Blindfold

This management game can be conducted by you, as a program leader or faculty member, for sessions or training programs or workshops on team work, communication, transaction analysis, personality transformation etc. It is quite a participative exercise and very powerful in terms of experiential learning.

Request a participant of the program to volunteer to be blindfolded. Before making this request, brief the group that the person who volunteers will be blindfolded and he will have to search an object that you will decide for the search. Before a piece of cloth (a clean handkerchief) is tied over the eyes of the volunteer to prevent the wearer from seeing the things, he will be instructed to study the layout of the room and the various objects that are lying around in the room.

So once the volunteer is blindfolded with the help of another participant from the group, ask him to rotate the volunteer on the spot so that the volunteer loses the sense of the direction. Now declare the name of the object in the room that the blindfolded participant of the program should search and hand it over to you.

By gestures, tell the rest of the participants of the group to remain silent and not to give any information to the blindfolded person unless he expressly requests for it.

In this exercise, it is normally observed that the blindfolded person will struggle on his own to search the object. He will try to grapple the wrong objects and the audience will have a hearty laugh. Make sure to see that the blindfolded person does not hit the furniture or any other objects in the seminar hall that may hurt him.

After a few minutes when it becomes clear to everyone present in the room that he cannot search this way all by his own efforts, ask the blindfolded person to use any other method to search the object. You are in fact prompting him to take the help of the audience. Yet, he may still try on his own without taking any help because of his ego.

Prompt him again- this time little more specifically to take help from the other participants of the group. He may then ask arrogantly or request politely to give the directions to him so that he can move forward towards the object to be searched. Depending upon how he communicates someone in the group may start giving the direction. At times more than one person in the audience may get enthusiastic to give him the directions like, "Now go straight, now turn left, now turn right etc." There may be a bit of confusion in the seminar hall and you may find that the blindfolded person is still unable to locate the object.

Now, ask him, "This method also seems to have failed. Will you like to adopt some other way of taking the help?"

It may occur to him that he may ask someone to go to him and escort him and physically lead him to the object. He may ask you the permission to do it which you will obviously give.

He will generally request saying, "Will some one come to me and take me to that object."

Tell by gestures to the audience not to respond to such a general request. Then turn to the blindfolded person to modify his request, "Can you request someone more politely by addressing a particular person of the group to help you?"

He will do so. Now the requested participant will go to him and lead him to the object and help him to hold the object and give it to you.

Remove the blindfold and give trigger for a thunderous applause from all present in the seminar hall.

Start a detailed discussion by involving every participant of the workshop to dissect the goings-on of the management exercise. Request their feedback and the learning points experienced by them.

Sum up your observations, analysis and the outcomes.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Arrange

This is a beautiful, simple and very participative group exercise or group game. It can be used as a starter for any program or can be conducted any time during the program. It is a good energizer and motivator. It can be used by you- the faculty member or the seminar leader for the programs on intra-group communication, team work, team building and leadership quite gainfully.

You, as the program leader, will divide the entire participants of the program into two equal groups. Do it randomly. For doing it randomly, ask first participant to shout out serial number 1 and let him remember his number. The next (second) person will shout out 2. The third person will again shout out 1 and fourth one will shout out 2 again. Thus every participant will shout out either 1 or 2 as his serial number. Ask them to remember their numbers. Now, form the two groups by grouping persons with serial number 1 as the first group and with serial numbers 2 as the second group.

Tell them that now the two groups will enter into a tough competition. They will have to carry out four exercises. And for each exercise you will brief them at the beginning of each exercise. The winner team in each exercise will earn 10 points and loser team will get 5 point. If there is any error in carrying out the exercise, 1 point per error will be deducted from the scores of the erring team(s). The teams may end up even with negative scores if they commit too many errors. At the end of all the four exercises, the points earned by each team will be added. The team earning more total points will be declared as winner.

First exercise: the members in each team will physically arrange themselves in the order of alphabets of their first names (persons whose first name starts with A will be followed by B and then C and so on till Z).

Second exercise: the members in each team will physically arrange themselves in the descending order of their heights.

Third exercise: the members in each team will arrange themselves physically as per their zodiac signs (starting with Aries and ending with Pisces).

Fourth exercise: the members in each team will arrange themselves physically as per the states of the country (countries) from which they have arrived.

You, the program leader will check the correctness of the the way in which each exercise was carried and allot the points scored by each team for each exercise and then, total them up.

Before declaring the result of the game, get the feedback of the participants about the experiences felt by them while paying the game and what were their learning points.

Sum up your observations on how well they played the game and on their enthusiasm, competitiveness, creativity, intra-group communication, team work, team building and leadership.

Declare the scores of both the teams and declare the winner team.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Additional Reading Opportunities

Alphabetic List of of Management Topics and Their Site URLs
(The term "management" here does not limit itself to just about business management but it encompasses management of all kinds of things like life management, home management, family management, health management, travel management, food management and so on).

Home Pages for All the Topics

1. (Home Pages for Brief Introduction to All the Business Management Topics) http://management-universe.blogspot.com/, http://management-universe-enotes.blogspot.com/ and http://shyam.bhatawdekar.com

2. (Home Page for All General and Psychological Counseling) http://counselingfamily.blogspot.com/

3. (Home Page for All Home Tips: Home and Family Management) http://home-tips-tricks.blogspot.com/

4. (Home Page for All Products: Products Knowledge Management) http://products-all.blogspot.com/

Topics Starting with Numbers

(5S Housekeeping) http://5s-housekeeping.blogspot.com/
(5S Housekeeping at Home: Home Management) http://5s-housekeeping-home.blogspot.com/

Topics Starting with Alphabets

A
(ABC Analysis or Pareto Analysis or 80/20 Rule) http://abc-pareto-analysis.blogspot.com/ or http://shyam.bhatawdekar.net/index.php/2011/07/20/abc-analysis-or-pareto-analysis/
(Activity Based Costing- ABC) http://activitybased-costing.blogspot.com/
(Advertising) http://advertising-mass-communication.blogspot.com/
(Anecdotes in Management) http://management-anecdotes.blogspot.com/
(Anger Management) http://controlling-anger.blogspot.com/
(Articles, blogs and knols of Shyam Bhatawdekar: Home Page) http://writings-of-shyam.blogspot.com/
(Assertiveness) http://assertiveness-skill.blogspot.com/
(Assessment Centers) http://assessment-centers.blogspot.com/
(Authentic and Free Management Notes) http://authentic-management-notes.blogspot.com/
(A to Z of Management Systems) http://a-z-management-systems.blogspot.com/
(A to Z of Quality Techniques) http://a-z-quality-techniques.blogspot.com/

B
(Balanced Scorecard) http://balanced-scorecard-system.blogspot.com/
(Basic Statistics) http://statistics-basic.blogspot.com/
(Behavioral Safety) http://behavioral-safety.blogspot.com/
(Benchmarking) http://benchmarking-system.blogspot.com/
(Body Language or Non-verbal Communication) http://body-language-communication.blogspot.com/
(Books- Best Books) http://best-book-list.blogspot.com/
(Books- Best Management Books) http://best-management-books.blogspot.com/
(Boundaryless) http://shyambhatawdekar.blogspot.com/
(Brainstorming) http://brainstorming-technique.blogspot.com/
(Branding- Personal/Professional Branding http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Business Ethics and Ethics in Management) http://business-management-ethics.blogspot.com/
(Business Plan) http://business-plan-preparation.blogspot.com/
(Business Process Reengineering- BPR) http://business-process-reengineering-bpr.blogspot.com/

C
(Career Planning within Organizations) http://organizational-career-planning.blogspot.com/
(Case Method) http://case-method.blogspot.com/
(Case Studies in Management) http://corporate-case-studies.blogspot.com/
(CEO Roles, Qualities and Competencies) http://ceo-qualities.blogspot.com/
(Change Management) http://manage-change.blogspot.com/
(Child Development: Stories for Children) http://stories-children.blogspot.com/
(Children’s Behavior Problems: Family Management) http://child-behavior-problems.blogspot.com/
(Coaching) http://coaching-skill.blogspot.com/
(Communication) http://communication-for-business.blogspot.com/
(Competencies- Life Management) http://shyam-bhatawdekar.blogspot.com/
(Competency Matrix/Competency Mapping: Success by Building Competencies/Skills) http://competency-matrix-mapping.blogspot.in/
(Competency Mapping) http://competency-map.blogspot.com/
(Competency Matrix) http://competency-matrix.blogspot.com/
(Conflict Management) http://manage-conflict.blogspot.com/
(Corporate Governance) http://corporate-governance-policy.blogspot.com/
(Cost Management) http://cost-management-control.blogspot.com/
(Cost of Quality- COQ) http://cost-of-quality.blogspot.com/
(Counseling at Workplace)http://counseling-skill.blogspot.com/
(Counseling: Psychological) http://counselingfamily.blogspot.com/
(Creativity- Out of Box Articles) http://wow-idea.blogspot.com/
(Creativity and Innovation) http://creativity-management.blogspot.com/
(Critical Thinking skills) http://critical-thinking-skills.blogspot.com/
(Cross Cultural Etiquette and Manners) http://cross-cultural-etiquette.blogspot.com/
(Customer Orientation) http://customer-orientation.blogspot.com/
(Customer Relationship management- CRM) http://customer-relationship-crm.blogspot.com/

D
(Daily Management) http://daily-management.blogspot.com/
(Decision Making) http://decision-making-role.blogspot.com/
(Delegation) http://delegation-skill.blogspot.com/

(Democracy) http://democracy-liberation.blogspot.com/
(Design for Manufacture) http://design-for-manufacture.blogspot.com/
(Dining Etiquette and Table Manners) http://dining-manners.blogspot.com/
(Discipline at Work) http://discipline-at-work.blogspot.com/

E
(Effectiveness and Efficiency) http://effectiveness-efficiency.blogspot.com/
(Effectiveness Management: HSoftware) http://humansoftware.blogspot.com/
(Efficiency Techniques: Work study: Motion and Time Study) http://work-study-measurement.blogspot.com/
(Efficient Work Methods or Practices) http://efficient-work-methods.blogspot.com/
(Email Etiquette) http://email-etiquette-manners.blogspot.com/
(Emotions) http://emotion-feeling.blogspot.com/
(Emotional Intelligence) http://emotional-quotient-intelligence.blogspot.com/
(Empowerment) http://employee-empowerment.blogspot.com/
(Enterprise Resource Planning- ERP) http://erp-management.blogspot.com/
(Entrepreneurship and Entrepreneur) http://entrepreneurship-entrepreneur.blogspot.com/
(Entertainment Management- English Movies) http://popular-movies.blogspot.com/
(Entertainment Management- Hindi Movies) http://hindi-movies-choice.blogspot.com/
(Executive Etiquette and Manners) http://executive-manners.blogspot.com/
(Exit Interview) http://exit-interview.blogspot.com/

F
(Financial Ratios and Financial Ratio Analysis) http://financial-ratios.blogspot.com/
(Financial Services) http://finance-related-services.blogspot.com/
(Free and Authentic Notes on Management) http://authentic-management-notes.blogspot.com/
(Functions of Management) http://functions-of-management.blogspot.com/
(Food Management: Recipes, Easy to Cook) http://easytocook-recipes.blogspot.com/
(Food Management: Recipes, Exotic) http://tastetherecipes.blogspot.com/

G
(Games and Icebreakers for Trainers) http://training-games.blogspot.com/
(Gemba Kaizen) http://gemba-kaizen-improvement.blogspot.com/
(General Knowledge Management- GK) http://general-knowledge-gk.blogspot.com/
(General Knowledge Management- Top 5/Top 10 of Everything) http://top-five-everything.blogspot.com/
(Genuine Professional- Long Article) http://professional-genuine.blogspot.in/
(Global Mindset) http://global-mindset.blogspot.com/
(Goal/Target Setting) http://goal-target-setting.blogspot.com/
(Good Boss) http://good-boss.blogspot.com/
(Great Professional)  http://professional-genuine.blogspot.in/
(Group Discussion) http://group-discussion-gd.blogspot.com/
(Group Discussion for Job Seekers and Students) http://group-discussion-gd.blogspot.com/
(Group Dynamics) http://group-dynamics-process.blogspot.com/

H
(Health and Safety Management) http://safety-health-management.blogspot.com/
(Health Management- Cholesterol Control) http://controlling-cholesterol.blogspot.com/
(Health Management- Homeopathy) http://homeopathy-medicines.blogspot.com/
(Health Management- Exercises) http://exercises-plan.blogspot.com/
(Health Management- Quit Smoking) http://quit-smoking-plan.blogspot.com/
(Health management- Swine Flu and Its Prevention) http://swine-flu-precaution.blogspot.com/
(Health Management- Walking) http://walking-plan.blogspot.com/
(How to Be a Good Boss?) http://good-boss.blogspot.com/
(How to Get Promoted?) http://get-promoted.blogspot.com/
(How to Save Money?) http://save-money-ideas.blogspot.com/
(How to Save Money?- Long Comprehensive Article) http://manage-moneysaving.blogspot.in/
(Home Management- Home Page for All Home Tips) http://home-tips-tricks.blogspot.com/
(HR Dynamics) http://hrm-dynamics.blogspot.com/
(HR Strategies and Functions) http://strategic-functions-hrm.blogspot.com/
(Human Capital Architecture) http://human-capital-architecture.blogspot.com/
(Human Relations) http://human-relations-aspect.blogspot.com/
(Human Resource Management- Comprehensive Coverage of HRM) http://human-resource-management-hrm.blogspot.com/
(Human Resource Planning) http://human-resource-planning.blogspot.com/
(Human Software- HSoftware) http://human-software-hsoftware.blogspot.com/

I
(I Am Liberated- Life Management) http://i-am-liberated.blogspot.in/
(I Am OK, You Are OK) http://life-positions.blogspot.com/
(Icebreakers and Energizers) http://management-games-icebreakers.blogspot.com/
(Internal Motivation or Self Motivation) http://internal-motivation.blogspot.com/
(Interpersonal Relations) http://interpersonal-relations.blogspot.com/
(Interview Skills) http://interviewing-skill.blogspot.com/
(Interview Preparation for Job Seekers) http://interview-preparation-jobs.blogspot.com/
(Interview Questions) http://interview-question-bank.blogspot.com/

J 
(Johari Window) http://johari-window-model.blogspot.com/
(Just in Time Management- JIT) http://just-in-time-management.blogspot.com/

K
(Kaizen) http://kaizen-improvement.blogspot.com/
(Knowledge Management) http://knowledge-management-initiative.blogspot.com/

L
(Lead Time Management) http://lead-time-management.blogspot.com/
(Leadership) http://lead-max.blogspot.com/ and http://shyam.bhatawdekar.com
(Lean Enterprise) http://lean-organization.blogspot.com/
(Learning Organization) http://learning-organization-profile.blogspot.com/
(Life Management- Latest HSoftware Model) http://life-effectiveness.blogspot.in/
(Life Management- I Am Liberated; Freedom from Shackles and Burdens) http://i-am-liberated.blogspot.in/
(Life Management: Success in Life) http://success-complete.blogspot.in/
(Life Management: My Exotic Dream: World Peace and Other Good Things of Life)

http://exotic-dreaming.blogspot.in/

(Life Positions and OKness) http://life-positions.blogspot.com/
(Life Skills) http://life-skills-competencies.blogspot.com/
(Listening) http://listen-skills.blogspot.com/

M
(Management Anecdotes) http://management-anecdotes.blogspot.com/
(Managenent Books- Best Books) http://best-book-list.blogspot.com/
(Management Book- Best Books) http://best-management-books.blogspot.com/
(Management Games, Management Exercises, Icebreakers and Energizers)http://management-games-icebreakers.blogspot.com/
(Managing Life- Freedom from Shackles and Burdens) http://i-am-liberated.blogspot.in/
(Management in Life, Profession, Family and Society) http://life-effectiveness.blogspot.in/
(Management Information System- MIS) http://management-information-system-mis.blogspot.com/
(Managing/conducting Meetings) http://managing-meetings.blogspot.com/
(Management Notes- Free and Authentic) http://authentic-management-notes.blogspot.com/
(Marginal Utility) http://marginal-utility-concept.blogspot.com/
(Marketing Management Overview) http://marketing-management-overview.blogspot.com/
(Marketing Orientation) http://marketing-orientation.blogspot.com/
(Marketing Management Tasks) http://marketing-management-tasks.blogspot.com/
(Market research) http://market-research-function.blogspot.com/
(Market Segmentation) http://market-segment.blogspot.com/
(Mentoring) http://mentor-mentorship.blogspot.com/
(Money Management: How to Save Money) http://save-money-ideas.blogspot.com/
(Money Management: How to Save Money- Long Comprehensive Article) http://manage-moneysaving.blogspot.in/
(Motivation) http://motivation-people.blogspot.com/
(Management Encyclopedia- Everything on Management and Leadership) http://shyam.bhatawdekar.com

N
(Negotiation Skills) http://negotiating-skills.blogspot.com/
(Negotiation Tactics) http://negotiation-tactics.blogspot.com/
(Non-verbal Communication or Body Language) http://body-language-communication.blogspot.com/

O
(Objection Handling) http://objection-handling.blogspot.com/
(OKness or Life Positions) http://life-positions.blogspot.com/
(Opportunities in Recession) http://recession-opportunity.blogspot.in/
(Organization Development- OD) http://organization-development-od.blogspot.com/
(Organizational Culture) http://organizational-culture-values.blogspot.com/
(Out of Box Ideas) http://wow-idea.blogspot.com/
(Outsourcing) http://outsourcing-contracting.blogspot.com/
(Ownership on Job) http://job-ownership.blogspot.com/

P
(Paradigm and Paradigm Shift) http://paradigm-mindset.blogspot.com/
(Parental Responsibilities- family management) http://parental-responsibilities.blogspot.com/
(Pareto Analysis or ABC Analysis or 80/20 Rule) http://abc-pareto-analysis.blogspot.com/ or http://shyam.bhatawdekar.net/index.php/2011/07/20/abc-analysis-or-pareto-analysis/
(Participative Processes, Participative Management- Democracy) http://democracy-liberation.blogspot.com/
(Performance Management: Wholesome HR System) http://performance-management-appraisal.blogspot.com/
(Performance Management and Appraisal) http://performance-appraisal-management.blogspot.com/
(Personality) http://human-personality.blogspot.com/
(Personal Branding) http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Positive Strokes) http://positive-strokes.blogspot.com/
(Presentation Skills) http://presentation-effectiveness.blogspot.com/
(Problem Solving) http://problem-solving-skill.blogspot.com/
(Product Knowledge: Home Page for All Products) http://products-all.blogspot.com/
(Product Knowledge- Cars) http://cars-products.blogspot.com/
(Product Knowledge- Chocolates) http://chocolates-products.blogspot.com/
(Product Knowledge- Flowers) http://flowers-products.blogspot.com/
(Product Knowledge- Greeting Cards) http://greeting-cards-products.blogspot.com/
(Product Knowledge- Cell Phones) http://mobilephones-products.blogspot.com/
(Professional- Genuine Professional) http://professional-genuine.blogspot.in/
(Professional Branding) http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Profit Improvement) http://profit-improvement.blogspot.com/
(Project Management) http://management-of-project.blogspot.com/
(Psychological Strokes) http://positive-strokes.blogspot.com/
(Public Speaking) http://public-speak-skill.blogspot.com/

Q
(Qualities of CEO) http://ceo-qualities.blogspot.com/
(Quality Circles History) http://quality-circles-history.blogspot.com/
(Quality Circles) http://quality-circles.blogspot.com/
(Quality Function Deployment- QFD and House of Quality) http://quality-function-deployment.blogspot.com/
(Quality Gurus) http://quality-gurus.blogspot.com/

R
(Recession: How to Avert Recession, How to Combat Recession and Then, How to Move Ahead?) http://recession-global.blogspot.in/
(Recession Management) http://recession-management.blogspot.com/
(Recession: Opportunities in Recession) http://recession-opportunity.blogspot.in/
(Recruitment and Selection) http://recruitment-selection.blogspot.com/
(Research Methodology) http://research-work-methodology.blogspot.com/

S
(Safety and Health Management) http://safety-health-management.blogspot.com/
(Sales/Selling Process) http://selling-process.blogspot.com/
(Sales Promotion) http://sales-promotion.blogspot.com/
(Save Money) http://save-money-ideas.blogspot.com/
(Self-awareness: Getting Introduced to Self) http://self-concept-awareness.blogspot.in/
(Self-concept) http://self-concept-image.blogspot.com/
(Self-concept) http://self-image-concept.blogspot.com/
(Self-confidence) http://self-confidence-improvement.blogspot.com/
(Self Development) http://managing-self.blogspot.com/
(Self Motivation or Internal Motivation) http://internal-motivation.blogspot.com/
(Shyam Bhatawdekar's articles, blogs and knols: Home Page) http://writings-of-shyam.blogspot.com/
(Shyam Bhatawdekar's Effectiveness Model- HSoftware) http://humansoftware.blogspot.com/, http://human-software-hsoftware.blogspot.com/
(Six Sigma) http://six-sigma-system.blogspot.com/
(Six Thinking Hats) http://six-thinking-hats.blogspot.com/
(Soft Skills) http://soft-skills-competencies.blogspot.com/
(Soft Skills/Competencies: Details of Each Competency) http://soft-competencies-skills.blogspot.com/
(Spiritual Quotient/Intelligence) http://spiritual-quotient.blogspot.com/
(Stories for Children for Child Development) http://stories-children.blogspot.com/
(Statistics- Basics) http://statistics-basic.blogspot.com/
(Strategic Management) http://strategic-managing.blogspot.com/
(Stress Management) http://managing-stress-strain.blogspot.com/
(Stress Management: Stress Freedom: Long Comprehensive Article) http://stress-freedom.blogspot.in/
(Sub-contracting) http://outsourcing-contracting.blogspot.com/
(Success) http://success-achievement.blogspot.com/
(Success in Life: Life Management) http://success-complete.blogspot.in/
(Supply Chain Management) http://manage-supply-chain.blogspot.com/
(Supply and Demand) http://supply-demand-laws.blogspot.com/
(Swine Flu and Its Prevention) http://swine-flu-precaution.blogspot.com/

T
(Talent Management) http://managing-talent.blogspot.com/
(Team Building) http://team-building-working.blogspot.com/
(Telephone Etiquette) http://telephone-etiquette.blogspot.com/
(Three Sixty Degrees Appraisal System) http://three-sixty-degrees-feedback.blogspot.com/
(Time Management) http://time-life-management.blogspot.com/
(Total Productive Maintenance- TPM) http://total-productive-maintenance.blogspot.com/
(Total Quality Management- TQM) http://total-quality-concept.blogspot.com/
(Training and Development) http://training-function.blogspot.com/
(Training Games) http://training-games.blogspot.com/
(Trainers’ Qualities) http://trainers-qualities.blogspot.com/
(Train the Trainers) http://train-trainers.blogspot.com/
(Train the Trainers) http://train-trainer.blogspot.com/
(Training of Trainers- Comprehensive at One Place) http://training-of-trainers.blogspot.com/
(Transaction Analysis- TA) http://transaction-analysis.blogspot.com/
(Tourism, Travel and Sightseeing Management- India) http://india-tours-sightseeing.blogspot.com/
(Tourism, Travel and Sightseeing Management- World) http://sightseeing-guide.blogspot.com/
(Tourism, Trave and Sightseeing Management- World Heritage Sites) http://world-heritage-spots.blogspot.com/
(TRIZ: Inventive Problem Solving) http://triz-problem-solving.blogspot.com/

V
(Value Engineering/Analysis) http://value-engineering-analysis.blogspot.com/

W
(Winners and Losers) http://winners-losers.blogspot.com/
(Work Study: Method Study and Work Measurement) http://workstudy-measurement.blogspot.com/
(Work Methods or Practices: Efficient) http://efficient-work-methods.blogspot.com/
(World Class Manufacturing) http://world-class-manufacturing.blogspot.com/
(Writings of Shyam Bhatawdekar on Management) http://writings-of-shyam.blogspot.com/
(Written Communication) http://written-communication.blogspot.com/

Z
(Zero Based Budgeting) http://zero-based-budgeting.blogspot.com/

Clap

Clap is a very simple, yet, a very effective management exercise that can be used in any kind of workshop, seminar, training program or conference. It can used at the beginning of the program and also, throughout the program. It is also very effective to make your point to the participants of any improvement or self improvement programs, "You can do it if you wish to do it."

As you start the introduction of the participants, tell them to clap for each participant after he is introduced in the seminar hall. You will invariably notice that the clapping after the introduction of the first participant will be somewhat lukewarm. It will not carry any enthusiasm on the part of the participants.

So, after the first clapping, stop the introduction session and request the participants to clap for the first introduced person loudly. The loudness and participation in clapping will be better this time. Yet, tell them, "Its not good enough. Please clap still louder." They will clap much better, much louder. Now encourage by saying, "Still louder." And the clap will start getting more enthusiastic, participative and thunderous.

Sum up your observations by saying, "Ladies and gentlemen, I was sure that you could do it. You started with very weak clapping and look here now- you are clapping so very well, it is roaring. This is the first lesson of this program. It's you who can do it; no one else. And you can do it if you want to do it. Now please clap still better after introduction of each one of the rest of the group. Improve. Improvement is the name of the game and you can improve everywhere."

At the conclusion of all the introductions, before starting you next session instruct the participants, "In this program, I want you to use clapping throughout the program. As and when any person in the group shares a good point with the rest of the group and you like that point, clap for that person thunderously. Yes, do clap for me too. Will you?"

You may hear a big laughter and a big "yes" from the participants.

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You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Observations

How well one observes is the starting point of any improvements. If one observes more and also more keenly, he can gauge the existing status and then, the scope and potential of improvements in anything, any person or "self" much better than the person who is not so good in observing.

The management exercise presented here brings out the level of current observation skills of the individuals in a group and and also the average of the observation capabilities of the group as a whole. It establishes the need for improvement in observation and introspection skills of the participants for bringing out improvements in personal and professional effectiveness and therefore, the need for your seminar.

It is appropriate to carry out this exercise at the beginning (after the initial introductions etc) in every personal and professional effectiveness improvement program.

Instruct the participants to pull out their writing pad and pens or pencils. Ask them to write down each and every observation they made from the time they woke up in the morning till the time they entered the seminar hall. Tell them that they should put down their pens or pencils on the table after they have written down all of their observations signalling completion of their tasks. Ask them to give serial numbers to their observations.

After the whole group has finished doing this, request the first participant to tell you and the rest of the group as to how many observations he made. He will tell the number of observations he made. Repeat this with every participant of the program.

Now, make you comments by telling the range of numbers of observations made by the participants of the group i.e. the count of maximum observations and the count of minimum observations made in the group. Give them the group average also. Generally you may find that not many people in the group could make many observations. Few participants might not have written even one or two observations. Allow the participants to give you the feedback on what they experienced while doing this exercise. They might tell you that it was a pretty difficult exercise for them.

Emphasize that the first step for bringing out any improvement in anything, in personal and professional life is to improve the observation skills.

You may extend this exercise by requesting the participants to identify the observations made by each one of them on human beings and inanimate objects. Show them the percentages of two types of observations- the human beings related observations and inanimate objects related observations.

You may even go further and request them to identify the observations made on "self" out of the the observations made on human beings by them. Work out and show these percentages too. The observations made on "self" might be much less, perhaps.

In most of the groups a pattern will emerge that observations made on human beings are less than the observations made on inanimate objects. And within the observations made on human beings the observations made on "self" are less than the ones made on other people.

Conclude by saying that if the participants wish to bring about the improvements within themselves, it will be necessary for them to start introspecting more and more i.e. observations within "self". And deliver your punch line by saying that your program will include these aspects.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Innovative Introductions

In any program or seminar, introduction of each participant of the program to program leader and to rest of participants of the program is a great etiquette and an appropriate program kick- off. It is also a pretty decent icebreaker.

Here we present to you an innovative way of these much needed introductions. The method of introductions suggested here can be used particularly for a group where most of the participants do not know each other or know each other only slightly. Also the group size should not be too large since this creative method of introductions may end up taking lot of time of the total program duration and you may be seen as whiling away the limited available time of the seminar.

In this method of introductions, rather than requesting each participant to introduce himself to the rest of the group as is usually done, you as the program leader will request one participant to introduce the other participant to the rest of the group.

At the beginning of the exercise, make pairs of the participants- each pair will consist of two participants. Make pairs randomly. For doing this, you may ask the participants to count themselves from serial number 1 onwards. First participant will shout out his count as 1, the person next to him will shout out 2, the next to him 3 and so on till all participants shout out their serial numbers. Instruct the participants to remember their own serial numbers. Then you will declare that the person with his count no as 1 will pair up with the person with count no say, 11. Serial number 2 will make pair with serial number 12, serial number 3 with serial number 13 and so on.

The persons forming one pair will sit together. Tell them that in each pair, the two persons will exchange information about themselves with each other. It will be preferable that they do not write that information but keep it in their minds. That way they will show more interest in each other and will be more attentive to what the other is saying. The exchange of introductions may include complete name of the person, his educational qualifications, names of the schools where he took education, about the other close family members, his achievements, hobbies and interests and any other thing that may be interesting.

When all the pairs are ready, request them to start the introduction exercise. Call on the two persons of the first pair to the dais or towards the front portion of the hall. Suppose the names of the two persons in the first pair are "A" and "B". Request "A" to introduce "B" to the rest of the group. Similarly after introduction of "B" by "A", now "B" will take the turn to introduce his partner "A" to the audience. After both the introductions are over, request the audience to clap for the pair and you will welcome them to your seminar.

All the rest of the pairs will carry out this kind of mutual introductions for the benefit of the audience and the program leader.

The seminar hall is sure to fill with a kind of dynamism that will prove useful for the rest of the seminar.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Adjectives or Boast as Much as You Can

This management game or management exercise is an icebreaker. It also helps the facilitator or the program leader to connect himself well with the participants and the participants get introduced to each other in a very creative manner. It is a beautiful introspection tool and a motivator. It can be played at the beginning of any program.

You, as the program facilitator, will brief or instruct the participants to take out their note pads and pencils or pens and to start giving themselves some adjectives based on their strong points. Give them adequate time to scoop out their good qualities which they readily know and even those qualities which they possess but never thought about or cared about. Tell them to list out as many qualities as they can. Emphasize that here is a chance for them to boast about themselves as much as they want.

Some one in the audience may ask, "What about our disqualifications- the weaknesses?"

You should reply to clarify, "While everyone has weaknesses too, at this moment we do not wish you to remember them. If at all they interfere with your thinking about your strong points, jot them down on a separate page and do not mix up with your qualities."

Tell them that after each person has noted down all of his strengths and he has no more to add, he should put his pen or pencil down on the table. When you observe that all the participants of the program have stopped writing, instruct them to pick up the quality or strength that is best in them or which describes them the best. Give them some clues by explaining them that if some one feels that the major reason for most of his successes in life so far was his analytical capabilities, then he should pick out that quality as something special of him. Or say, other person thinks that his honesty has paid him in a big way, he could choose "honesty" as his adjective.

Once they tell you that they have picked up their best strength or adjective, tell them to write it on a name plate. Ask them to prepare a make-shift name plate by tearing out one page of their note pad and folding the paper so that it can stand on the table surface in a stable manner. Give them the colored markers that you have with you in the seminar hall to write down, in bold letters, their chosen adjective on the name plate along with their name- the name by which they would like to be addressed by you and other participants. They could choose their first name or surname (family name) or even their nick name if any.

Tell them to rhyme their names with their chosen adjective. Give an example that if someone has her name as Anita and she has chosen "good analytical capabilities" as her strong point, she could write on the name plate "Analytical Anita" as her title on the make-shift name plate. Other example could be: if person's "smartness" has been the major reason for his success and his name is Shaquir, his name plate could bear his title as "Smart Shaquir". Or say "Creative Katy" etc. Tell them to write their such titles without discussion with anyone and keep the title absolutely confidential unless you tell them to talk about it.

After all the participants finish writing their titles on the name plates, request the first participant who is nearest to you to show his name pate bearing his title or adjective to the rest of the participants and to you. Request him to shout out his adjective or the title and rest of the participants will clap for him and you will welcome him to the program. Carry this out with each participant.

The environment is sure to become vibrant and the participants start looking smart with beaming faces. A great start.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Zodiac Signs

This could be the very first game you can start with in most of the programs. It is a good starter for fellowship among the participants of the program who do not know each other prior to this meeting.

Once all the participants have arrived and they settle on their seats, request them to gather in the ante room adjacent to your seminar or program hall. If another room is not available, let them come to the free spaces available in the same hall.

Now brief them. Instruct them to start mingling with each other. Each person should start circulating within the group and start shaking hands with each other. While shaking hands, exchange the greeting like hi, hello, good morning (good evening) and the full name with the other person. Each person will have to meet each and every person of the group. This takes care of the introduction part.

Now instruct them that each person should search out in the group the person(s) of his zodiac sign. Let each person meet the rest of the persons in the group to get this information.

After completion of gathering of this information, request the participants to take their respective seats.

Now, start with the first participant, the one nearer to you to introduce his name and zodiac sign to the entire group. Also ask him to tell the entire group the names of the other persons of the group whom he found as having the same zodiac sign as his own. He will request them to stand and wave to the rest of the group. These gentlemen can correct their names if the person introducing them is making any error in pronouncing their name or is giving out an erroneous name etc.

Then, you as a facilitator can ask the group whether any person of this particular zodiac sign has been left out by the the person introducing all the persons of his zodiac sign. If there is a left out person, he will volunteer to get up from his seat and introduce himself to all others.

You will have to ask maximum of first 12 persons to do this kind of introduction of the other participants since there are maximum of 12 zodiac signs and with that you can cover the introduction of the entire group.

Most of the times the participants may not include you (you being the group facilitator or seminar/program leader). In that case, just kid a bit by enquiring as to why hasn't anyone approached you or get introduced to you and enquire your zodiac sign. People will have a hearty laughter- join in their laughter.

Thank them all and start your next activity.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Volleyball

It is a good energizer and even an icebreaker and can be played after the participants of a program start knowing each other a bit and start registering and remembering the names of their fellow participants.

Divide the group into two subgroups. For grouping, ask each participant to shout out his serial number. For example, the first participant will shout out his serial number as 1. Second one will shout out 2, third one 3 and fourth one 4 and so on till all the participants are covered. Then announce that all odd numbered participants will constitute subgroup 1 and all even numbered participants will form subgroup 2.

Give participants of each subgroup couple of minutes to give subgroup a nice name or title by way of an internal discussion. They will also appoint their captains.

Now the two subgroup start playing the game of volleyball in the conference room itself.

You will act as referee. You will start the game with toss of coin. The winning captain's team is awarded the first service. You will hand over the imaginary ball to the toss winning team.

A player of the toss winning team does the first service and throws the imaginary ball by doing an action of throwing the ball by shouting out the name of the player of the opposite team. If the name of the player at whom he is throwing the ball is correct, the service is judged as good service otherwise the player of team 1 is out of the game because he committed a foul.

The player of the opposite team 2 receiving the service ball takes the ball in his hand by doing the acting of catching the ball and has to pass the ball to any one player of his own team by doing an action of throwing the ball to him. If he directly throws the ball to the opposite team 1, it is treated a foul and he is out of the game. If he passes the ball to his own team player without shouting the name of the receiving player, then again it is a foul and he is out of the game. So, while passing the ball to his own team's player, he has to shout out the correct name of the payer of his team to whom he is passing the ball. If he does so correctly, he continues to play the further game or otherwise he is out of the game.

Thus, shouting out incorrect name of one's own team player or the team player of the opposite is always a foul. Not passing the ball first to one's own team player and sending it directly to the opposite team in the running game (except for the service ball) is also a foul.

Whenever there is foul by one team as mentioned above, the opposite team gets to serve. Only during the serve, the player does not pass the ball to his own team player and sends the ball directly to a player of the opposite team. In rest of the game, the ball has to be first passed on to one's own team payer and then in turn, that team player sends the ball to the opposite team by shouting out the name of the payer of the opposite team to whom he is throwing the ball.

At every foul, the player committing the foul has to leave the game and sit outside as an observer.

The team whose all the players get out of the game first, loses the game. The other team wins.

It's quite a fun game.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

All Management Games and Icebreakers at One Place

This page will provide you the most comprehensive collection of all management games and icebreakers.

One management game or icebreaker will be posted every day.

Welcome.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

(If you are interested in management case studies, management anecdotes or funny little stories of the corporate world, you may like to refer them at: http://corporate-case-studies.blogspot.com/)