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Go Wrong
Even if we create excellent courses and training plans, as trainers we also recognize
that a game or activity that worked with one group may not work with another. In
order to be comfortable that you have selected the best activities, consider the
following:
Avoid activities that would annoy you if you were a participant.
Adjust the length and type of activity to suit the length of the training
session. A one-day workshop may or may not benefit from a 45 minute icebreaker at the
beginning; a five or ten minute icebreaker is probably just fine. However, if your group is taking
part in a three to five day workshop and the outcomes improve when participants get to know
one another really well, then an extensive game of up to an hour is appropriate.
Know your audience. Senior staff does not usually want to look silly or foolish in front of their
subordinates. Junior staff may not be comfortable looking silly in front of their boss.
If participants arrive in business clothes, they may not be comfortable with really active games.
If your session will be highly active or calls for casual clothes, make sure that participants know
that ahead of time.
Participants who work together may know each other very well will find some exercises
redundant. Be selective about the activities that you choose.
Learning that dealing with personal development subjects such as communication or team
building will benefit from games more so than training that is related to computer software, for
example. The software group, however, might really need one or even several short energizers
throughout the day to maintain motivation levels as well as retention.
If an activity flops: If an activity does not go over well with your group, don’t push it through to the end
just because it’s a part of your lesson plan. Sometimes the dynamics of a group do not support an
activity.