This management exercise is a participative exercise and can be used to impress the point that for personal and professional growth and progress, others' feedback of self is important. Or you, as the faculty or program leader, can use it to convey that getting feedback from others is an objective way of knowing one's strengths and weaknesses. After knowing strengths and weaknesses, the person can plan his future steps to improve himself further. You can also connect it with your Johari Window's session if you have planned one in your workshop. This is a very good exercise in any kind of behavioral training.
Tell them that this exercise is pretty sensitive since not only are we going to seek the strengths but also the weaknesses of the person who will have the spotlight on him. So whosoever wishes to get spotlighted must keep this in mind and then volunteer to be spotlighted by the rest of the group. The volunteer will sit in a chair in front of the audience and get subjected to feedback from the other participants on him about his strengths and weaknesses.
Many persons in the group may volunteer. Depending upon your time schedule of the entire workshop, decide as to how many persons out of those who have volunteered could be covered through this exercise.
Invite the first volunteer to sit in the chair right in front of the rest of the participants and tell that today the spotlight is on the person who has volunteered to be dissected by the group. Then ask each person in the group to think about one strength and one weakness of the spotlighted person (the volunteer).
Give them the phrase which they should use in doing so. For example, the person giving the feedback should give the feedback on volunteer's strong point by saying, "I like you (name of the volunteer) because you are (the strength of the volunteer)." Similarly for giving feedback on weakness he should say, "One thing you can improve upon (name of the volunteer) is (weakness of the volunteer)."
Request the person being spotlighted (volunteer) to write down the feedback given to him in this way- particularly he should definitely write down the surprises- the strengths and weaknesses that he was not aware of till he received this feedback.
After every person in the group gives this kind of feedback to the spotlighted person (volunteer), ask the spotlighted person to express his feelings about this exercise. How did this exercise benefit him?
Then call the next volunteer and now the spotlight would be on him. In this manner cover all or as many volunteers as possible depending on the time at hand with you.
Conclude the spotlight exercise by sharing your observations with the audience.
Tell them that this exercise is pretty sensitive since not only are we going to seek the strengths but also the weaknesses of the person who will have the spotlight on him. So whosoever wishes to get spotlighted must keep this in mind and then volunteer to be spotlighted by the rest of the group. The volunteer will sit in a chair in front of the audience and get subjected to feedback from the other participants on him about his strengths and weaknesses.
Many persons in the group may volunteer. Depending upon your time schedule of the entire workshop, decide as to how many persons out of those who have volunteered could be covered through this exercise.
Invite the first volunteer to sit in the chair right in front of the rest of the participants and tell that today the spotlight is on the person who has volunteered to be dissected by the group. Then ask each person in the group to think about one strength and one weakness of the spotlighted person (the volunteer).
Give them the phrase which they should use in doing so. For example, the person giving the feedback should give the feedback on volunteer's strong point by saying, "I like you (name of the volunteer) because you are (the strength of the volunteer)." Similarly for giving feedback on weakness he should say, "One thing you can improve upon (name of the volunteer) is (weakness of the volunteer)."
Request the person being spotlighted (volunteer) to write down the feedback given to him in this way- particularly he should definitely write down the surprises- the strengths and weaknesses that he was not aware of till he received this feedback.
After every person in the group gives this kind of feedback to the spotlighted person (volunteer), ask the spotlighted person to express his feelings about this exercise. How did this exercise benefit him?
Then call the next volunteer and now the spotlight would be on him. In this manner cover all or as many volunteers as possible depending on the time at hand with you.
Conclude the spotlight exercise by sharing your observations with the audience.
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:
- Classic Management Games, Exercises, Energizers and Icebreakers
- Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
- Classic Team Building Games, Exercises, Energizers and Icebreakers
- 101 Classic Management Games, Exercises, Energizers and Icebreakers
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