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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To help participants recognise how their behaviour/communication is experienced by others.
• To encourage participants to increase the positive acts of recognition they give to others, and to create a working atmosphere in which people feel accepted and recognised.
About
Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims:
• To help participants recognise how their behaviour/communication is experienced by others.
• To encourage participants to increase the positive acts of recognition they give to others, and to create a working atmosphere in which people feel accepted and recognised.
Group Size:
This module is suitable for use with groups of up to about 20 participants.
Useful For:
Staff at all levels. It can be particularly useful in management training and team building.
You'll Need:
• Post-it notes and flipchart paper.
Notes:
This module can be used alongside Land of the Nutritos in a diversity programme and as part of a programme on giving feedback or team working.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I used this activity with a group of duty managers where we needed them to recognise and reward more behaviour. This activity really helped get the point across of how easy it is to give recognition we then incorporated our own internal recognition schemes to make them aware of what is available.
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Jennifer Stevens
rated this item with 5 stars.
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I used this material as part of a management course about building an effective team. I used this alongside the module Building Rapport with Subordinates. This was very useful for managers to self-reflect on how they provide recognition to team members, and gave them food-for-thought about whether they 'neglect' staff members. I found it helped managers to consider the impact recognition has on team morale.
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Roxanne Moran
rated this item with 4 stars.
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Found this exercise worked best with groups of people who were already quite well versed with giving and receiving feedback (most usually fairly experienced managers). It might also work if you’d already covered the basics of why, when, how in a previous session. It also brought out in some groups dissatisfaction. For those working in environments where they didn’t feel they were getting any recognition – the first exercise proved difficult and they then wanted to have a ‘rant’. OK if you’re prepared to deal with this – and it certainly highlighted individual differences in the ‘need’ for recognition/strokes. That lead to an interesting discussion about TA hungers and strokes. I think next time I use this, I will combine with some TA theory.
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Nicky McCrudden
rated this item with 3 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To define what effective feedback is.
• To introduce participants to the AID model for giving feedback.
• To give participants an opportunity to practise giving feedback using the AID model.
About
Time:
The exercise in this module can be completed in about 45 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims:
• To define what effective feedback is.
• To introduce participants to the AID model for giving feedback.
• To give participants an opportunity to practise giving feedback using the AID model.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• The film: ‘Why Do I Always Get Them?’. (If you don’t have a Trainers’ Library membership that includes the option to stream this film you can purchase a DVD from Trainers' Library.)
• Plenty of AIDing Feedback Cards and Blu Tack.
Notes:
The video used in this exercise can also be used for customer services training using our module Why Do I Always Get Them?.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To enable participants to be able to define coaching and its purpose.
• To explain the key differences between coaching and mentoring.
• To enable participants to describe a basic coaching model.
• To identify the core skills required by effective coaches.
About
Time:
This exercise will take about 30 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims:
• To enable participants to be able to define coaching and its purpose.
• To explain the key differences between coaching and mentoring.
• To enable participants to describe a basic coaching model.
• To identify the core skills required by effective coaches.
Group Size:
This module is suitable for use with groups of up to 24 participants.
Useful For:
Staff at all levels.
You'll Need:
• Plenty of space for participants to work in pairs for this module.
Notes:
Endorsed by The National Association of School-Based Teacher Trainers, NASBTT.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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This is a great introduction to coaching which I used for a group of 6 managers from different parts of the business recently. It opened their eyes to the differences between coaching and mentoring in particular. Whilst practicing during the two days we spent together, the GROW model helped the managers to get in to the right flow. Thanks team - yet another great tool!
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Lottie Skuthe-Cook
rated this item with 5 stars.
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This module was a great introduction to coaching and the group of managers whom I was working with found it extremely valuable. The exercises challenged them all however they found them useful and interesting and extremely valuable to be able to practice new techniques in a controlled and safe environment. The GROW model is simple and effective and the managers all felt this is a model they could take back to the office and use effectively with their team members; after a little practice! Thank you Glasstap.
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Jayne Dark
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To explore some of the challenges participants will face as a manager and how to approach them with the right balance of ethics and pragmatism.
About
Time:
The exercise in this module can be completed in about 60 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims:
• To explore some of the challenges participants will face as a manager and how to approach them with the right balance of ethics and pragmatism.
Group Size:
This module can be used with groups of between 4 to 18 participants.
Useful For:
Learners who are brand new managers (or very soon will be), particularly if they have been promoted from within the team.
You'll Need:
• Playing pieces, one per team.
• Small prize for the winning team.
• 60 second timer or stopwatch.
• Facilitator Traffic Lights.
• At a Crossroads Conundrum Cards.
• At a Crossroads Diversion Cards (3 per team).
• At a Crossroads Game Board.
• At a Crossroads Suggested Answers (for the facilitator).
Notes:
This exercise is suitable for use with groups of up to 18 participants. It is run as a competitive game, which is a race to the finish and played in teams of two or three players. We do not recommend having teams with more than three participants. All the scenarios contained in the cards are based on actual experiences faced by managers in their first year of managing a team. It is a particularly useful exercise for people who have been promoted from within the team to become the manager and who are struggling to adapt to their new role with people who were once their peers.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I recently used this during a two day introduction to management course. The participants loved and it was a great resource to use that was fun but achieved important, relevant learning outcomes. This will be a resource that I will continue to use with the added advantage that the gameboard can be used with the performance management cards, when I run the next course for managers on coaching and mentoring.
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Sue Bartlett
rated this item with 5 stars.
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On Tuesday this week I used the At a Crossroads activity from Trainers Library with a group of 4 newly appointed managers.
What a great activity. We had full interaction and the conundrum cards really threw up some challenges that the participants could relate to. It was great to be in control of the traffic lights so that we could really discuss each challenge and hear the different perspectives on how each individual would potentially deal with that challenge.
We didn't get through all the cards, however the participants have asked for round 2 at our next workshop because they enjoyed the activity so much.
I am aware that you can download the road map and cards however I made the small investment and bought the resources from Trainers Library as I know this will be used time and time again.
Great resource, easy & fun to use and definitely encouraged much debate and thinking.
If you've not used it then try it.
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Pauline Weddell
rated this item with 5 stars.
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This exercise provides a lot of different scenarios for managers to consider how they would respond.
I have used a slightly adapted version of this exercise as a warm up for management development training. I have a series of workshops focussing on different aspects of management behaviours, with the same group of participants each time, and used this as a warm up exercise for workshop 2. Instead of using the board, I asked the teams to pick a card from the deck and read it out. Team A picks and reads then Teams B and C have 30 seconds to come up with a response. Team A picks their favourite response and awards that team a point. Then move on to Team B. I repeat this to cover 9 randomly picked cards. Each card read gives an opportunity for discussion around the best way to handle the situation.
As there are so many cards, I will probably repeat this as the warm up for workshops 3 and 4 too.
Another great resource from Trainers' Library!
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Lisa Lester
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims:
• To explore some of the challenges participants will face whilst managing the performance of individuals in their team.
About
Time:
The exercise in this module can be completed in about 60 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims:
• To explore some of the challenges participants will face whilst managing the performance of individuals in their team.
Group Size:
This module can be used with groups of between 4 to 18 participants.
Useful For:
Anyone who is responsible for the performance of others, or who soon will be.
You'll Need:
• Playing pieces, one per team.
• Small prize for the winning team.
• 60 second timer or stopwatch.
• Facilitator Traffic Lights.
• Conundrum Cards.
• Diversion Cards (3 per team).
• Game Board.
• Suggested Answers (for the facilitator).
Notes:
This exercise is suitable for use with groups of up to 18 participants. It’s run as a competitive game and is a race to the finish. Played in teams of 2-3 players - we do not recommend having teams with more than 3 participants.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I recently used this activity as part of a development centre for aspiring leaders. It was really well received by the group. We had about 18 people split into 6 teams. The intention had been to run the activity for 45 minutes but the group enjoyed it so much it went on for over an hour and we still hadn't got close to a winner. The scenarios generated lots of debate. I would perhaps suggest starting with smaller groups at first as it is difficult to facilitate with such large group sizes
I used the board game pack that I purchased, and whilst this did provide a nice visual to accompany the activity, the conundrum cards would have worked perfectly well without the board game if used as discussion topics. An excellent activity that is guaranteed to get the group engaged (Just make sure your answer sheet matches your conundrum cards!)
At the end of the session the group asked for a further full days session dedicated to discussing these types of scenarios and for me that says it all about how good the activity is.
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Mike Taylor
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To introduce participants to the subject of delegation.
• To explore what constitutes effective and ineffective delegation.
• To consider best practice when delegating.
• To identify some pitfalls to avoid when delegating.
About
Time:
The exercises in this module can be completed within 40 minutes. In total, allowing for discussion, we recommend allowing 60 minutes to complete the module.
Aims:
• To introduce participants to the subject of delegation.
• To explore what constitutes effective and ineffective delegation.
• To consider best practice when delegating.
• To identify some pitfalls to avoid when delegating.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
Team Leaders and managers.
You'll Need:
• Plenty of blank sheets of A4 paper.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Even with my poor amateur dramatic skills then this is a great exercise. It is fun to run, energises the group and as with all TL exercises generates powerful discussion and learning points. Have used this for years and everyone is always so proud of their boats and often take them home!
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Emma Wynne
rated this item with 5 stars.
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This session was brilliant. Such a visual and real activity that got everyone understanding how to effectively delegate. The frustration of so many of the delegates allowed for a very amusing activity which was enjoyed by all.
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Previous Member
rated this item with 5 stars.
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This activity worked brilliantly for stirring up responses.
I was very vague about what was expected in the boat building activity and then immediately made myself unavailable. The end result was really interesting - some delegates were so irritated they couldn't ask questions and with was such little information to go on they refused to build a boat. They felt it was a waste of time trying, because they just didn't know enough to do a good enough job. Brilliant for generating learning points.
Great thing was, there was an aeroplane in the fleet of boats, on the basis that, 'I know how to make a paper plane so I'd prefer to do that well, than make a bad boat'
This drove some really interesting behaviours.
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Julia Anyan
rated this item with 5 stars.
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I was delivering a course on delegation and needed to emphasise the point of poor delegation to the group that was in the training. This activity is excellent to do this. Sink or Swim is based around an imaginary organisation called Bob’s boats, where delegates are given A4 paper with little clear instruction and asked to build boats. The poor instructions and the role play that is used to demonstrate a lack of enthusiasm for their efforts is a great way to demonstrate how delegation should not be done. Everyone who did the exercise really enjoyed it, and it really made the delegates think about how delegation could be improved.
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Shaun Gagie
rated this item with 5 stars.
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It is always popular with delegates and shows brilliantly how poor delegation can lead to problems including frustration, confusion and most importantly not getting the job done that was wanted. It demonstrates the important learning points whilst being great fun – a brilliant mix. We have also used this for train the trainer courses in terms of not training people properly.
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Emma Wynne
rated this item with 4 stars.
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Just a few thoughts on 'Sink or Swim'. I ran the exercise as part of a section on delegation with a group of team leaders - all of whom had expressed an interest in improving their delegation skills. The first section requires minimal materials - handouts, a supply of plain paper - and is easy to set up. After the initial shock, the delegates threw themselves into [the exercise] with varying degrees of success and enthusiasm while I was 'out to lunch'. The review of the exercise was very effective, bringing out how not to do it and for generating thoughts on more effective means of delegation. The next phase was an evaluation of what successful delegators do. This worked well with the review slides supplied with the exercise. The final part (the story around the Tsunami) worked well as a reminder about setting boundaries and empowering delegatees. I found the exercise took about forty-five minutes. At the end I also added some discussion and slides around the benefits of delegation and reasons why we don't delegate. These generated some 'lively' discussions. In future courses, I may have these discussions, before the exercise. All in all a really good exercise for delegates to experience and think about delegation. Thanks Trainers Library!
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Nigel Baynes
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I've used Bob's Boats which was a successful excercise for Delegation and left many of the participants actually wanting to finish making their boats after the course had finished! It was a good excercise to get everyone involved and participating and helped them understand the importance of always making sure that the tasks delegated have been followed up.
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Previous Member
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Bob's Boats always, always gets the most amazing response. One client I visit where I used it about 3 years ago I still get comments "here's Bob's or Burton's Boats". What fantastic recall.
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Previous Member
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Time:
In total we estimate this exercise will take 45 minutes.
Aims:
• To show participants a five-step model that will help them establish the need for a difficult conversation and plan for a successful outcome.
About
Time:
The exercise in this module can be completed in about 15 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims:
• To show participants a five-step model that will help them establish the need for a difficult conversation and plan for a successful outcome.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Anyone.
You'll Need:
• Nothing other than the materials provided.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Time:
In total we estimate this exercise will take 120 minutes.
Aims:
• To agree the important principles of effective delegation.
• To review and learn from the experience of being delegated to.
• To recognise potential barriers to delegation.
• To prepare a checklist for effective delegation.
• To identify tasks that can’t be delegated.
• To plan for delegation.
About
Time:
The exercises in this module can be completed within 60 minutes. In total, allowing for discussion, we recommend allowing 120 minutes to complete the module.
Aims:
• To agree the important principles of effective delegation.
• To review and learn from the experience of being delegated to.
• To recognise potential barriers to delegation.
• To prepare a checklist for effective delegation.
• To identify tasks that can’t be delegated.
• To plan for delegation.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Supervisors and junior managers.
You'll Need:
Nothing other than the materials provided.
Notes:
A useful discussion based exercise that encourages participants to really think about when to delegate, why to delegate and when not to delegate.
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I have used this exercise in management development programmes and it generates some very interesting discussion, revealing a great deal about how and what managers delegate. For the statements exercise I copied the statements onto pieces of card and asked them to sort the cards into 4 piles. This makes it easier for me to 'eavesdrop' on groups and see what decisions they have already made. I give them the sheet at the end to make any notes.
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Helen Walker
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To build an understanding of the purpose of performance appraisal systems.
• To identify the benefits of a good performance appraisal process.
About
Time:
The exercises in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 50 minutes to complete this module.
Aims:
• To build an understanding of the purpose of performance appraisal systems.
• To identify the benefits of a good performance appraisal process.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Supervisors and above.
You'll Need:
• Post it notes and flipchart paper.
Notes:
This module assumes an appraisal process that works on a partnership basis, where objectives are agreed and where skills/behaviours are analysed in order to identify further training and development needs.
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Time:
In total we estimate this exercise will take 80 minutes.
Aims:
• To enable participants to notice examples of unhelpful feedback, both positive and negative in the film clips.
• To encourage participants to adopt helpful feedback in their own dealings with staff.
About
Time:
The exercise in this module can be completed in about 60 minutes (including the time required to view the training video). In total, allowing for discussion, we recommend allowing about 80 minutes for this module.
Aims:
• To enable participants to notice examples of unhelpful feedback, both positive and negative in the film clips.
• To encourage participants to adopt helpful feedback in their own dealings with staff.
Group Size:
This module is suitable for use with groups of up to about 20 participants, split into smaller teams, as long as suitable projection facilities are available to give everyone a clear view of the training video.
Useful For:
Managers at all levels, supervisors and team leaders.
You'll Need:
• A computer and a means of connecting to a screen.
Notes:
We recommend showing each clip of film in turn and drawing out the learning points. There is a further activity to relate the learning to participants’ own work situations. Please note that these are the trainer notes that accompany the Trainers' Library video 'Giving Feedback', exclusively available to customers with an Essential, Pro or Enterprise membership.
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Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To test participants' planning and communication skills.
• To demonstrate the importance of listening and using summary and clarification to check understanding.
• To consider what makes communication effective and the dangers of getting it wrong.
• To energise a group of participants.
About
Time:
This exercise will take about 15 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module.
Aims:
• To test participants' planning and communication skills.
• To demonstrate the importance of listening and using summary and clarification to check understanding.
• To consider what makes communication effective and the dangers of getting it wrong.
• To energise a group of participants.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• Whistles (one for each team).
• A stopwatch.
• Skittles and hoops (or similar-see note).
• Prizes.
We don't often develop exercises specifically for the outdoors, but this is a simple exercise that can be used by anyone with access to a park, lawn or yard. A great energiser for sunny days and one which really does contain some important lessons about communication and the importance of checking understanding.This exercise does require some preparation as you'll need to devise a 'course' for your participants to follow. Preparation will take about 5 minutes once you have the items you'll need. The course maps show three different routes through the same course, which means you won't have to change the course itself if playing more than one round. We suggest using hula-hoops for your 'pens'. If not, you can mark the 'pens' out using other things like rope or giant pick-up sticks. Skittles, cones or balls can be used to mark out the rest of the course.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Fantastic Activity for teambuilding, communication and leadership! I would use it over and over again. Simple to set up, and you can get creative with the equipment I used squeeky toys so when people had blind folds they would step on them which added even more humour to this activity. I would highly recommend this to any trainer that is teambuilding and has some space for the pens. I was a littly reluctant to use it at first as I had never used it before and have no sense of direction myself - once zoe explained the footprints and the direction of the footprints the penny dropped and away I went!
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Anjana Rajani
rated this item with 5 stars.
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I had to run a Team Building event with the members of the Inbound Sales Teams; a couple of the Team Leaders were new to the company and the associates had recently been asked to make a few outbound calls at quieter periods, which they were not happy about. As a result they blamed the Team Leaders for not standing up for them. The situation had deteriorated a bit and it was time to bring the department together. I got my inspiration from Trainer's Library and I selected Glasstap Sheep Trials as an exercise. The results were amazing! The participants were a bit weary at the beginning and they were not talking too much amongst each other. By the time the first group started the exercise all participants were discussing the other group's performance amongst themselves and asking their team leader to communicate with them in a different way or using the same techniques if those were working. When the exercise finished I was very pleased to notice the complete transformation of the dynamics and communication of the department. There was laughter all round and they were all very keen to participate during the debrief. The questions suggested by Glasstap were fantastic at getting the message across and the relationship in the department improved dramatically as a direct result of the team building day. What a fantastic activity to run! Thank you Glasstap!!!!
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Previous Member
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To build an understanding of the characteristics and differences between constructive feedback, praise and criticism.
• To explain the importance of constructive feedback.
• To build awareness of "good practice" guidelines for providing constructive feedback.
About
Time:
The exercises in this module will take about 30 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module. Aims:
• To build an understanding of the characteristics and differences between constructive feedback, praise and criticism.
• To explain the importance of constructive feedback.
• To build awareness of "good practice" guidelines for providing constructive feedback. Group Size:
This module is suitable for use with groups of up to 15 participants. Useful For:
Supervisors and first time managers. You'll Need:
Nothing other than the materials provided.
Endorsed by The National Association of School-Based Teacher Trainers, NASBTT.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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Loved the true and false bit at the beginning with statements about feedback. Really got the managers thinking to begin with. Then going in to specific language used to give feedback was really useful and gave managers specific tips to take away and practice in their work. The practice element was really useful especially for inexpereinced team leaders. Would definitely use this again!
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Anjana Rajani
rated this item with 5 stars.
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Used this exercise with a group of managers, who were quiet senior but not accustomed to managing others. They found the initial true or false quiz a little too ‘obvious’ (although that might be because of the seniority of the group). However, the section on developing good practice guidelines worked well – especially as it was an in-house course. It certainly revealed a lot about the culture of feedback in the organisation. (So in that respect could be useful as an assessment tool when working with organisations over a time period).
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Nicky McCrudden
rated this item with 3 stars.
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We frequently use the material provided about 'Feedback' asking our group members to complete the true false quiz sheet. This provides a good starting point for discussions about 'what feedback is'. We find the four areas to consider when giving feedback helpful for our learners as it gives them a framework to work within.
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Jean Arnold
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Time:
In total we estimate this exercise will take 30 minutes.
Aims:
• To give participants an opportunity to reflect on their current skill levels as a manager and use the information to create a plan of action.
About
Time:
The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.
Aims:
• To give participants an opportunity to reflect on their current skill levels as a manager and use the information to create a plan of action.
Group Size:
This module can be used with groups of any size.
Useful For:
Participants with managerial responsibility (or those who will have imminently).
You'll Need:
Nothing other than the materials provided.
Notes:
This exercise can work as a stand-alone exercise but is best used as a precursor or a final exercise in a longer programme for new managers.
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This exercise is a really good way of getting managers to rate their skill sets honestly and access how successful they have been in different areas. Then to share the information with their manager and from that create an action plan for future development. They all were pleasantly surprised by the scores that came back from their teams when they sent them out.
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Shirley Palmer
rated this item with 5 stars.
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This isn't a training module as such, but an additional resource that can be used to support practical simulation exercises where the trainer or other participants fulfil the role of observer, making effective feedback easy and powerful.
About
This isn't a training module as such, but an additional resource that can be used to support practical simulation exercises where the trainer or other participants fulfil the role of observer. The Observer's Feedback Sheet contains a list of positive indicators in the left hand column and some less positive indicators in the central column. Observers simply tick the boxes for the behaviours they observe and jot down examples, making effective feedback easy and powerful.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To understand the importance of setting clear performance objectives for team members.
• To understand what makes an objective SMART.
About
Time:
The exercise in this module can be completed in about 35 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims:
• To understand the importance of setting clear performance objectives for team members.
• To understand what makes an objective SMART.
Group Size:
This module can be used with groups of up to 25 participants.
Useful For:
Staff at all levels.
You'll Need:
• 2 clipboards with pens for the assessors.
• 2 copies of the Assessor’s Brief, each sealed in a separate envelope.
• A copy of the handout for every participant.
• A stopwatch.
Notes:
For managers, we strongly recommend following this module with Using SMART Objectives, which will give participants an opportunity to create SMART objectives for specific members of their team.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library called Objectives - Introducing SMART.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims:
• To encourage participants to think about the things they need to do before conducting a performance review.
• To consider the importance of effective planning before a performance review.
• To identify questions that should be asked in a review, and to recognise the importance of thinking in advance about open, constructive questions that can be used in the review.
About
Time:
The exercise in this module will take about 40 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims:
• To encourage participants to think about the things they need to do before conducting a performance review.
• To consider the importance of effective planning before a performance review.
• To identify questions that should be asked in a review, and to recognise the importance of thinking in advance about open, constructive questions that can be used in the review.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
Supervisors and above.
You'll Need:
Nothing other than the materials provided.
Notes:
This case study based exercise encourages participants to really think about how they'd prepare for a performance review and highlights some potential barriers to effective performance appraisal reviews.
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Time:
In total we estimate this exercise will take 180 minutes.
Aims:
• To enable participants to understand what is needed to run an effective recruitment interview and to practise doing so.
About
Time:
The exercise in this module can be completed in about 130 minutes. In total, allowing for discussion, we recommend allowing about 180 minutes for this module.
Aims:
• To enable participants to understand what is needed to run an effective recruitment interview and to practise doing so.
Group Size:
This module can be used with groups of between 4 and 12 participants. Ideally, you should have at least 6 participants.
Useful For:
Anyone who is involved in interviewing candidates for posts in their organisation.
You'll Need:
• Post-it notes.
• The job description, person specification and the candidate applications for the role you’d like to interview for.
• One room containing a table and chairs for each group taking part in the practice interviews.
• A waiting room for your candidates. (One of these rooms needs to be large enough for the whole group to come together for the initial briefing and final discussion/review.)
Notes:
Recruitment is the start of effective performance management and one of any organisation’s most important activities. This module will ensure that all those involved are able to carry out the interview process effectively. It is simple to run but does need careful planning to ensure it works. The time spent doing this is amply rewarded by the fact that, once done, you can use the module again and again, without the need for much planning. Although not totally necessary, we think it would be helpful to run this session as part of a whole course looking at recruitment. There is a complete course agenda in Trainers’ Library that shows how you could do this.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To consider the pitfalls and dangers of giving advice when helping staff solve their own problems.
• To consider the dangers of making judgements or assumptions about the nature of someone else's problem.
About
Time:
The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 40 minutes to complete this module.
Aims:
• To consider the pitfalls and dangers of giving advice when helping staff solve their own problems.
• To consider the dangers of making judgements or assumptions about the nature of someone else's problem.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
Managers and team leaders.
You'll Need:
Nothing other than the materials provided.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
Endorsed by The National Association of School-Based Teacher Trainers, NASBTT.
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This exercise is great way to highlight the importance of making sure your own biases doesn't get in the way during coaching.
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Lottie Skuthe-Cook
rated this item with 5 stars.
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This is a good way of discussing some of the pitfalls of well-intentioned 'helping' behaviours. It is a very interesting exercise as it highlights things that seem innocuous, but can undermine the processes. I have used it as part of an introduction to coaching or action learning sets, as a intermediate step before setting them off coaching each other. It allows the managers to see that there are a range of responses, some bad enough to get a laugh, which presented in the right way takes the pressure off them before practical work.
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Helen Walker
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims:
• To encourage participants to consider the art of feedback and to ensure their feedback is appropriate and objective.
• To enable participants to identify useful, helpful, constructive feedback.
• To clarify what makes useful, constructive feedback.
• To develop participants ability to give constructive feedback.
• To consider how it feels to be on the receiving end of destructive or unhelpful feedback.
About
Time:
The exercise in this module can be completed within 30 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims:
• To encourage participants to consider the art of feedback and to ensure their feedback is appropriate and objective.
• To enable participants to identify useful, helpful, constructive feedback.
• To clarify what makes useful, constructive feedback.
• To develop participants ability to give constructive feedback.
• To consider how it feels to be on the receiving end of destructive or unhelpful feedback.
Group Size:
This module is suitable for use with groups of up to 15 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
The suggested time for this module is based on the assumption that pre-work has covered the essential elements of positive feedback. The activity is designed to help participants improve their ability to offer feedback in a way that is constructive and helpful and leads to positive performance. It works particularly well following the Introduction to Feedback
module in Trainers’ Library.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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This activity is very useful in my 'Being the manager' training course. I use it during the section relating to manageing your staff's performance. Managers often dislike having to give feedback that may not be what the employee wants to hear, however this activity gives our new managers a starting point in giving constructive feedback, taking into account emotional intelligence and empathy. A great training module.
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Tracy Windross
rated this item with 5 stars.
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I have recently used this exercise as part of an in-house Mentoring Skills session for those staff who, in particular, mentor new employees. It is very straightforward to run and really challenges people on being specific about what someone has done (good or bad). I found I did need to emphasise the point about the participants putting their own context on the feedback statements – telling them to think about situations in their departments really helped. When reading out the suggested alternatives statements, I asked the participants to say it to me as if I was the person getting that feedback in real life. It’s more of a stretch for the members of the group in that way – and they have to work on their eye contact and sincerity too!
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Previous Member
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I use this exercise both in management development courses and as a part of personal effectiveness courses. I find it very helpful to give some forms of words that help them think about structuring better feedback as well as some less good, but more common (and less effective) examples of feedback that they can improve. Asking them to do that in groups enables them to feedback with more confidence and provides us with a variety of responses, I tend to give them the first couple to do one at time and feedback after each one in order that they hear a variety of responses that improve the quality of their later suggestions. I follow this up with asking them to script a piece of feedback they want to give to a member of their team, with an opportunity to try it out and ask for feedback.
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Helen Walker
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims:
• To encourage participants to think about how to structure a performance review.
• To provide a suggested agenda for a performance review.
About
Time:
The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 40 minutes to complete this module.
Aims:
• To encourage participants to think about how to structure a performance review.
• To provide a suggested agenda for a performance review.
Group Size:
This module is suitable for use with groups of up to 25 participants.
Useful For:
Supervisors and above.
You'll Need:
Nothing other than the materials provided.
Notes:
In this exercise, you can ask participants to produce an agenda for a real performance review that is up and coming. Alternatively, you can use the case studies provided, and ask them to consider an agenda for one of those, imagining as appropriate that they are half way through the year or at the year end. If you chose this option, it works as a great follow up to Preparing for a Performance Review.
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Time:
In total we estimate this exercise will take 140 minutes.
Aims:
• To give participants an opportunity to practice training delivery; including debriefing exercises.
• To explore the importance of using relevant icebreakers and energisers to change energy levels in the training room.
About
Time:
The exercise in this module can be completed in about 115 minutes. In total, allowing for discussion, we recommend allowing about 140 minutes for this module.
Aims:
• To give participants an opportunity to practice training delivery; including debriefing exercises.
• To explore the importance of using relevant icebreakers and energisers to change energy levels in the training room.
Group Size:
This module can be used with groups of up to 20 participants, but a maximum of 10 participants is recommended.
Useful For:
Participants in a Train the Trainer programme.
You'll Need:
• 1 set of the Training Practice Cards.
• 1 A4 envelope for each participant (with their name on it).
• Enough Feedback Sheets for participants to give feedback to each of their fellow participants.
• The equipment required for participants to run the individual icebreakers (see the trainer's notes).
Notes:
Unlike most of our course modules, this one is designed to be run as several ‘mini sessions’ at different points in your training. The timings in our summary sheet are based on 10 participants, each delivering their session individually. To work out an accurate time for your group:
• Allow 20 minutes to introduce the session and give participants time to prepare.
• Allow 10 minutes for each participant’s practice session.
• Allow 20 minutes at the end for discussion, review of feedback and action planning. It is preferable for your participants to deliver their sessions solo, but for larger groups, or if time is an issue, you can put them in pairs. This activity can be used in groups of up to 10 participants or 20 if you are allowing them to co-deliver (not recommended).
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Time:
In total we estimate this exercise will take 130 minutes.
Aims:
• To help participants prepare for and conduct conversations they find difficult.
About
Time:
The exercises in this module can be completed in about 80 minutes. In total, allowing for discussion, we recommend allowing about 130 minutes for this module.
Aims:
• To help participants prepare for and conduct conversations they find difficult.
Group Size:
This module is suitable for use with groups of up to about 25 participants.
Useful For:
Staff at all levels.
You'll Need:
Nothing other than the materials provided.
Notes:
This module helps participants to understand what makes difficult conversations ‘difficult’ and encourages them to think about how they approach such conversations.
Remote/Virtual Delivery:
Due to the length of this module, we’ve broken it down into a series of activities for Remote Delivery – Difficult Conversations 1-4.
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This really is excellent and works really well. Paricipants particulary value the handout to use as a checklist.
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Clare Bell
rated this item with 5 stars.
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I used this at a recent workshop and the template was so useful. I gave this as the last exercise and it helped people pull together what they had learnt from other activities and then work together to reflect or plan a difficult conversation
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Nicola Richardson
rated this item with 5 stars.
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I really like this activity it provokes alot of thinking in terms of managing the conversation and the handouts are really thorough, detailed and well laid out. They are great for managers to refer to when planning to have difficult conversations. I have had some great sessions and can be used with very small groups as well as larger ones.
5 stars
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Anjana Rajani
rated this item with 5 stars.
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I recently used this module for a group of managers to get them to start thinking about how to prepare and conduct those difficult conversations. I felt that each section was well structured with good interactive exercises. It really got a some great discussions going across the group to the point that we refined the examples provided on the slides! I can heartily recommend this but would add in a caveat that the handouts need to be intorduced as guidleines and not as a 'to do' list!
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Carolyn Pickin
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 20 minutes.
Aims:
• To demonstrate the difference effective feedback can make to someone’s performance.
About
Time:
The exercise in this module can be completed in about 10 minutes. In total, allowing for discussion, we recommend allowing about 20 minutes for this module.
Aims:
• To demonstrate the difference effective feedback can make to someone’s performance.
Group Size:
This module can be used with groups of up to 25 participants. Ideally, you'll have at least 4 participants though, so that you can demonstrate the 4 types of feedback described.
Useful For:
Anyone who needs to give or receive feedback.
You'll Need:
• Nothing other than the materials provided.
Notes:
This is a great way to demonstrate the difference it can make when feedback is given effectively. During the role-play element it is advisable to select with care the people who will be receiving the different types of feedback. It is also advisable to explain clearly at the start of the exercise that it will involve you role-playing different types of feedback.
Remote/Virtual Delivery:
There is a Remote Delivery version of this module available in Trainers’ Library.
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I have used this exercise a few times in training sessions on coaching and running 1-1 reviews. The role play element is quite fun to do but as the notes say you do need to pick your "victims" with care. Having examples of "feedback" to discuss makes it much easier and involving individuals from the group allows you to focus on how they felt about the feedback. On the whole, a fun exercise to open a session about giving feedback.
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Lisa Lester
rated this item with 5 stars.
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