Management Games and Icebreakers: Management Game

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Monday, September 12, 2011

Original Johari Window Game/Exercise

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/

Refer high quality Management eNotes http://management-enotes.blogspot.com/

For free tutorials on “Train the Trainers” program, refer: http://train-trainers.blogspot.com/

Original Johari Window Game/Exercise

Joseph Luft and Harry Ingham, creators of Johari Window concept and model had devised an exercise/game to illustrate their "Johari Window".

You, as a management trainer or workshop coordinator, can use that game with lots of advantage to your seminar/workshop participants. This exercise is best used to explain the concept and model "Johari Window". It is a very effective exercise on "self-awareness", "introspection" and "self-improvement". It explains the concepts of "feedback" and "disclosure" as well as the four well-known quadrants of Johari Window.

The exercise is best suited for training programs titled "enhancing professional and personal effectiveness", "creativity unlimited", "personality development", "self-improvement", "Johari Window", "organizational development" etc.

The exercise is explained below:

In this exercise, in all 56 adjectives are selected to completely describe a human being. These adjectives are given below and are arranged in an alphabetic order:

Able
Accepting
Adaptable
Bold
Brave
Calm
Caring
Cheerful
Clever
Complex
Confident
Dependable
Dignified
Energetic
Extroverted
Friendly
Giving
Happy
Helpful
Idealistic
Independent
Ingenious
Intelligent
Introverted
Kind
Knowledgeable
Logical
Loving
Mature
Modest
Nervous
Observant
Organized
Patient
Powerful
Proud
Quiet
Reflective
Relaxed
Religious
Responsive
Searching
Self-assertive
Self-conscious
Sensible
Sentimental
Shy
Silly
Smart
Spontaneous
Sympathetic
Tense
Trustworthy
Warm
Wise
Witty

This list of 56 adjectives is displayed in front of the participants who wish to subject themselves for introspection and feedback. Participants can request for explanation or meaning of the adjectives not clear to them. Each participant is then requested to pick up five or six adjectives out of this list that describe their own personality as per their own assessment. As the next step the participants are requested to pick up five or six adjectives that describe each of their fellow participants. These adjectives are then mapped by each participant onto the four partitions or quadrants of Johari Window in the following manner.

First quadrant: Open self: Adjectives that are selected by both the participant himself and his fellow participants are pooled together and placed in the “open self” compartment of Johari Window. These adjectives are those adjectives or traits of the participant that both he and his fellow participants are knowing.

Second quadrant: Hidden self: Adjectives selected only by the participant himself but not by any of his fellows, are placed into the “hidden self” compartment. This information about the adjectives of the self are known only to the participant and the fellow participants do not know about them. The participant himself will have to bring these traits of his into the open and put them to use.

Third quadrant: Blind self: Adjectives that are not selected by participant himself but only by his fellows are placed into the “blind self” compartment. These are those adjectives that the participant is not knowing but others know about them. The participant can decide to invite the feedback on these from his fellow participants so that he starts knowing about his additional qualities he possess but has not used them so far.

Fourth quadrant: Dark self: Adjectives that were not selected by either participant or by his fellow participants will be placed in the “dark self” compartment. These qualities of the participant were not recognized by anyone who participated in this exercise. the concerned participant will have to take a close look at these adjectives and make a plan of action to develop some of these qualities as per his requirements.

You will now instruct the participants on making a plan of action based on this kind of mapping. They should pick up some of the adjectives/qualities that they found in their hidden self, blind self and dark self and make a plan to start putting them to use. They should specify a time line for implementing this plan of action. Also they should specify how they will use those qualities.

You can provide them necessary guidance to shape up and finalize their plan of action.

Now have a few participants make presentations of their plan of actions to you and to the rest of the participants. Make your comments after each presentation to further improve their action plan.

Wrap up the exercise by wishing the participants best of luck for implementation of their action plans.

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

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/

Sunday, August 28, 2011

Hot Hat or Hot Basket

Refer high quality Management eNotes http://management-enotes.blogspot.com/

For free tutorials on “Train the Trainers” program, refer: http://train-trainers.blogspot.com/

Hot Hat or Hot Basket

"Passing the hat" is an intelligent game/exercise that you as the program coordinator or workshop leader can use for review of your entire program at the end of the program or you can also use it at the end of every session/module of your workshop or seminar. Through such review method, you can check out the extent of learning by the participants of the topic(s) under review by giving the participants active role and responsibility in the review sessions. This game also facilitates the recap of the entire program or any particular session/module. The participant's learnings also get reinforced by this kind of

review.

The game/exercise is a good energizer and it is quite participative. It gives you an excellent feedback on how well the participants are responding to your way of facilitation or teaching and then, you can bring out suitable modifications in it.

You will have to announce about usage of this method of review by you right at the beginning of your seminar/workshop. You will also need to give them the details of this methodology (which will become clear to you as you read on). This announcement is sure to make them sit up and pay more serious attention in your program- that's your and participants' big advantage.

Whenever during your workshop you decide to review the level of absorption of the learnings by the participants, you can ask the participants to write review questions for the topic(s) under review. Each participant will write one review question related to some aspect of the session/module you just concluded and which is under the recap now. They should write their names on the papers on which they wrote the questions. They should write the question without consulting each other.

Go with a hat or a basket around the seminar room and ask each participant to drop his review question that he would have written on a standard sized piece of paper, into the hat/basket. Now this hat or basket has become hot with questions and so, we will call it "hot hat" or "hot basket".

Shuffle the contents of the hot hat/basket well. Now randomly choose any one participant, go near him and ask him to pick up one piece of paper and let him read out loudly. And ask him to answer that question. Make sure that the piece of paper he picked up was not written by him. If he does so, ask him to choose another question.

Keep picking up many participants randomly one after other and let each one pick up a question not written by him and answer it. Encourage rest of the participants to fill in any gaps in the answer given by that particular participant.

If you still feel that the answer was not complete, add your own explanation.

When you realize that all the important and significant aspects of the topic(s) under the review have been taken care of, you can conclude the session by congratulating the participants for having done an excellent job of the recap. Let them celebrate their success by loud clapping by all them and you too can join in.

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

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

Tuesday, August 16, 2011

Change One Word

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/

For free tutorials on “Train the Trainers” program, refer: http://train-trainers.blogspot.com/

Change One Word

This exercise is a kind of fun game for achieving the serious objective of review or recap of the workshop or seminar. You, as the program leader or coordinator, can use it gainfully towards the end of the entire program or even at the end of some of the important sessions of the program when you wish to check the level of understanding of the sessions by the participants.

The exercise makes an individual sit up and work seriously and then contribute towards the group effort. Therefore, it is an individual as well as group exercise. It is a good motivator and energizer.

You may also use it as an icebreaker as one of your initial sessions of the program to let the participants voice their expectations from the program or for setting up the ground rules (code of conduct) of the program.

The participants continue sitting in their normal seating positions in the seminar room.

Depending on the topic of your session(s) or your entire program which you wish the participants to recap through this exercise so that you can also review their understanding of the subject(s) covered by you, you will ask the first participant sitting nearest to you to shout out a phrase consisting of two words that relates to the topics/subjects under review. The two words should point at one of the concepts or techniques or piece of knowledge covered by you in your session(s). Let us look at an example as given below:

Say you have conducted a few sessions on "Time Management" and you now wish the participants to recap their learnings related to time management and you also want to find out their level of absorption of knowledge on time management. So, you instruct the participant to speak out one phrase of two words related to some aspect of time management.

Say, the first participant says "Task Prioritization".

Now the next participant will have to change one word of this phrase and make another phrase by choosing one new word and combining it with one word of the earlier phrase.

Say, the next participant says, "Task Analysis". Now it the turn of the third participant to construct another phrase of two words in the same manner i.e. changing one word of the earlier phrase.

Say, the third participant says, "ABC Analysis".

Then let us say that the fourth participant says, "Analysis Urgency".

Another one may say, "Urgency Importance"

And this way each and every participant keeps contributing towards the session's recap and review.

You can carry on till all the participants have contributed. If you find that you need to continue the second round, by all means do so till all the aspects of the topic under review and recap are fully covered by the participants.

Now if you find that certain aspects of the topic are still not recalled by the participants, add them from your side. Conclude the review session by thanking the participants for their excellent understanding of the topic. In case they fared badly, give your constructive critique and re-explain the parts of the topic not absorbed by the participants.

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

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

Monday, February 7, 2011

Treasure Hunt

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)

If as a faculty or as a workshop or seminar leader, you are conducting the sessions on team work, team building, consensus building, creativity, time management etc you can use “Treasure Hunt” with advantage. It is also a good management exercise to check the knowledge assimilation level of the participants on the topics that you have imparted the through your program. You can also administer this game for the new recruits in an organization to check up their understanding level about the organization they joined.

As a management game, “Treasure Hunt” consists of a set of clues that lead to a treasure. The treasure will be in the form of a prize. The prize can range from a minor gift to a major gift to the winner depending on the scale of the game and availability of the budget. It is a group game and invokes lots of participation. It works as an energizer too.

Form groups of 4 to 5 persons per group picked up randomly. The method for grouping the participants in a group randomly is given in the management exercise titled “Pass the Message” at http://management-games-icebreakers.blogspot.com/2010/08/pass-message.html.

The clues need to be in form of small tasks or assignments around the topics that you as a faculty have included in your seminar or workshop or if it is an induction program you are conducting for the organization for its new recruits, the clues can touch the different aspects of the organization like its physical facilities, functions of various departments, organizational policies/systems/processes, its products etc.

The groups formed by you are now are pitted against each other for the game. Set out the time limit for completing the game. Also, a set of rules can be laid down such as:

·Groups are not supposed to take help from any person outside the group.

·Groups are to follow the prescribed route.

·Each place will either have a person who will have the clue or the clue will be hidden

somewhere and the groups will have to find it out to proceed to next clue.

·There will be marshals everywhere to judge the actions of the groups.

Start by giving each team the first clue or first set of clues. At the end of the clue give a hint of where and from whom the groups can get the second clue or second set of clues. Only when one clue or one set of clues is solved the first task is reckoned to be completed after which the group can move further to the next clue.

The assignments or tasks of solving the clue(s) should be such that the individual skills and the group skills are tested equally.

The first round of clues would be at a simpler level. If a set of many clues is given at one time, the group can choose which clue to crack first depending upon the capability of the group members and considering the time management aspect.

Once the different clues in the first level are solved the groups will get a second set of clue as their next level task or assignment from a place and person whose hint would have been given at the end of the first set of clues. The second level assignments can be tougher than those in the first level. Collating these clues the teams would have to solve the second level of the game and look out for the place and person from where they can get the next level of clues.

Solving the second level would again provide them a set of clues that would lead them to third and final level. The team solving this level in the best possible manner and within the given time limit will be the winner. Levels can be added or deleted depending upon necessity.

All the participants will join you in congratulating the winner group who finally hunted the treasure and thus the prize or gift.

Now, start discussions among the various groups to share as to where they missed out and where they did well and why. They should also come out with suggestions on how they will like to play the same game again.

Share your observations about each group and various participants with a positive critique. Fill them in with additional inputs you wish to provide and wrap up the session.

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

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

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