards: blank slates to which you can add text, music, videos, and more. They have dozens of templates ready-to-go for discussion boards, polls, Q&A, surveys, brainstorming, feedback, breakout groups, etc. Sandboxes: collaborative digital canvases with tools for drawing, writing, and adding media. Sandbox templates are available for lessons, brainstorming, Jeopardy, interactive documents, group activities, and more. Don’t be put off by the graphics. At first glance, Padlet appears to be geared toward K-12 instructors, but because each Board and Sandbox starts with a blank slate, you can easily customize the look and feel. When you click into a template, it does not look juvenile, as the website graphics might lead you to assume. It also allows you to welcome participants to add comments by typing, sharing a video, recording audio, or even capturing a screen record. ACRONYMS & MNEMONICS Tolu shared the A.P.A. acronym as a way to engage participants throughout a learning session. For each part, she offered an array of tools. Some used the resources mentioned above; others drew on “old school” approaches. A. Activate prior knowledge, as learning always builds on a scaffolding of prior knowledge. P. Process new information. Give time to synthesize, ask questions, make connections, etc. A. Apply learning, because practice with feedback enables improvement. OLD SCHOOL ACTIVITIES Retrieval and Writing After introducing the 10 principles, Tolu asked us to recall as many as possible by writing them down on paper or opening a writing app on an electronic device, without looking at notes we might have taken. She reminded us that the retrieval process is an important part of long-term memory processes. Although most of us could recall only three to five of the 10 design principles after her very quick overview, the exercise served as an important lesson about the importance of analog approaches and retrieval activities. She introduced a handful of other approaches as well: 1. HANDOUT: Anticipation Guide (Activation) To explore what people already know and begin to activate prior knowledge, Dr. Noah suggests preparing an “Anticipation Guide” containing 5-7 statements about the topic at hand. To facilitate this activity, ask attendees to record if they believe the statement is True or False. Before putting their notes to the side, have them team up with a colleague to discuss their answers. At the very end of the session, revisit the participants’ Anticipation Guides, and ask them to reflect on how their prior understanding grew or evolved. CREDIT: This strategy comes from several sources, including Frederick A. Duffelmeyer and Facing History & Ourselves. 2. HANDOUT: Knowledge (or Skills) Rating (Activation) Another great worksheet to help learners consider prior knowledge is one that asks them to self-assess their knowledge before a session starts. It’s like a “Before Report-card.” With each concept on the learning agenda, they can check a box that says, “I don’t know what this means,” “I have seen or heard of this, but don’t know the meaning,” “I can explain the meaning of this,” or ” I could teach someone else about this topic.” CREDIT: Jonathan Bifield, Eberly Center at Carnegie Melon University, and others. 3. T.Q.E. PAUSES: Elicit Thoughts, Questions, and Epiphanies Pause and ask attendees to share their thoughts, questions, and epiphanies about the training topic! You can use sticky notes, chat, or really any tool, digital whiteboarding tool, verbally (sticky notes, chat, a digital whiteboard tool, or have attendees share verbally). Be sure to process these replies before you move on! CREDIT: Adapted from an approach used by Marisa Thompson. 4. PARTNERING CARDS Rather than finding partners on the fly, take a few minutes at the start for folks to fill out their Discussion Partners Card, finding a different person to partner with for each of the upcoming discussion chunks. When those junctures arrive, have them find that partner. 5. WOW-HOW-NOW REFLECTION ACTIVITY Using a Padlet Sandbox with three pages for input, Tolu led us in an inclusive activity that drew out important learning points and action items. If you’re looking for another reflection tool to add to your repertoire, this is a great one! Wow – key takeaway How – remaining question Now – action item CREDIT: Letitica Citizen and Kia Turner CONCLUSION At its core, effective training isn’t about adding more tools—it’s about being intentional with the ones we choose. As Dr. Tolu Noah’s session demonstrated so clearly, when we design with purpose—prioritizing activity and inclusivity—we create experiences that learners don’t just attend, but truly engage with. Whether it’s leveraging digital tools like Mentimeter and Padlet, or incorporating “old school” strategies like retrieval, writing, and structured reflection, the goal remains the same: help learners think, connect, and apply. Because, as we know from brain science, people remember what they take time to process. The real takeaway? Small shifts in design can lead to big shifts in learning. RESOURCES Tolu’s Session Resources Watch Tolu's Trainers Warehouse Show & Share

This collection of ommunication exercises and listening activities is culled from a variety of LinkedIN discussions. 

Teach, energize, and engage learners with 5 terrific games and learning events using the Trainers Warehouse Me First! Buzzer System.

Why Trainers Warehouse Is the Trusted Source for Professional, Real-World Activities If you’ve ever led a team-building session and felt the collective eye-roll when someone utters “icebreaker” or suggests Two Truths and a Lie, you’re not alone. Many professionals dislike these typical starters because they feel forced, overdone, juvenile, or just plain cheesy. And yet, we know from brain science and decades of L&D research that interactive, emotionally engaging activities dramatically improve learning, retention, communication, and psychological safety. Excellent activities help participants practice new approaches in non-work-related simulations, draw out ah-ha moments, and connect new ideas to prior learning. With so many benefits, the challenge becomes finding team-building tools and experiences that are energizing and illuminating, without crossing into cringe? For over 30 years, Trainers Warehouse has been the trusted leader in providing just that — non-cheesy team-building tools and activities that are purposeful, adult-friendly, work-appropriate, and grounded in real learning outcomes. WHAT MAKES A TEAM-BUILDING EXPERIENCE “NON-CHEESY”? Before we talk specifics, let’s clarify the criteria that trainers, facilitators, managers, team leaders and professionals care about. Ideal activities must… 1. FEEL AUTHENTIC, NOT FORCED Non-cheesy activities respect adults’ intelligence and comfort levels. They spark genuine conversation rather than scripted awkwardness. They give adults agency to participate and contribute as much or as little as they’d like. 2. TEACH SOMETHING MEANINGFUL Worthwhile team building exercises will require communication, collaboration, problem-solving, and emotional intelligence. They’ll pose challenges whereby groups must work together. In doing so, participants will grow aware of their feelings, tendencies, and approaches to working in groups. They’re not just entertainment for its own sake. 3. BE INCLUSIVE They work for introverts and extroverts, new hires or executives, in-person or hybrid groups. 4. PROJECT PROFESSIONALISM Executive and workplace-appropriate team building activities should project professionalism consistent with workplace expectations. Quality materials, clear instructions, thoughtful prompts, and dependable outcomes allow trainers to facilitate stress-free. 5. SUPPORT A MEANINGFUL DEBRIEF Offices are busy places and people’s time is valuable. If facilitators don’t have a clear purpose behind their activity, they shouldn’t bother! Still, just experiencing the activity isn’t enough. The true value comes from discussion and reflection. Great tools make that easy by providing natural teachable moments. TRAINERS WAREHOUSE: The best source for non-cheesy team-bulding Tools For decades, Trainers Warehouse has been the go-to supplier for facilitators, educators, corporate trainers, OD consultants, HR teams, and leadership coaches who want activities that work. And unlike some vendors in the market, Trainers Warehouse is known for being: Ethical and original — developing many proprietary tools Reliable — consistent quality, thoughtful packaging, and real customer support Trainer-tested — every tool is shaped by L&D professionals Brain-science-informed — movement, emotion, novelty, reflection, and storytelling are baked into the design Consultant-grade, Internationally-sourced — the company curates team experiences from subject matter experts and leading consultants from around the globe. It’s why so many teams—from small nonprofits to Fortune 500 companies—return again and again to Trainers Warehouse. TTop Non-Cheesy Team Building Tools Below are standout examples that consistently earn praise for being engaging without embarrassment, fun without fluff, and practical without feeling corporate and dry. 1. Thumballs® — Conversation That Feels Natural, Not Awkward Thumballs are soft, tossable conversation balls covered with thoughtful prompts tailored to real workplace needs: communication trust emotional intelligence leadership resilience conflict resolution shared values Why they’re non-cheesy: The format is playful, but the prompts are deep, reflective, and adult-appropriate, making conversations flow effortlessly. Great for: retreats, onboarding, leadership programs, hybrid teams. 2. Pipeline Challenge — Collaboration Under Pressure (Without the Cringe) The Pipeline Challenge is a hands-on activity that requires teams to construct a pathway and move a marble or ball across a specified distance… without dropping the ball! It can be as easy or as difficult as the facilitator chooses. What makes it non-cheesy: It instantly exposes team dynamics—communication gaps, assumptions, process breakdowns—in a fun but meaningful way. Interpersonal dynamics that typically arise include tendencies to blame others, group coordination, and identifying small successes that can be replicated across departments Why it makes the list: Facilitators love how easy it is to connect to workplace themes like: Coordination Handoffs Problem solving Passing blame Leadership Creativity 3. Team-Writing, Shape Up, and Other Small-Group Problem-Solvers These deceptively simple tools create powerful lessons in communication, leadership, active listening, and shared understanding. Why they work: Participants quickly realize how they contribute to or hinder collaboration, which makes the debrief incredibly rich. 4. Reward & Recognition Tools That Build Psychological Safety Even recognition tools can be “non-cheesy” when they’re authentic and thoughtful. Trainers Warehouse offers tools that make it easy to: Send Kudos Notes Share Tokens of Appreciation Invite Conversation and Contribution Beyond sending a kudos note or recognizing positive contributions with some sort of token, that third bullet of inviting conversation is critical! Managers and team leaders can build trust and make employees feel valued by listening to, responding to, and acting upon the thoughts and suggestions that employees share at meetings. By making colleagues feel heard and respected, organizations can reinforce their positive culture without gimmicks or expense. BETTER THAN THE USUAL SILLY GAMES Traditional activities like “Two Truths and a Lie” fail because they: create unnecessary vulnerability don’t connect to learning feel juvenile aren’t inclusive generate anxiety for some participants In contrast, Trainers Warehouse tools: honor adult professionalism engage the brain and body create psychological safety lead to real insights are grounded in learning science make the facilitator look polished and prepared This is why trainers trust these tools again and again. Final Thoughts to Elevate your Sessions with Tools Designed for Adults Team-building doesn’t have to be awkward, scripted, or childish. When you choose professionally-designed and consultant-created non-cheesy team-building tools, which respect people’s intelligence and genuinely enhance communication, you create experiences that teams remember for the right reasons. And that’s exactly what Trainers Warehouse has been delivering for over three decades. If you want activities that are engaging, meaningful, and easy to facilitate—without the cringe factor—Trainers Warehouse is the source you can count on.

I was delighted to host Mouse-Man Consulting’s Lenn Millbower at a recent Trainers Warehouse Show & Share. With more than 40 years of experience across Disney—ride host, stage manager, lead trainer, and more—Lenn knows exactly how to make magic happen in our classrooms. He shared his top techniques for infusing emotion, energy, and engagement into training through thoughtful staging, props, music, and multisensory learning. LENN’S LEARNER-TAINMENT APPROACH Lenn opened by comparing the challenge of merging learning and fun to mixing broccoli and brownies—both valuable, but not always easy to combine. His Learner-tainment framework offers five practical strategies to bring fun, energy, and meaning together. Throughout the session, Lenn’s Disney stories brought each concept to life. (Watch the full recording HERE.) The Five Strategies of Learner-tainment• Evoke Emotion• Layer Learning• Present with Props & Pictures• Stage Your Surroundings• Mastermind the Music Evoke Emotion “Others hit intellect. We his emotion. Those who appeal to intellect only appeal to a very limited group.” ~Walt Disney Appealing to emotion is a key Disney-style approach, one passed down from Walt Disney himself. At Disney—and in great training—emotion is the doorway to engagement. Millbower explains, telling stories is one great way to evoke emotion and often the approach most familiar to trainers. However, trainers can tap into emotions with a variety of other techniques, such as role-plays, games, or setting the stage by having participants connect with the challenge at hand. Lenn shared the example of priming participants learning a new payroll system. He first asked participants to imagine their ideal weekend and reflect on what it might cost. By tapping into a personal, emotional need (“I want the money to enjoy my life”), he created a meaningful bridge to the learning content. This kind of emotional priming helps learners with different styles and intelligences better absorb key information. Layer Learning to Appeal to Multiple Intelligences Disney’s training intentionally engages a range of learning preferences. Lenn outlined several examples: Visual/spatial learners: maps and visual layouts Kinesthetic learners: discovery tours that let learners experience concepts firsthand Naturalistic thinkers: examples tied to landscaping, recycling, and environmental impact Logical/mathematical learners: data, facts, and structured reasoning While modern brain science shows we use multiple “intelligences,” the takeaway is simple: the more senses and modalities we engage, the stickier the learning becomes. Present with Pictures & Props Consider your Colors Disney Imagineers understand that color shapes emotion. As Imagineer John Hench noted, “Color is the language to which people respond consciously and subconsciously.” Lenn encouraged trainers to take a similar approach—use: Blue for calm or neutral backgrounds Yellow for essential information Red for warnings or urgent points Plan your Props Props are powerful. They grab attention, create metaphors, energize learners, and make ideas tangible. Lenn shared examples from his Disney days—using a Koosh ball to model electrical current, or a globe to help custodial staff introduce themselves. Trainers can also borrow from improv by asking participants to link a random object to a learning concept, sparking creativity and deeper processing. Many trainers also shared that Dry-erase Answer Boards have been favorite props in their training rooms. Stage your Surroundings The folks at Disney consider every touchpoint with their guests. Disney employees are crystal clear about what belongs “on stage” and “backstage.” Trainers benefit from the same awareness. Every element of the environment—what learners see, hear, smell, touch, or navigate—affects their experience. Consider: Room setup and traffic flow Lighting and temperature Background visuals Fidget toys or table materials Your own tone, presence, and energy In essence, trainers are not just facilitators—they’re hosts. Thoughtful staging signals care, competence, and psychological safety. Mix in Music Music is one of Disney’s most strategic tools for shaping emotional experience. It’s another way that Disney carefully engineers guest experiences. Every attraction and area of the park features its own specially selected music, setting the desired mood. Music can play a similar role in training: Use major key music (happy, optimistic tunes) to set a welcoming or energizing tone during arrivals and breaks. Use minor key music (sad, calm, thoughtful selections) for reflective activities or quiet thinking. Reserve lyric-heavy songs for interludes when learners are not focused on content. Choose instrumental pieces during work sessions or discussions. Match themes or lyrics to your audience for added humor or connection. (I.E. “I got you (I feel Good) for a group of doctors or clinicians). Energize game show experiences with lively musical interludes, like those built into Gameshow Pro. Music works best when it enhances the environment without distracting from it. Create your Own Disney-Style Magic Lenn’s message is clear: you don’t need a theme park, a cast of characters, or a multimillion-dollar budget to create memorable learning experiences. By evoking emotion, layering learning, staging your space with intention, and weaving in props, visuals, and music, any trainer can spark a sense of wonder and engagement. The real magic happens when learners feel seen, energized, and connected to the material—and that’s something every facilitator can cultivate. With a little creativity and a touch of “Learner-tainment,” we can transform ordinary sessions into extraordinary moments of discovery. MORE RESOURCES Brain Science in Training 85 Ways to Create a Warm Welcome in Training

I’ve been drawing from a variety of discussions on LinkedIN to build this collection of team-building activities. I’ll continue to add to it, as I read more!  LAST UPDATED on 11/25/2025 1. Team Directions Challenge Break the class up into teams of 3 each (4 max), making sure to mix up people from different divisions, if they don’t know each other at all, even better. Place a garbage can some where by the back of the room. Place a piece of tape or paper at the front of the room as a starting marker. Crumple up a piece of paper into a ball. If you have natural obstacles in your training environment such as tables make sure to place the can and starting points at locations that will make it so there is not a direct straight line between the two. If not, try arranging chairs as obstacles. The object is have the group write down directions to have a “human robot” walk from the starting point and drop the paper ball into the garbage call. It sounds simple but there are some rules. Teams may only use the following directions: Take 1 step forward / Take 2 steps forward / Turn right 45 / Turn left 45 / Raise arm / Drop paper Teams are also not allowed to leave their area to try to pace or measure outdistances; they must remain in their work area, they are however, allowed to stand up to help them estimate. Give the class about 5 minutes to complete their program, have each team pick a team name and write it their direction sheet then collect all the sheets. Ask for a volunteer one at a time from each team to participate as the human robot and start reading the directions off that team’s sheet, having the volunteer actually follow the directions as you read them. See how close to dropping the paper ball into the trash can each team can get, possibly having a small reward for the team whose directions were closest. I would normally hold this activity fairly early in the training as it helps to promote teamwork, collaboration and have people who may not normally work together or even know each other a chance to break the ice. Posted online by Noel Corriveau 2. 4th Little Pig’s House This one is simple, fast, and ALWAYS gets people thinking creatively (and laughing while they do it!). To run it: Divide your group into teams of 4. Tell them they’ve been hired as architects for the 4th Little Pig – the one forgotten in the original story, the three little pigs! Their mission is to build a house strong enough to survive the Big Bad Wolf’s wind (aka your hair dryer). Each team gets the same limited materials – think straws, tape, paper, sticks, etc. (Make sure it’s fair!) Give teams 20 minutes to design and build a free-standing house that has 4 WALLS, a ROOF, a DOOR, a FLOOR. RULES: ❌ No taping it to the table! TESTING (The fun part!): As the facilitator, you’re the Wolf. Use the hair dryer to “blow” each house and see if it stands. If it stays on the table, they win! DEBRIEF: discuss team dynamics, communication, leadership, etc. Posted online by Rebecca Courtney 3. Discuss Team Dynamics Using the Silver Series Team Dynamics Thumball is a playful and constructive way to have important conversations about how the team works together, supports each other, resolves conflicts, and more. It can be used to discuss current dynamics or identify ways to improve team performance. 4. Tower Building Exercise This exercise examines a managerial style in action and the climate the ‘manager’ creates for the team. The exercise involves dividing participants into teams (1 manager, 3 team members) – they have to then build a tower using different-sized wooden blocks. Sounds easy – until you tell them that team members are blindfolded and have to use their non-dominant hand! The exercise can be done with in 2 hours. The exercise is described in more detail on the HayGroup website. Posted online by Michelle Curran 5. Puzzle Challenge Each table is given a puzzle and told that the team who puts it together the fastest will win a prize. What participants don’t know, but soon figure out, is that each puzzle contains one piece from another table’s puzzle. In order to win, they find they must collaborate with competing teams. It makes for a great debrief! Posted online by Lawrence Polsky 6. The Stuck Truck Exercise This is a problem-solving exercise based on experiential learning theory. Participants are given an exercise where a truck is stuck under a bridge – they need to figure out what to do. Based on each person’s learning style they approach the problem in very different ways. This can lead to some powerful discussions and ‘a-ha’ moments. The exercise is described in more detail on the HayGroup website. Posted online by Michelle Curran 7. Scavenger Hunt For Orientation or On-boarding: Combine both online (Intranet) and on-foot scavenger hunts that require the newbies to mine a lot of the orientation information for themselves. Not only do they “get” information better than when they need to find it themselves, but they are also having fun, getting to know one another, and learning how to work collaboratively. A win-win. Posted online by Veronica Adams 8. Early Bird Discussion Start the class off with the following quote. “The early bird catches the worm, but the second mouse takes the cheese.” Have the group discuss the relevance of the quote as it pertains to sales, customer service, technology (insert another primary topic of interest here). While it may not be a physical activity, it can jump-start a relatively docile group into a decent discussion. Posted online by Cale Helmer 9. 2-minute Commercial If you had a small group of 5 to 6 people develop a 2-minute commercial to promote a business or product, that would require some time. If you had more than one group make a commercial that they would act out, it would take a large block of time for each group to present their commercial and receive feedback. Posted online by Tom Lord 10. Create a frosty beginning I decided at the start of the day not to introduce myself, and not let my delegates introduce each other either. About 2 hours in, I found the answers to my group questions were getting shorter and shorter. All going to plan! Why? I wanted a frosty group, non-trusting, and not willing to respond because they knew nothing about me, or each other! I then allowed them (16) to ask me a question each about any aspect of my life. Believe me, it got personal, but the mood of the room instantly changed. Laughter, positivity, all round behaviors changed once we all had had a laugh and knew more about each other’s lives. It was a painful couple of hours, but the message about needing to know and understand each other’s background, beliefs, thoughts, and motivations was certainly driven home. Posted online by Adrian Lowe 11. 6 Thinking Hats This team activity focuses on problem-solving. I divide the group into teams and provide each team with a dice that has a colored hat on each side (representing De Bono’s 6 Thinking Hats). Team members roll the dice and have to approach the problem I give them from whatever color turns up on the dice. The next person then has to address the previous person’s comment as well as make their own comment based on the color that they roll. Info about 6 Thinking Hats can be found at Mind Tools. 12. Link & Lead On 4 small sheets of paper, write each of the following tasks: 1) Lead others to the nearest window; 2) Lead the others to the nearest door; 3) Lead the others to sit down; 4) Lead the others of stand still. Roll each of these papers. Group participants into four explaining this is a purely non-verbal exercise. Have each group select a leader/representative to pick up their roll of paper. When everyone is back to their groups, explain that each group’s mission should be clear to everyone in that group but remind them, non-verbal exercise. When the groups are ready, explain the “clincher” – the groups must link hands or arms with each other and then link up with the other groups to form a big circle. Tell them, they must not let go no matter what. On your signal, they are to “execute/implement their mission.” Remember, no verbal communication is allowed among players. Give them only 3 minutes. Ask if they want a second chance. 2 minutes. DEBRIEF: They will find that it hurts when other groups are stopping them from accomplishing their mission. Ask why? Identify types of participants (gung-ho group members; planners who sit down first; status quo players who just stand still; option hunters). Discuss . . . If your group did the tasks one by one, group one first then 2 and 3 and 4, would it have been possible to satisfy all missions/tasks? What’s the role of communications? Whose responsibility is it to make the whole org/group understand the mission and why the order of priority? Posted online by Joel Wayne Ganibe, MBA 13. Raising, or Lowering, the Bar (Helium Stick) Give thin bars or poles (like a dowel or telescoping wand/pointer) about 3 feet long to each team of 4-6 people. Have teams stand in a circle and explain the “rule.” Team members can ONLY use their index finger (like pointing) Their finger must stay in constant contact with the UNDERSIDE of the bar They can’t use any other implement or body part. Only their index finger under the bar Start with everyone’s finger under the bar keeping it about chest high The goal is to lower the bar to floor without anyone losing contact with it until it is at the floor. If the bar drops or falls, they have to start over The team will not be able to lower it until they discover the “secret.” Posted online by Peter Demarest 14. Building Runners This exercise requires a set of building blocks (e.g. Lego) or construction rods, for each of 2 to 6 teams of 3 to 6 people on each team. Begin by building yourself a model that needs to be replicated by each team (do this before starting the activity of course). Then, provide each team with all the necessary materials to replicate the model, exactly as you have constructed it. To facilitate the game: Place your model in a corner of the room so that can’t be viewed by the groups (i.e. erect a shield of some sort). Explain that upon your start signal, each team can only send one ‘runner’ at a time to view and memorize some of the construction features to relay back to their team, who start putting the pieces into place. A different ‘runner’ is sent each time, allowing for different roles. Watch the competitive juices start flowing, as each team gets closer to completion of the model. Feel free to play around with the parameters of this activity. Posted online by Greig Ward 15. Blindfolded Egg in Spoon Obstacle Carry This out-of-the-box and fun activity is a throwback to when we were kids. Because most people can recognize the game it, puts them at ease relatively quickly, especially if folks don’t know each other well. It does require a little room but can be adjusted to suit the facilities. I would normally set up 3 – 4 lanes side by side over a reasonable expanse, insert obstacles and challenges in each course (these could be chairs, whiteboards, poles, trip hazards, etc.; the number and types of obstacles depending on the site). Then we break into groups of 2. One person is blindfolded and holds an egg on a spoon and the other guides them down the course from a distance. Added complexities included getting the blindfolded person to wear thick gloves. We then swap the participant roles and during this process change the course. I generally run this with ‘operational’ groups and have received great feedback. This exercise highlights the importance of communication with so many distractions in workplaces. We also use it to highlight the importance of ensuring each other’s safety – risk awareness and injury prevention. Every time we have run this exercise, it’s a hoot and the feedback is overwhelming good. Posted online by Ann Russell 16. The Marshmallow Challenge is a great activity that uses nothing more than spaghetti and marshmallows. It was the subject of a recent TED talk. Read more here. On LinkedIn, Mindy Franz offered a variation on this activity. She said, “Break the group into small teams of 4-5 people. Deliver a sealed packet to each group. Envelope contents are: 20 pieces of spaghetti, a yard of twine, a yard of masking tape and one marshmallow. The objective is to build a free-standing structure as high as possible. This is a timed event – give your group 18 minutes and post the instructions on the overhead. The only instruction is: ‘The marshmallow had to be on the top of the structure at the end.’ When the time is up, send out the judges to determine which was the tallest structure. 17. Pipelines (from Trainers Warehouse) Teams are each handed a series of half-pipe sections and challenged to deliver a ball from a designated start point to a finish line without interruption. Success in the Pipeline Challenge depends on smooth handoffs, coordinated timing, and awareness of how each person’s segment links to the next.Ideal for: Relaunching energy, highlighting “flow,” and reinforcing how each team member’s work impacts the next person. 18. Team Writer (from Trainers Warehouse) Groups assemble a TeamWriter device (with ropes attached) and then together steer a single marker to write a word, phrase or draw a shape. It forces them to synchronise their pulls, communicate clearly, and reflect on how coordination influences clarity. Ideal for: Communication workshops, illustrating interdependence, and tuning up listening + role clarity among team members. 19. Puzzle Blind During PuzzleBlind, some team members are blindfolded (“builders”) while others serve as coaches giving only verbal instructions. The builders must assemble a puzzle relying entirely on what the coaches say. The exercise surfaces assumptions, role confusion, trust issues and the impact of unclear instructions. Ideal for: Leadership/management development, conflict-resolution sessions, or anytime you want to spotlight clarity of communication and effective support roles. 20. DaBridge In DaBridge, teams receive wooden notches and dowels (no fasteners) and are tasked to build a self-supporting bridge structure based on the famous Da Vinci bridge concept. Because each piece depends on others, success depends on careful planning, role distribution, and collaboration. Ideal for: Building trust across functions, emphasising how design and execution must align, illustrating how a sound foundation supports the “heaviest” load. 21. Team 10 Team 10 calls for individual players to flip cards two at a time, trying to reveal 10 of the same symbol (either all X’s or all O’s). Along the way they encounter “Word” cards (like Kaboom, Move It, Swap 2, Scramble) that interrupt the progress and force them to rethink strategy. Ideal for: Exercises in communication, adaptability, handling interruptions and change, planning under pressure. 22. Shape-Up When playing Shape-Up, Blindfolded players each hold a wooden shape and must, without looking, determine who has matching shapes in the group. Success depends on clear communication, active listening, and minimizing assumptions. Use this game in workshops focusing on communication clarity, collaboration under constraints, listening vs. assuming, spotlighting how small signals matter in teamwork. More Game Ideas… A number of great team-building games are available for purchase. Prices vary considerably from tens to hundreds of dollars, as activity producers try to put a price tag on their creativity, intellectual property, and make back their costs. Many focus on a group challenge — building something together; getting out of a fix together (think Survivor simulations); finding the answer to a mystery; etc. You can find a range of such products on the Trainers Warehouse website here. You’ll find activities such as: Community Puzzle $ Building the Tower Silently (uses Legos) $$ Colorblind $$$ Jungle Escape $$$ Tall Ships Simulation $$$ Search for the Lost Dutchman $$$$ TEAM EXPERIENCES In addition to the team-building games and activities shared in this post, I recently came across a wonderful article by the folks at FitSmallBusiness. In their article, 26 Team Building Activities & Ideas From The Pros, they profile business leaders who share their favorite ways to improve workplace dynamics and boost employee morale. For instance: Volunteer together (Holly Harper) Learn something new together (Lisa Donoughe) Attend an escape room (Eric Boudreau) Arrange team yoga classes (Claudia Matles) Friday night drinks (Harley Hammond) Attend an improv class (Danica Kombol) Books Big Book of Team Building Games, by John W. Newstrom, Edward E. Scannell Big Book of Team Motivating Games, by Mary Scannell and Edward Scannell Raptor and Other Team Building Games, by Sam Sikes Duct Tape Team Building Games, by Tom Heck SEE ALSO COMMUNICATION & LISTENING EXERCISES

You probably don’t need to be told that employee recognition fuels engagement, motivation, and retention. After all, recognition is said to increase performance by as much as 24%. The challenge? Many appreciation programs come with hefty price tags — from bonuses to trips and elaborate awards. Saying “good job” or “I appreciate you” doesn’t need to break the bank. When my boys were in elementary school, Principal Mark Springer would have a weekly “Star Assembly” where he’d recognize two students from every classroom to come up and receive a prize. Teachers would ensure that every student received two stars over the course of the year. My kids are college graduates now, but they still have those cardboard stars with their names on them tucked away among their keepsakes. Indeed, with a little creativity and consistency, small gestures can go a long way. Before starting your own affordable appreciation or recognition program, ask yourself: What do I hope to achieve by recognizing this person or team? Are you looking to build positivity and engagement? Acknowledge big accomplishments? Build team spirit? Understanding this first will help you match your recognition strategy to your goal. REWARD – focus on Grandiose Achievements Every once in a while, you need to make your recognition extra special. For those especially significant accomplishments, celebrate in public, with lots of fanfare. These resources can help mark the occasion: Certificates and diplomas – these typically get lost in a drawer unless they are distributed in a padded certificate folder, plaque, or DocU-Sleeve. Stage a graduation or award ceremony and invite recipients to give an acceptance speech. Develop a unique trophy that speaks to the particular achievement — choose anything from a custom glass award to a playful piece, depending on the statement you hope to make. MOTIVATE – shoot for Everyday Accolades Don’t reserve recognition for momentous events. Build engagement by acknowledging the little stuff too, as frequent feedback will inspire additional effort. In this case, a big “to do” is less important than consistency. Try these tools to make it inexpensive and super easy: Catch someone doing something good and hand them a “You Got Caught…” Card. Jot a note on the back, reminding them of what they did. Share a Token of Appreciation that folks can keep in their pocket or pass along to the next worthy recipient. Leave a sticky note at someone’s workstation to acknowledge their effort or contribution. Check off a box on a playful Kudos Note and dash off a note of appreciation. Schedule a weekly “Commendations Conference,” at which you can recognize positive contributions big and small–from having to positive attitude to solving a tricky problem. Ask colleagues to nominate one another for the recognition. BUILD UNITY – try some Team Treats Team success sometimes takes more effort than solo missions. When teams work well together, make a fuss. Recognize both individual and team contributions with items like these: Award a team trophy–anything from a Puzzle Piece trophy to something representative of the team’s achievement. Make peer-to-peer recognition easy with Kudos Notes for teams. Present the same prize to every team member. It can be as small as a desk toy or lapel pin, or as big as a party. Gift cards can also be quite thoughtful, but keep in mind that more visible rewards may give you more bang for the buck in terms of being more memorable. HAVE FUN – use Playful Prizes to say “good job” Small prizes can make a big impact when it comes to humor, fun and levity. Playful prizes can encourage participation and inspire positive feelings. These do-it-yourself, low-cost tokens can pack a punch: Customize your own Scratch Tickets. 1,000,000 bill says “Thanks a Million.” Sweet treats can invite a play on words, as well as be tasty and shareable favorite handmade messages include: Tootsie Roll – You’re on a roll! Extra Gum – Thanks for being Extraordinary! Starburst – You’re a star! Milky Way – You’re out of this world! Swedish Fish – you’re o“FISH”ally the best! Barnum’s Animal Crackers – this place would be a zoo without you! M&Ms – you’re Magnificent & Marvelous Build excitement with a Prize Wheel Try the Cracker Jacks or dentist office approach, where the prize winner gets to pick their prize from a display. JUST DO IT! Giving recognition does not require a large budget or time investment. However, saying “great job,” in private or public, with fanfare or discretion, and accompanied by a large or small token, can have an impact that’s much larger than the gesture. READ MORE… Susan Landay has written extensively about appreciation and recognition. Find more ideas in these additional articles: TD Magazine’s “Affordable Appreciation”, by Susan Landay – NOTE: This publication is available only to ATD members. If you’d like a copy, let me know, and I’ll send you a gift copy! Recognition Increases Performance 24% The ROI of Recognition Criticism, Feedback, and the Power of Praise Promoting Core Values in your Company Amazing Swag Bags for your Company

In a community conversation with trainers, facilitators, and talent development professionals, we took 30 minutes to brainstorm approaches to create a warm welcome. Our goal was 100 tips! At 85, we came so close! I removed the names of participants to protect their privacy. We hope these ideas will come in handy for you too, as the power of a warm welcome is undeniable! Pre-Session * Start with a Welcome Letter Write a friendly welcome letter to introduce yourself, class, and agenda. Make it personal. Let people know what to expect and ways to prepare to participate. Include pre-reading materials as well as pre-reflection questions, for those who like time to reflect in advance (it also helps prime the brain for learning). Offer how-to tips on using the learning platform, online whiteboard, etc. (i.e. if using special meeting software). I start with a “Welcome to Hogwarts” letter to participants explaining the events of the day, and I decorate the room seasonally, putting out fun tools and mints/candy on the tables. Send “excessive” emails letting them know what to expect well before the class start date. Make pre-surveys anonymous, so people don’t feel put on the spot. Create a webpage that includes a welcome video, information about what to expect during the workshop/training, an introductory activity, breakouts, on/off camera, schedule, etc. #Pre-Session If you plan to use a tool like Miro or some other, give participants an activity that requires use of the tool as a pre-exercise so they have some time to figure it out and practice using it. Get to Know People by Name Have clear signage that welcomes people and shows them where to go. Use Floor and Table Stands Set up welcome posters with everyone’s names on them. Create fun buttons with people’s names on them. Walk around the room and introduce yourself to people. Ask what they are learning/hope to learn Ask participants to pull up a favorite photo on their phone (cat, dog, interest, vacation spot) and be ready to share. Be present and say hello to people as they come in. Offer a warm handshake, hug (as appropriate), elbow touch, or high five. Their choice! Start with a “trading cards” exercise, through which each person can share random facts about themselves. To set this up, ask them for a picture of themselves prior to the session so that you can create the “front of the cards” and they can add details about themselves to the back of the card. Prepare 3-5 cards per person, depending on the activities you expect to run and the size of your group (Hear more from 9:35-10:35, or so, in the recording) Have people introduce themselves, their goals, or a strength, on a Community Mosaic Puzzle Piece or on Answer Boards If you’re using event name badges, include fun adhesive ribbons; Or try Chad Littlefield’s We Connect Name Badges which include a connections prompt. Pause before asking for answers to an intro question. Remember that many won’t be listening to other’s intros because they’ll be thinking about what they’re going to say. Name Tent Tips Set up name tents with people’s names already on them, but welcome them to write a preferred nickname on the reverse side Use Dry Erase Name Tents – have people write on names and/or interests – ask them to include tips on pronouncing their name correctly! As people arrive, ask them to complete to find their tent card with their registered name, but use the bigger gap above it and a colored marker to fill out their preferred name or a nickname. Have participants use the letters of their name as an acronym with personal strengths or qualities or values attached to the letters – helps people remember one another! Make colored markers available for people to write their names (or whatever they want to be addressed as) as people are coming into the room BEFORE class starts. And then I like to walk around the room to informally introduce myself and pronounce their name. Room, Seating & Table Set-up Make tables into “teams” Put tables together so participants are sitting around a large table with others instead of two per table Try no-chairs to start, so that people are forced to mix and mingle Set up rows of two pairs of chairs facing each other For our leadership boot camp, we start with four people per table, and seats are assigned. The assigned seats change every day so they meet more people. Have people change seats once or twice a day. Don’t let anyone sit with their back toward the front of the room. However, you might leave a chair there with a sign saying, “This seat is reserved for the facilitator, No backs to the front, please.” That way, you the facilitator, can sit and join any group, rather than hovering over them. TABLE “TOOLS” TONS of colored markers, pipe cleaners, and other things to occupy their hands/minds. This signals that there will be a LOT of activity going on in our classroom! TABLE “TOOLS” Spread out colorful, quiet fidget tools (to help people focus!) Don’t call your fidgets and fun stuff “toys.” Participants should appreciate them as learning tools! VISUALS: Post interesting visuals around the room – related and unrelated to the topic VISUALS: I really like an idea I learned from Rebecca Courtney at AJ&Smart about having analog boards around the room where people can go up at any time to add their thoughts (e.g., Ahas & Huhs, Book Recommendations, etc.) VISUALS:. Seasonal decor. I have whiteboard walls in the entire room, which makes it easy for people to jot down info for activities. HANDOUTS: In larger rooms, put give-aways and handouts only on front tables, to encourage people to move forward. REFRESHMENTS: Set up snacks, swag, and giveaways in the mingle area. We have a coffee and hot chocolate bar and another area for water and soft drinks. Set the Tone Play music to create a warm environment Project a PPT (or other) “show” on the screen at the front of the room with Participant names Share a pre-show presentation with images, jokes, or trivia Incorporate Physical Activity (especially after lunch!) Don’t sit, right after lunch! Try a “Walk and Talk” if you have time. Go outside or walk around the room. See the talk with “powerful questions” Instead, begin with question/chat pack-type cards so people stand up and chat with each other. Do this for about 10 mins, and they have to talk to at least 2-3 people they don’t know well or haven’t met I do a scavenger hunt based on the training topic around the building, then the other staff set up the room Use a Thumball – but not just at the start. Toss an easy-to-catch ball or Koosh ball from person to person. Don’t go more than 15 minutes without a table topic Interrupt yourself with a 3-minute Energy Break. Plan activities that get people standing up and moving. Instead of presenting the material on a slide. Have participants stand up and discuss among themselves the information presented. Try a slide with no words, just images. Write a couple of questions on boards around the room. Ask participants to walk around and answer the posted questions. Use music Use music upon arrival to pump up the energy in the room Use music throughout the day to set the tone you want (upbeat, quiet, etc.) Use the same music clip throughout the session to signal when it’s time to come back together. Smooth Jazz can also be good for breaks Find fun channels on YouTube that are “clean” music but upbeat like a “wake up” channel Play music during breaks. Set up a board and have people write down what songs they like (be mindful of inappropriate lyrics) – Request “family-friendly” selections. Another good music genre for training is OMA Instrumental Hip Hop (found on YouTube Premium). OMA has several videos on YouTube that are instrumental hip hop jams. Just be sure not to play any “live” performances…those have lyrics. Find royalty-free music from Bensound (e.g, at the start of a session while people are getting settled). Play Walk-on Songs each time a presenter or student/team comes to the front of the room. Try 70’s and 80’s era dance music. The older participants love it and the younguns are often introduced to the AWESOME tunes! Create a playlist. Look for orchestral versions of popular songs. Use a chime to indicate time to return to the session or restart in the main room Look for YouTube timers that have soft acoustic guitar music playing in the background for certain activities. Avoid Crickets! Break the Silence and Warmly Invite Participation Leave conversation question cards on the tables for informal conversation throughout the session. Start with a pair share practice before asking them to speak out alone. Have participants discuss a question at their table before having to report out Set out a bunch of random photos – When responding to questions, have participants relate their answer to one of the images. Buy interesting objects from Goodwill or a second-hand store. Break the group up into teams of 3 or 4, and equip each team with five random items. Challenge teams to use all items to develop an improv-style story, during which everyone contributes. If working remotely, invite participants to find an interesting item on their desk that they can use to introduce themselves or contribute to a story-building exercise, as described above. Use protocols (CLEE, Liberating Structures, etc.) Use an icebreaker-style approach for participants to find a partner match (example: peanut butter & jelly; matching numbers or shapes; etc.) At the start of the day, do a getting to know you fun facts questionnaire. I create a fun PowerPoint out of it for each person. Later in the day, welcome participants to share their fun facts. As a group, discuss commonalities and differences. Questions include things like “This or That questions like “dog or cat”, what you do on your day off? Favorite dessert? Where would you be right now if you weren’t here? Favorite vacation spot? Etc. Play 4 corners: have them move to different corners of the room based on how they answer a question (Example: what’s your ideal vacation…beach, snow, mountain or concert). Discuss why they chose their answer. Priya Parker Style: Ask “one magical question” that everyone would love to answer. Resources: Book: Designing and Facilitating Workshops with Intentionality, by Tolu Noah Dry-Erase Name Tents Small and Large Chad Littlefield’s We Connect Name Badges Community Mosaic: https://trainerswarehouse.com/community-mosaic/ Answer Boards Thumballs Sign Stands Stand: https://trainerswarehouse.com/convertible-desktop-sign-holder-extends-up-to-2-feet/ Floor version: https://trainerswarehouse.com/6-ft-floor-stand-for-8-5-x-11-11-x-17-signs/ Other ice breaker blog posts Openers to start a Soft-Skills Session Icebreakers that Make the Most of Every Minute

Huge thanks to Britt Andreatta for joining our recent Show & Share by Trainers Warehouse to share Brain Science Training tips from her book, Wired to Grow. The following are top takeaways, drawn from both her wisdom and that of our seasoned training participants. THE BRAIN ON LEARNING Learning builds neural pathways — not just conceptually, but physiologically. When learning happens and gets repeated and repeated, those pathways get bigger and stronger. Researchers can witness this by having participants wear skull caps that show which regions of the brain are activated at any given moment, what neurological structures support learning, what neurons sound like when they’re firing, and how multiple networks of the brain work at once. It’s truly amazing what brain scientists have figured out about how we learn and grow. A few findings pop out to me as I think about the challenges for corporate trainers and talent development professionals: The 20 Minute Rule: Typically, we have 20 minutes of focus before our brains naturally tune out and need to turn to something else. As such, Britt suggest that trainers should: Structure learning days in 15-minute increments Introduce an exercise, break, or processing time, at least every 20 minutes Increase focus by making fidgets available Default Mode Network: This is the part of the brain that lights up when we let our minds wander. The network acts like an orchestra conductor. How to Change Your Mind by Michael Pollan Daydreaming primes the brain for Ah Ha moments Give their brains time to check out… Let Learners Experience Ah-Ha Moments on their Own: Research shows that Ah-ha moments physically transform the brain, making learning sticky. There are also “tells” in the brain when an ah-ha moment is imminent. The Eureka Factor by John Kounios (Author), Mark Beeman (Author), Yvette S. Kounios (Contributor). Ah-Ha moments are accompanied by burst of gamma waves above our right ear Ah-Ha moments often happen in the shower because the absence of visual stimuli (white noise and blank walls) prime our brain for those moments. How to Induce Ah-Ha Moments with Brain Science Training Tips As facilitators of learning, we can help individuals experience ah-ha by how we structure our sessions. For instance, we can: Introduce a range of topics without connecting all the dots. Let the learners do this! Resist being the “sage on the stage.” Consider “Deficit Learning.” That is, creating intentional gaps in understanding so that participants create those connections, or start inferring them before revealing the information later in a workshop. Dedicate blocks of time for reflection so participants can process, discover, and own their learning. Have participants actively apply the learning Give their senses a break — have them jot notes on a blank piece of paper, or look away from computer screens. Embrace SILENCE. Remember that silence gives others the space to think without having to digest continuous information. For online events, try the “waterfall” response approach in chat: time a minute or two of silence while people type/think, then everyone hits ENTER at the same time. Invite groups to develop stories that incorporate the concepts you’ve introduced. LEGO Activities for Training, has some great exercises for this. Use available tools like dry-erase boards, buzzers, etc., to make processing and reinforcement fun and different. Try role-play activities to apply concepts previously introduced. Don’t read your slides. Have participants form groups to digest, consider, or even critique the slide’s content together. Conduct a 3-2-1 recap exercise: Before they leave, have participants write down: 3 things learned, 2 they will apply, 1 to share. Remember the Mantra (and book by Marcia Tate) “‘Sit and Get’ Won’t Grow Dendrites.“ Behavior Change Habits We’re wired to do, to learn from others, and to grow and change. The brain structure most active in turning repeated behaviors into habits is the Basal Ganglia. Concentrating and learning something new requires a lot of work and energy in the prefrontal cortex, causing us to burn a lot of glucose (and get hungry!). After we’ve done that new thing for a while, our brain transforms it into a “low energy package” or habit, so it doesn’t draw so much energy. Research shows that a new neural pathway can begin to develop in as few as 20 repetitions, but it won’t transform into a habit until 40-50 repetitions. After 66 repetitions, the pathway begins to thicken. In light of this, what can we facilitators do differently? Be sure that company executives understand the need for practice and repetition. If a workshop ends and participants simply go back to their jobs without using the material, the time will be wasted. Build repetitions into our training. Match learning offerings to the needs of the learners–do they need beginner-level exposure? Competency? Deep experience? Mastery? Read more here: The Power of Habit book. Engage in “Deliberate Practice,” where you aren’t just doing the same thing mindlessly, but you continue to grow using coaches, new goals, intense focus, and feedback. Read more in Peak, Secrets from the New Science of Exerpertise, by Anders Ericsson. Britt introduces a Process of Practice that start with a “Throw Away” where participants are encouraged to give something a messy first try, to get dirty, and expect to fail. After, ongoing practice attempts will help the learner to improve, hone, groove, and polish their skills. Combine in-class role-play or practice with breakout rooms, learning labs, observation, etc. Don’t try to do too much. Focus on what’s most important! Designing Learning - Start by Asking the Right Questions! “Engaging learning is born from the intersection of Discovery, Design, and Delivery.” ~Britt Andreatta Don’t just say “yes” to any request for training. Rather, dig deeper with probing questions to understand the true needs. Say, “Tell me more.” Britt generously offered to share the chapter of her book that focuses on “Asking the Right Questions.” DOWNLOAD THE CHAPTER HERE: Britt’s Consulting Questions, OR PURCHASE THE BOOK FOR 25% OFF! MORE RESOURCES For Eye Care: EyeCare 20 20 20 For Avatar Practice Session: Synthesia.io HeyGen

Tools and  Activities for Assessment Learning Events The ATD Community delivered when I asked about their favorite activities to complement personality assessments. I’ve since seen additional inquiries, asking for activities to follow a personality styles assessment. I find that exercises typically fall into two main categories: 1) using the assessment reports to draw understanding about the different styles; and 2) interactive exercises formulated around the personality types. For instance: Reviewing the Assessment Report Many facilitators structure activities around the assessment reports delivered following a test. Typically, the reports explain the test results and offer tips on how to work effectively with others. Activities based on these reports might include: Discuss what you learned about your own style Share whether you feel the results accurately reflect your preferences Create a 5 x 7 reference card for each style Identify qualities you wish were stronger (or less strong) Exercises & Activities for DISC and Other Assessments To make the experience more robust and memorable, facilitators draw on additional activities that either help participants identify different styles or practice different ways of communicating: Identifying and Understanding Different Types BOAT EXERCISE: Select eight participants to discuss how to decide who to throw out of the lifeboat that is about to sink. Have the others watch the interaction and consider the impact of the approaches of different personality types. Ask those “not on the boat” for their feedback and what they saw happening. ~ Michelle Qualls FIND YOUR TWIN: Find a “Personality Twin.” Discuss how you can work with or communicate more effectively with others. Or, Role-play – share usual response to a question, then edit your response to appeal to a different style. FAMOUS PEOPLE: Identify a pop-culture icon, movie or TV character, or individual with that trait VIDEO & YOU TUBES: Share video clips exemplifying various preferences STRENGTHS. CHALLENGES. UNDERSTANDING. Divide participants into style groups based on their primary style. Ask each group to come to a consensus on 3 strengths they have because of their style, 3 challenges associated with their style, and 3 things they’d like the other styles to understand about theirs. Then, have each group present its findings to the class and invite Q&A. Why it works: participants see that even people with the same style have different characteristics. The conversations are always excellent. Allow 90 minutes for this the whole activity. DISCOVERING STYLES THUMBALL: Using the Discovering Styles Thumball, choose one question for players to answer when they catch the ball and look at the quality under their thumb. For instance, you might have them answer: How could you use this quality in a positive way? How can you support or encourage this quality? How can you best work with someone with this quality? Why is this quality important to our organization? Which of our personality type(s)/styles encompasses this quality? In what situations might this quality/characteristic be most effective? What happens if this quality is exaggerated… How might someone with this quality manage conflict? Try-on Different Styles VACATION PLANNING: Have participants join the group associated with their lowest-performing style. Have them plan a vacation for that personality type and represent it on a poster. Finally, ask those who are strong in that personality-type to give feedback on the vacation and poster, focusing on how well it fits them. ~ Michelle Qualls TV PURCHASE: Working in groups, based on the primary style-type ask, “If you were going to buy a big television, how would you go about it?” Ask teams to collaborate and share their approaches. It’s lighthearted, fun, and demonstrates the striking differences in how each style processes decisions, while positively reinforcing mutual understanding. SCENARIO WORKSHOP: Select a scenario (like Work-Plays), or create your own. Then, 1) Have participants briefly share their scenario with a partner or small group; 2) Ask the group to identify the personality style of the individual they’re in conflict with; 3) Practice using conflict conversation tools tailored to that style-role-playing how they might approach the conversation differently. ~ Sheena Lance-Nold Create an Advertisement: Divide into 4 groups based on the four primary personality types. Have each group create an ad to sell a product to their own personality type. They almost always do the same product, which is always interesting as a facilitator to watch. ~ Michelle Qualls GROUP REFLECTION: Divide participants into style groups based on their primary style. Ask each group to agree on: 3 strengths they share because of their style; 3 challenges they might face; and 3 things they’d like the other styles to understand about them. Have each group present their findings to the class. Finally, invite groups to ask other group questions about their style that the group members answer together. They’ll quickly see that even people with the same style have different characteristics of that style. ~ 90 minutes. ~ Pamela Moore EMAIL DRAFT: For communication practice, ask participants to draft an email asking another person to join them in working on a project. Next, ask them for a different draft in a style voice other than their own. ~ Yolanda Caldwell READ MORE Discovering Styles through Personality Assessment Tools & Activities

I realize that the phrase “soft-skills” is not a favorite term for many trainers who teach these “essential skills.” For now, however, rather than focusing on semantics, I want to pass along some icebreakers that folks in our community have shared with me. {Originally published in 2011; Last updated 10/26/2025} 1. One Good Empowering Question Put a good question on a slide ahead of time so people have time to consider it. Be sure it is neither a frivolous waste of time nor too personal! It could be session topical or, “This session will be worthwhile if…” 2. Sticky Note Aspirations Your pre-work: identify four questions and write them on 8 easels, where 2 easels have the same question and are side by side (given the group size). 5 min: Have people write answers down on post-its 5 min: break people into groups based on where they’ve sat or have them count if you want to shuffle (i.e. anyone that’s a “1” go to easel 1). 10 min: Have the people do a thematic analysis and identify top 5 trends on their board 25 min: Report out to broader group and discuss as valuable. 15 min: Have them go back to their tables, write down one or two practices they can use moving forward, and chat with a neighbor about it. Given the change, your questions could be both aspirational and a place to share “fears” – for example, what are you most excited about for the upcoming year? What are you most concerned about, moving forward (that might be too raw, depending on the situation). Perhaps, what do you love most about being a part of team/ company? Or, What one thing are you hoping to learn today? etc. ~ Julie Foster 3. Getting to Know You Picture Book A few days before the training event, participants and presenters fill out a short, creative document with fun questions (think: “What was your dream job as a kid?” or “What’s your favorite concert you’ve attended?”). They also upload a picture that represents their answers and add comments if they’d like. I turn these into a colorful booklet and hand it out on day one of the class. It sparks great conversations and helps people connect beyond just job titles. It’s also a great tool to refresh your memory about who people are when you meet or interact with them in the future. You can download a free copy of the template on my website at www.doingthechores.com (under Study Guides and Templates). ~ David Elser 4. Connections & Metaphors with Pictures or Quotes Climer Cards or other deck that participants can select as a reflection of… current challenge; how they’re thinking about the topic; personal strength; organization opportunity; etc. Alternatively, set a bunch of (topic-relevant — leadership, negotiation, teamwork, etc.) quotes around the room and have people identify one that resonates with them. 5. Strengths Cards I really love using activities where people can show themselves at their best. Perhaps after a values exercise (or strengths finder – something that helps them reflect on their personal and professional values), I distribute decks of cards that contain many different images (or a group of 10 or so images for each small group; I like “At My Best” or “OuiSi” cards) and allow participants to browse the pile, looking for anything that sparks a recollection of themselves at their best. The “At My Best” cards even have strengths or trait words on them that can be used if they are more language-oriented than image-inspired. Have participants look through the images and select one that reminds them of a story that represents them demonstrating their value, strength, or trait. Without stating the trait, each person shares their story in the small group while others listen. The story doesn’t necessarily have to be work related. After each story, the listeners reflect back on the story (what they heard, asking any clarifying questions), then share the strengths or values they heard in the teller’s story. It focuses on building positive connections and recognition. Sometimes the strengths and values seen by others are not the ones we see in ourselves, which can expand our awareness. ~ Robin Lilly 6. Strengths Bingo Bingo cards are always fun (with or without StrengthsFinder), using work clues to get to know someone. Who has been here 5 years or more? Who knows the most about XX? ~ Judy Coates 7. 7-Point Reflection & Share Since you’re bringing the group together with the intent of helping them overcome a change and work together, here’s the approach I’d use if I were in your shoes. Ask everyone to number a sheet of paper or 3×5 card 1-7 One at a time, show 7 questions/sentence completions What’s your name/What do you want to be called? What do you do? Description, not the role If you could be anywhere, where would you be? What’s the last thing you did at work you are proud of? How would your best friend describe you? What’s challenging for you right now? If you could ask the group one question, what would it be? Ask them to complete each sentence. Then, form small groups (3-4 each). Ask groups to discuss their answers in conversation style, not just read down their list. Rotate groups (a few times if time allows). Finally, bring the group together and debrief: What did you notice as you shared your responses? Where was easy about your discussions? Where was difficult about your discussions? What did you learn during your conversations? What can you take away from your conversations? Adjust the questions to make them work for your group and situation. I use this and variations of this in most of my work. People find the quiet time to respond helpful before they move into group discussion. I have a variation of it here with a link to more questions. ~ Katrina Kennedy 8. Profile Gallery Walk Either before the session or at the very start, each person would complete a simple profile, including things like: Name & Role What I Bring to the Team What Helps Me Do My Best Work How I Like to Collaborate/Communicate Something I am Looking Forward To (or am Curious About) in this New Team What Brings Me Joy Outside of Work Take the profiles and post them around the room. Ask participants to walk around, read, and respond in real time. I’ve had success with having participants add “comment” with sticky notes to show appreciation, agreement, questions, or connections. I’ve found it to be a great way to humanize coworkers, identify common ground, and celebrate diverse strengths all while encouraging organic conversation. In one instance, I found that this activity helped to shift the tone surrounding a new team from “us vs. them” to “look at these untapped resources.” While this may be considered fun, it also works well for more serious groups because it keeps things grounded in work and strengths, while still creating space for informal connection. ~ Cody Krumrie 9. Imagining Success To get people in the mindset to share ownership over making the learning event successful, I often do an ‘appreciative’ exercise. Divide participants into groups of three or four and ask them to think about a peak experience of whatever the topic is (e.g. the best meeting you ever attended – or if that’s too hard, how about a reasonably successful meeting in the last month? / the most interesting presentation you remember / the most successful piece of writing you’ve done etc.). Ask them to think about what made this so successful. Get them to share the experience with the other members of the group and the group to come up with some of the elements of success. Collect these “Elements of Success” on the flip chart. This exercise engages everyone and encourages positive attitudes. Posted by Melissa Biro 10. Speed Intros I do a meet and greet version of speed dating. Have people pair up with someone they don’t know, then find a non-work or non-workshop connection with the person. 30 seconds per individual, 1 minute per pair. 3-5 minutes overall (meet 3-4 people). If people in the room know each other well, then they should find out something about that person they didn’t know before. 11. Where would you rather be? Start by asking: “If you could be anywhere in the world right now, where would you be and who would you be with?” To this day, no one has ever answered, “At work” or “In training with me.” (I can’t take it personally-LOL.) But that simple question sets the stage for why we’re there: If we spend over 2,000 hours a year in a place and with people we wouldn’t naturally choose, why not make it better? This small exercise also helps participants connect, sparking conversations and common interests that create a more open, engaging learning environment. ~ Shared by Christie Hennessey 12. Find your Match What has worked for me is to give each participant a slip of paper with information on it that is relevant to the topic or participants in general. They have to find the corresponding participant with the same information, introduce themselves, and talk briefly about what the information means to them. 13. Thiagi’s HELLO exercise “Hello” is an opener that directly relates to the workshop process and content. It uses a deck of playing cards and a few other items. The basic idea is that you prepare four questions related to individuals’ expectations, experience, questions and changes regarding the training. Teams of players are charged with the task of collecting responses from everyone in the room in just a few minutes time. The exercise is high energy and lets participants meet one another, while remaining focused on the day’s agenda. The exercise is described in full on Thiagi’s website: thiagi@thiagi.com. 14. A Picture and a Few Words Lay out a great collection of picture postcards (or a deck of images like Climer Cards) on a table at the back of the room and having opened the workshop, introduced the topic and myself, and given participants a road-map for how the session will run, I invite them to go back and choose a card that represents “Where you struggle most when presenting your ideas to others/getting ideas from your team/engaging with hotel guests”… whatever the overriding subject of the workshop is. Go around the room and ask each person share their name and a brief description of their role (for my benefit, if they all work together) and tell us, in a couple of sentences, why they chose the card they did. I will take the card and move it round the group (almost always seated in a large U shape for my workshops) so that everyone can look at it while the speaker is sharing. I might echo their reasons or get clarification if I need it as I stick it up on the wall. Once I have them all up there, I sometimes will facilitate a grouping of the cards, so that we can identify 4 or 5 common issues around the workshop subject. The process has many benefits: 1. Needs assessment 2. Sharing of common challenges 3. Ability to share ‘through’ the picture choice, which allows for less personal exposure — not saying ‘I’m not good at xxx’ but rather ‘I chose this card because it represents times when I xxx” 4. Good storytelling tool… curiosity level of group is high when they see what cards others have chosen. 5. Allows me to observe how comfortable they are with public speaking and what sort of audience members they are when others are sharing 6. Facilitating the grouping of challenges helps the group to identify commonalities and helps us all identify what we need to work on during the session. Posted by Teresa Norton 15. Name Tents We provide a name tent that is a full 8 1/2 x 11 paper. We ask attendees to introduce themselves in pictures. I might say “if you were going to tell us about yourself, draw what you would like us to know (family, hobbies, sports teams, favorite stores/brands, school, etc…).” When they finish their pictures they explain what everything means to the participant next to them. The pairs then introduce the rest of the class to their new “friend.” Really helps to open them up on a first day in training with strangers. Posted by Krishna Clay 16. Frosty beginnings pay off for a great debrief In a workshop about teaming, I decided at the start of the day not to introduce myself, and not let my delegates introduce each other either. About 2 hours in, I found the answers to my group questions were getting shorter and shorter. All going to plan! Why? I wanted a frosty group, non trusting and not willing to respond, because they knew nothing about me, or each other! I then allowed them to ask me a questions each about any aspect of my life. Believe me, it got personal, but the mood of the room instantly changed. Laughter, positivity, all round behaviors changed once we all had had a laugh and knew more about each others lives. It was a painful couple of hours, but the message about needing to know and understand each others background, beliefs, thoughts and motivations was certainly driven home. Posted online by Adrian Lowe 17. The 12-month project interview I recently organised an icebreaker for a group of about 60 or 70 HR people and the feedback was really positive. We split into tables of 8 and it went like this: “Imagine that we are commencing a 12-month, organisation-wide project. Success of the project depends on a diverse group of skills. You need to know how the skills of your colleagues will complement or support your own skill set.You have two minutes per person to do three tasks: Introduce yourself and your role to your table Share a couple of your best strengths with your colleagues Talk about the biggest focus of your role at the moment and how you are using your strengths in that work” We decided to leave the conversation there as there was a related exercise later in the meeting to build in the learning of their colleague’s skills. Alternatively, you could ask them to follow on with identifying one person from their table that they would like to work with, based on their strengths and experience being different to their own. Of course, you could also then have two or three volunteers share who and why they’d work with to the wider group. Posted online by Maria Harrison 18. Origami Cup In this icebreaking / team building activity everyone makes a very simple origami cup (all you need is a piece of paper for each person, card stock. You make 3 or 4 simple folds to create the cup). Everyone put their cups on a tray. You fill each cup up with water and talk about how we are all like these paper cups. If all the cups are strong then the group is strong. If a cup loses some of the water then in spills on to the other cups. Each person on the team is like these cups. The better they “hold” their part of the work the less work that spills onto the team. You can then let the tray sit for about 5 or 10 minutes and then go back and look at the tray to see if the water is holding in each of the cups or if water has spilled into the tray. No matter the outcome people can have a visual representation of what it means to hold their part of the work together. The other part to this activity, if you are trying to talk about the value of healthy, “well” employees would be to show how a stronger paper (card stock) can hold water better than a paper that is worn out or thin.Posted online by Lynette Reed 19. “Improv” Games Matt Warzel likes to incorporate improvisational activities into his career coaching sessions. Here are some favorites: Presentation Skills Game: IMPROV “EXPERT ANALYSIS” Have a person stand up front and talk about whatever topics you shoot at them as if the’re an expert. Give them easy topics like “the new KFC Double Stacker,” “health benefits of carrots,” or anything else you or other audience members come up with. Switch topics every 15 or 20 seconds, forcing the speaker to switch gears right away. To prevent shyness, explain that each participant will speak a total of only 2 minutes on roughly 10 topics. After the presentations, you can identify and discuss effective strategies, individuals’ natural instincts, identify their strengths and discuss opportunities for improvement. Identify behaviors like: Hands in pockets Grabbing one hand and then the other UMM UH OH UMMs Reserved or quiet voice that isn’t delivered with energy, Shuffling feet (explain u need to walk with a purpose) Over-blinking (can be distracting to the audience) Hands on the hips too much (which can exude confidence but can also be too Superman pose like and a little defensive) Etc. 20. Finding Common Ground: “10 FINGERS” Have everyone stand in a circle and hold up 10 fingers. Moving around the circle clockwise, ask each person to mention something about themselves (past or present experiences, personal characteristic, a badge of honor, religion, etc…). If others have this in common, they keep a finger up; if not, they put one finger down. Keep going until last one is holding a finger. Posted online by Matt Warzel, CPRW, CIR 21. Personal Shield of Honor Explain to the group that they will be creating a “shield” out of a large sheet of paper. On their shield will be 4 quadrants containing the following images or icons representing the following information: Quadrant 1: What skills and abilities do you bring to the workplace Quadrant 2: What skills and abilities do you need to improve upon in the workplace Quadrant 3: What frustrates you about our workplace Quadrant 4: What is a source of pride at your workplace Remind the group that NO WORDS may be used on any of the shields…only doodles, symbols, icons, etc. After the groaning subsides, provide crayons as writing implements . Put some music on while they take no longer than 10 min to create their shields. Conclude the activity by giving everyone a chance to “present” their shields (1 min). If your group is big, break up presentation groups into sub groups of 6-8 or less. Posted online by Jordan Chouljian 22. Non-Verbal Line-Up Ask everyone to line up in the correct order without verbal communication in order of shoe size. If this goes well and only takes minimal time, ask them to line up by birthdate, month and day only. You can control how much time this takes and if it becomes frustrating it’s a great lead in to the importance of communication and team work. Just by doing this exercise, you can see before you begin what type of team players they are and who stands out as a leader, followers, trouble shooters, etc.. This information is useful in engaging people about missions and goals. Posted online by Maureen Dolson Mukka 23. Discussing the Elephant in the Room Here’s a great way to get people talking about “undiscussable issues,” a.k.a. “The Elephant in the Room.” Distribute blank cards or sticky notes to each participant. Have them write down the top three things the group needs to talk about and isn’t. Have the group post the notes up on the wall and ask them to roughly group them into like clusters Ask the group to put the issues on a continuum from the most discussable to the least discussable. Pick the three “most undiscussable” issues and have the team discuss them one at a time. Let the group pick which they will tackle first. Posted online by Crispin Garden-Webster 24. Your Ideal Life in Three Acts Ask them to write the story of their ideal life as a 3-act play: past dreams achieved, present situation (the good and bad), and their ideal future. I often use that with executives over 40 who are in transition. It really gives them a positive perspective about the possibilities ahead. Posted online by Liz DiMarco Weinmann, MBA 25. Personal Brand Tagline Have them write a personal-brand tagline as a tweet, only 140 characters to promote themselves. I often use this with 20-somethings, esp. students, and the results are as hilarious as they are creative. Posted online by Liz DiMarco Weinmann, MBA 26. Company Poem Divide into groups of 3 to 4 participants. Give the group 15 minutes time for preparation. Have each group write a poem about their organization (six lines minimum). Their organization’s name must come at least once. Then have each group to come on stage to “perform” their poem. By this activities they feel that their stage fright has gone. Secondly, now they see their organization in new way. I found this activity very useful for all kind of participants. Posted online by Suresh Kumar 27. Stand-up Sit-down Here’s a quickie. In under a minute, he gets folks up and out of their seats, generates a few laughs, refocuses their minds. It doesn’t take much! One way to do this (courtesy of Tami Shaw), is to have people answer three questions on a “Unique Me” card that has these 3 questions: Likely ALSO true for Many others in the room Might be true for Some others Unique Me. I’m guessing I’m the only one in this room who this is true about. Do stand-up, sit down activity around these three questions for a handful of cards than have the “unique me” person briefly introduce themselves. Have all stand up… stay standing if #1 is true for you; stay standing if #2 is true; stay standing if #3 is true for you. Pull a few cards at the start. Over a longer session, you can pick different ones throughout the workshop. ~ Tami Shaw 28. Dot-Vote for the Topics of Most Interest Set up a bunch of flip charts around the room that people can “vote” on . Include session topics, as well as possible demographic information, interests, etc. Particpants can add dots to the descriptions that are true for you. 29. On the Continuum Form selves into a line and stand where you’re most comfortable. Topics could include any continuum, for example…. Love icebreakers / hate ’em; Love personality tests/Hate ’em… For more continuum ideas, see the Which are You Thumball. Don’t do it JUST for fun. Make it purposeful. Have options that are pertinent and connect to the content you’re covering. 30. Draw a Duck Katie Muldrew explains, “This is one of my favorite ways to open a workshop or meeting. I’ve used it soooo many times, with teams of 6 to 60. INSTRUCTIONS: Simply, ask every participant to “DRAW A DUCK.” Tell them, “You have one minute. No questions.” RESULTS: You’ll quickly see ducks of every kind. Some realistic. Some cartoonish. Some abstract. Some detailed. Same instructions. Completely different interpretations. DEBRIEF: Have everyone share their images. ASK & DISCUSS: Why does a simple, clear instruction yeild so many different results? feels like a clear task to the person giving the instruction… often lands very differently with the people receiving it. Unless you’re SUPER specific, everyone applies their own assumptions – adding different levels of complexity, detail, or simplicity. LEARNING OPPORTUNITIES: This exercise is not just a fun opener – it’s a mirror of how misalignment can show up at work. If the group wants to “get their ducks in a row,” and improve collaboration skills, they must achieve seek greater clarity. VARIATIONS: Try the same activity with a handful of six matching LEGO pieces for each participant. Ask participants simply to “build a duck.” 300 MORE IDEAS On Linked-IN this month, Aditya Nugraha offered to share a collection of 300 Presentation and Icebreaker tips. Many people requested his notes and commented that they were happy to have them. Thank you to Aditya for allowing me to share them here: Presentations_-300_plus_ideas.

Discover interactive training tips from Cindy Huggett & Katrina Kennedy—quick ideas to boost engagement, reflection, and online learning.

In the world of learning and development, words matter. Over the years, job titles have shifted to reflect evolving perspectives on how we think about learning: trainers have become talent development specialists or workforce development professionals. Educators have shifted from being instructors to teachers. Today, the growing emphasis is on seeing ourselves as facilitators. A training facilitator’s role is not to lecture, but to make learning easier, smoother, and more impactful by creating space for discovery and growth. Facilitate (verb): to make (something) easier; to help bring about; to help (something, such as a discussion) run more smoothly and effectively Why the shift? Because as brain science and educational research evolve, one truth has become clear: the onus of learning is on the learner. We cannot force knowledge into someone else’s brain. Learners must actively participate—seeking, testing, questioning, and connecting—in order to truly learn. What Does It Mean to Facilitate? To facilitate is to make learning easier for others. It’s not about supplying answers or doing the work for someone else; it’s about building them up, creating opportunities, and helping them succeed. Facilitators do this by: Asking thoughtful questions rather than delivering monologues. Promoting reflection so learners can connect ideas to their own experiences. Sharing processes and approaches, not just solutions. Providing scaffolds—frameworks that help learners organize and integrate new knowledge. Boosting confidence, offering encouragement, and affirming learners’ potential. In short, the facilitator’s job isn’t to teach as much as it is to guide. The Role of the Student Being a learner is far from passive. Think about how children naturally learn: they take risks, make mistakes, fall down, and try again. Learning as an adult isn’t much different. Learners must: Bring order to new information. Seek connections with what they already know. Test ideas, organize them, and create new meaning. Synthesize and ideate, making knowledge their own. Practice and reflect, not just passively absorb. Facilitators can open doors, but learners must walk through them. The Facilitator’s Mantra Sharon Bowman is quick to remind us, “The one doing the most talking does the most learning.” That means trainers who lecture endlessly are often the ones learning the most—while their participants may disengage. By contrast, excellent facilitators aim to be the guide on the side, not the sage on the stage. How? By creating space for learners to wrestle with ideas. By prompting discussions, encouraging exploration, and inviting learners to draw conclusions for themselves. Helping Others Grow Facilitators—like parents of young adults—often find themselves in the role of helping people “figure it out.” For instance, when my son called from across the country to say his car wouldn’t start, there was nothing I could do. What I could offer was guidance: consider calling AAA, finding a mechanic, or troubleshooting possible issues. The same applies in classrooms, workshops, or strategy sessions. We can’t always provide the fix, but we can: Draw out prior knowledge. Explore assumptions (whether right or wrong). Ask questions and listen deeply. Reflect back what we hear. Encourage resilience and resourcefulness. Help individuals and groups understand when they need to move away from “content” and focus on “process,” in order to get unstuck. The goal is growth, not dependency. Professional Development Facilitation in Practice: Exercises and Activities If you’re looking for practical ways to step out of the “sage on the stage” role and into the “guide on the side,” here are a handful of facilitation strategies you can try: 1. Think–Pair–Share Ask a question. Give learners a moment to jot down their own thoughts, then discuss with a partner before sharing with the larger group. This gives everyone time to reflect and encourages participation from quieter voices. 2. Gallery Walk Post prompts, case studies, or problems around the room. Have participants walk from station to station, adding their thoughts or solutions. They’ll see, build on, and challenge each other’s ideas. 3. Yes, And… Pull a page from the improvisational world. Build new perspectives by having the first person start a story or explanation with a few words. Then have other jump in and add to that idea with a, “yes, and…” comment. In this activity, no “ifs” or “buts” are allowed! 4. Case Method Present a real or fictional scenario and let learners analyze, debate, and propose solutions. Rather than telling them the “right answer,” encourage them to weigh trade-offs and defend their reasoning. By focusing on a situation that isn’t “real,” participants can safely try out new approaches. 5. Peer Teaching Assign learners to teach a portion of the material to their peers. Not only does it reinforce their understanding, but it also highlights the mantra: the one doing the most talking does the most learning. 6. Silent Reflection or Journaling Build in time for learners to pause, write, and connect new ideas to their own experiences. This helps with memory encoding and deepens ownership of learning. 7. Practice “Process” Know when it’s time to step away from the content and engage in a conversation about process. Facilitation questions might include: HOW (by what process) can we come to a decision? HOW can we better support each other as move in this new direction? WHAT might inhibit our memory of forward progression? The key to effective facilitation, as with coaching and debriefing, is asking good questions. Take time to think about what questions will elicit thoughtful reflection and conversation. Lessons from Conferences Think about the last professional conference you attended. The keynote speakers may have been excellent. You probably jotted down a few golden nuggets. But if you’re like many of us, the most valuable moments were the conversations in hallways, the time away from your desk to reflect, and the chance to reconsider your challenges in a fresh light. When I look back at my own notes from conferences, I realize they don’t always capture exactly what the presenter said. Instead, they reflect what I thought in response. That’s facilitation at work—creating space for learners to generate their own insights. Final Thought “Give a man a fish and you feed him for a day. Teach a man to fish and you feed him for a lifetime.” This timeless proverb captures the essence of training facilitation. Trainers who give answers may satisfy learners in the short term. Facilitators who build capacity empower learners for a lifetime. Facilitation is about more than teaching; it’s about helping people unlock their own capacity to learn. It’s about shifting from being the expert with all the answers to the partner who guides discovery. When we step into this role fully, we not only make learning easier—we make it stick.