WorkSMART Blog

Through our Trainers Warehouse Show & Share sessions, we’ve gathered practical insights from facilitation expert Cornelius “Nelius” Dowdell on how leaders can uncover and shape company culture. His approach is straightforward: start with honest input, create space for dialogue, and pay close attention to the behaviors you reinforce. Set up "Aha" Moments Dowdell started the conversation by asking the group to describe their culture in one word. Using Aha Slides to synthesize results into a word cloud, in real time, he could then direct the conversation to the most common and/or pressing responses. What emerges is not the polished version of culture found in mission statements, but a more candid reflection of how people actually experience the organization. If leaders want to influence culture, they first need to understand it—and that requires broad, unfiltered input. Try a Feelings Wheel  Another effective way to deepen the conversation is by asking people how they’re feeling. While the question sounds simple, many struggle to find the right words. A Feelings or Emotions Wheel provides the language people need to express themselves more precisely. Keep it simple with the Emotions Wheel available on the Zoom whiteboard templates, or go deeper with a more detailed feelings wheel. Alternatively, grab an Emotions Card Deck, where players choose a card that describes how they're feeling right now, or how they wish they felt at work. Whether using a basic visual or a more detailed tool, a quick emotional check-in can set the stage for more meaningful dialogue later. Start a Dialogue and Listen Get groups talking... and hear what they have to say After a quick feelings check, one of Neil's favorite ways to kick off a leadership culture session is to use a Trainers Warehouse Thumball. Even before introducing himself, he might set a ball or two play to get people thinking, connecting, and talking about the learning topic. With the Thumball, he simply tosses the ball and asks the catcher to read the topic under their right thumb. "Wherever the thumb lands is the topic we discuss," he says. Alternatively, he'll play a rapid-fire game, asking each person to respond to the prompt in just 10 seconds before tossing the ball to another player. In bigger groups, he might break into smaller teams. It's yet another way to initiate dialogue so people feel more comfortable sharing deeper thoughts as the session progresses. Just as important as getting people talking is what leaders do next. As Dowdell puts it, "imagine the impact on culture if a leader simply takes the time to find out where people are—and listens. Model Sharing and Vulnerability Part of getting employees to open up and share is creating a psychologically safe environment to make that happen. Those environments don't just happen, however. They result when organizational leaders open up and share their own foibles, mistakes, and frustrations. If you want others to share, then begin by demonstrating your own errors, learning moments, or needs for assistance.   PRACTICE ASKING AND ANSWERING QUESTIONS When talking about organizational culture, coaching people to ask questions, answer, and listen is critical. Rather than simply saying "yes" all the time, healthy corporate cultures welcome conversation and questioning as a way to build clarity and understanding. For this, Dowdell often turns to UNZIP-it! Card Decks. Participants can answer a simple question about "favorites," and partners can practice asking follow-up questions to learn more. Sure, a facilitator could talk about the importance of coaches asking questions, but using tools to help participants get to the meat and potatoes of the substance on their own is generally more effective, he explains. EXPLORE WHAT BEHAVIORS YOU ARE REINFORCING BEHAVIOR CHANGE At the heart of Dowdell’s message is a critical truth: company culture is revealed through behavior. Organizations often define their values clearly, but the real question is whether those values show up in practice. Where does the culture break under pressure? What behaviors are tolerated, even when they contradict stated values? Culture is not what we say—it’s what we reinforce. What gets rewarded, ignored, or repeated ultimately defines how people behave. UNWRITTEN RULES One effective way to explore this is by examining unwritten rules. These informal norms—what people really do and expect—offer valuable insight into how the organization operates. Some may be lighthearted (i.e. food left on the counter is for sharing; if it's in the fridge, it's not), but others reveal deeper truths about expectations, communication, and accountability. Surfacing these rules helps teams identify gaps between stated values and lived experience, making company culture more visible and actionable. They can also be good new-hire tips, that wouldn't be found in an employee handbook! MAKING CULTURE REAL Dowell explains four steps necessary to make culture real. First, you need to identify the goals. Perhaps, for instance, it's showing up to meetings on time. If you don't know what you're striving for, it's impossible to get there. Next, identify how that behavior will be modeled and reinforced—through processes, accountability, or peer support. Encourage individuals to self-assess how they're performing with regard to company values. Ask where they feel their strengths lie, and where they see room for improvement. Don't forget to reward those successes and cultural shifts using I Noticed notes, Kudos for Values, or peer-to-peer recognition tools. And, suggest that individuals treat themselves when they've hit a personal goal. Equally important is giving people time to practice. Scenarios, team challenges, and structured activities create opportunities to build new habits and reflect on outcomes. Save time using Trainers Warehouse's WorkPlays scenarios and ready-to-go teambuilding games that promise rich debriefs--about process improvement, roles, communication, team dynamics, and the like. OVERCOMING LEADERS' RESISTANCE TO CULTURE CHANGE Culture change frequently faces resistance, not just from teams asked to abide by the company culture, but also from leaders themselves.  When asked why, the top response is typically ambiguity. When cultural initiatives lack clarity, ownership, or measurable outcomes, they are difficult to sustain. To overcome this, organizations must connect company culture to strategic priorities. Define the behaviors, track them consistently, and measure their impact. Engagement is not a one-time event. It’s an ongoing leadership commitment. CONCLUSION Company culture is often discussed in broad, aspirational terms, but Dowdell’s approach brings it back to something far more concrete: conversations, behaviors, and reinforcement. When leaders take the time to listen, model openness, and align what they reward with what they say they value, culture begins to shift in visible ways. The real work of culture isn’t found in statements or slogans—it’s found in the everyday moments where people choose how to speak, act, and respond. Over time, those moments add up, shaping not just how work gets done, but how people experience being part of the organization.  

Teach, energize, and engage learners with 5 terrific games and learning events using the Trainers Warehouse Me First! Buzzer System.

You probably don’t need to be told that employee recognition fuels engagement, motivation, and retention. After all, recognition is said to increase performance by as much as 24%. The challenge? Many appreciation programs come with hefty price tags — from bonuses to trips and elaborate awards. Saying “good job” or “I appreciate you” doesn’t need to break the bank. When my boys were in elementary school, Principal Mark Springer would have a weekly “Star Assembly” where he’d recognize two students from every classroom to come up and receive a prize. Teachers would ensure that every student received two stars over the course of the year. My kids are college graduates now, but they still have those cardboard stars with their names on them tucked away among their keepsakes. Indeed, with a little creativity and consistency, small gestures can go a long way. Before starting your own affordable appreciation or recognition program, ask yourself: What do I hope to achieve by recognizing this person or team? Are you looking to build positivity and engagement? Acknowledge big accomplishments? Build team spirit? Understanding this first will help you match your recognition strategy to your goal. REWARD – focus on Grandiose Achievements Every once in a while, you need to make your recognition extra special. For those especially significant accomplishments, celebrate in public, with lots of fanfare. These resources can help mark the occasion: Certificates and diplomas – these typically get lost in a drawer unless they are distributed in a padded certificate folder, plaque, or DocU-Sleeve. Stage a graduation or award ceremony and invite recipients to give an acceptance speech. Develop a unique trophy that speaks to the particular achievement — choose anything from a custom glass award to a playful piece, depending on the statement you hope to make. MOTIVATE – shoot for Everyday Accolades Don’t reserve recognition for momentous events. Build engagement by acknowledging the little stuff too, as frequent feedback will inspire additional effort. In this case, a big “to do” is less important than consistency. Try these tools to make it inexpensive and super easy: Catch someone doing something good and hand them a “You Got Caught…” Card. Jot a note on the back, reminding them of what they did. Share a Token of Appreciation that folks can keep in their pocket or pass along to the next worthy recipient. Leave a sticky note at someone’s workstation to acknowledge their effort or contribution. Check off a box on a playful Kudos Note and dash off a note of appreciation. Schedule a weekly “Commendations Conference,” at which you can recognize positive contributions big and small–from having to positive attitude to solving a tricky problem. Ask colleagues to nominate one another for the recognition. BUILD UNITY – try some Team Treats Team success sometimes takes more effort than solo missions. When teams work well together, make a fuss. Recognize both individual and team contributions with items like these: Award a team trophy–anything from a Puzzle Piece trophy to something representative of the team’s achievement. Make peer-to-peer recognition easy with Kudos Notes for teams. Present the same prize to every team member. It can be as small as a desk toy or lapel pin, or as big as a party. Gift cards can also be quite thoughtful, but keep in mind that more visible rewards may give you more bang for the buck in terms of being more memorable. HAVE FUN – use Playful Prizes to say “good job” Small prizes can make a big impact when it comes to humor, fun and levity. Playful prizes can encourage participation and inspire positive feelings. These do-it-yourself, low-cost tokens can pack a punch: Customize your own Scratch Tickets. 1,000,000 bill says “Thanks a Million.” Sweet treats can invite a play on words, as well as be tasty and shareable favorite handmade messages include: Tootsie Roll – You’re on a roll! Extra Gum – Thanks for being Extraordinary! Starburst – You’re a star! Milky Way – You’re out of this world! Swedish Fish – you’re o“FISH”ally the best! Barnum’s Animal Crackers – this place would be a zoo without you! M&Ms – you’re Magnificent & Marvelous Build excitement with a Prize Wheel Try the Cracker Jacks or dentist office approach, where the prize winner gets to pick their prize from a display. JUST DO IT! Giving recognition does not require a large budget or time investment. However, saying “great job,” in private or public, with fanfare or discretion, and accompanied by a large or small token, can have an impact that’s much larger than the gesture. READ MORE… Susan Landay has written extensively about appreciation and recognition. Find more ideas in these additional articles: TD Magazine’s “Affordable Appreciation”, by Susan Landay – NOTE: This publication is available only to ATD members. If you’d like a copy, let me know, and I’ll send you a gift copy! Recognition Increases Performance 24% The ROI of Recognition Criticism, Feedback, and the Power of Praise Promoting Core Values in your Company Amazing Swag Bags for your Company

More and more trainers are invited into C-suites as facilitators, strategic advisors, and leadership development experts. Having consultant-grade tools and capabilities can make those interactions invaluable to senior execs. We spoke to L&D expert David Dye, co-founder of Let’s Grow Leaders, about his card deck, Synergy Stack. The Synergy Stack deck is an excellent resource to help focus executives and fuel change at the highest levels of the organization, as well as at each level down the line. 3 Requirements for Affecting Change 1) People must WANT IT! Help people figure out why a change is important to them. Help them tap into their own desire. You can’t give this to anyone else. They need to own it for themselves. Change, the kind you want, doesn’t “just happen.” People make it happen. 2) People must OWN IT! Those who feel no ownership over a change are unlikely to help make it happen. So, if you want to change to happen, in addition to “wanting it,” you need to “own it” and take responsibility for it. Coaches, spouses, partners, and friends know this too. We can’t change others, or “make” them change. Change agents must do it themselves. 3) People must know HOW TO DO IT Once people identify WHAT they want and are ready to take responsibility for making change happen, the question is HOW. How can we help our leaders and colleagues make change happen? The key is what David Dye refers to as the Performance Loop. Using the Synergy Stack Performance Loop to Fuel Change Synergy Stackis’s Performance Loop is built around 48 HABITS, divided into 4 categories. CONNECTION: the first 12 habits relate to having a team you can trust. CLARITY: these 12 habits refer to developing a shared understanding of what success looks like. CURIOSITY: the third step in the loop consists of 12 habits that encourage change-makers to consider alternative approaches and perspectives. COMMITMENT: the final 12 habits focus on agreement, celebration, and accountability. When using the deck, Dye recommends laying all of the cards out of a table. Then have teams look through the cards to: Identify habits in which they feel they are quite strong See if multiple teammates have the same strengths or different ones Identify the habits which seem to be lacking among the group Discuss the impact of lacking habits Explore ways to encourage or develop new habits that could serve the group well. Facilitators and coaches might focus on a single performance category, or on all four elements. Developing new habits requires trial and error, practice, and commitment. Appropriately, the Synergy Stack deck offers language on each habit card, exemplifying what it might sound like, so practitioners can develop new skills and habits. Making change happen – from wish to habit Achieving a goal certainly depends upon individuals wanting change and owning it. Even then, however, implementing change and attaining success requires habits of communication, clarity, curiosity, and commitment.

With all the team-building games out there–in books, on blogs, facilitated by consultants, and shared in social media–how is one to know what experience is right for their group? The truth is that too many variables exist for there to be any “right answers.” But, hopefully, we can help you ask the right questions so you’re better able to hone in on a handful of good candidates that will meet your needs. Goals The first question to ask yourself is “What is my goal?” Any game or activity you undertake should have a clear purpose, which should be communicated to participants. Your ability to be completely transparent about the goal will help you get buy-in and participation and will help make the effort a success. To articulate your goal, think about your group in terms of both who they are and how they currently work together–are they just getting to know each other? do they know each other well already? Is there a particular challenge they’re facing? Try breaking down the goals into these three broad strokes: Raise awareness — of issues, personality styles, and roles Bring the team together to build relationships — build trust, address problems, improve performance Build specific collaborative skills — such as communication, listening, process improvement No matter the goal, be aware that with most team games, the most important part of the experience is the reflection, learning, discussion, and forward-thinking that happens at the end. As you choose a game, think about the balance of planning time relative to the time taken to complete the task. Your review should address the planning stages of the process, as well as the experience of completing whatever challenge you set out. Time Once you have an idea of what you want to accomplish, the next questions relate to time and budget. With respect to time, understand that a more involved, lengthier experience will give more substance on which participants can reflect. In addition, longer debriefs and discussions will allow current work issues to surface and give the group time to work through ways to apply the learning to their day-to-day challenges. While shorter experiences can help to build relationships, awareness, and understanding, they may not get to the deeper, underlying issues. You may wonder if the ultimate goal is to uncover real work issues, then why start with a simulated activity? The reason is that it’s easier for people to make observations and raise concerns in fictional situations than in real ones. But once the topic is broached, people can more comfortably address the ways in which the simulation mirrors the real-world challenges — and discuss new techniques or processes that will yield better results. Budget Finally, we get to the question of money. We’ve found many team-building experiences both online and in books that won’t cost a penny but may require you to gather props from around the house. If you’re on a low budget or need to travel light, Jim Cain has a series of books that will come in handy (Rope Games, Find Something to Do – no prop activities, and the Big Book of Low-cost Training Games), as does Tom Heck (Duct Tape Teambuilding Games). Sometimes, however, managers and team leaders opt for an experience that signals greater professionalism, planning, and investment. Beyond these perceptions, many pricier games are built on the intellectual property of team-building experts and come with robust facilitation notes. Cognitive Challenge Consider too the organizational level of your group. For executive teams, you’ll want the challenge of the team-building game to match the complexity of their day-to-day work. If an experience is either too easy or too difficult, you’ll lose the group’s interest. Game Selections Following are brief descriptions of game choices categorized by goal. The infographic pictured above indicates the required time and relative expense. In addition, these brief descriptions should help you make an appropriate choice for your group. Raise Awareness of Issues, Styles, & Roles Helium Stick – Teams try to lower a really lightweight pole without anyone’s finger leaving the pole. Seems easy, but the pole tends to go up, not down. How do teams get in sync?Team Dynamics Thumball –Discuss the dynamics and interactions of your team. Whoever catches the ball responds to the prompt under their thumb: how do you support each other? show appreciation? gain commitment? build trust? treat mistakes? manage disagreements?Marshmallow Challenge – Popularized by Tom Wujec, who presented a TED Talk on the subject, the challenge is to build the tallest possible free-standing structure, which will support one marshmallow on the top, using 20 sticks of spaghetti, one yard of tape and one yard of string.Style Play Cards – 12 quick, energizing games that build awareness of 4 distinct personality styles and let players practice interacting with people of other styles.Challenging Assumptions – raise awareness of preconceptions as small groups work to assemble a seemingly simple puzzle. They start by turning all the pieces face up and there the learning begins. Bring Teams Together Talk about our Dynamics Get to Know Each Other — Thumballs are a great way to discover things about other people. A variety of these balls are suitable for work environments. They’re fun, active, and not intimidating at all!Team Dynamics Thumball –Discuss the dynamics and interactions of your team. Whoever catches the ball responds to the prompt under their thumb: how do you support each other? show appreciation? gain commitment? build trust? treat mistakes? manage disagreements?Images of Organizations – The 16 images in this unique pack present a variety of work environments (both positive and frustrating) and will help your group talk openly about difficult topics. Problem-Solve Together Matrix Puzzle – Each card in the deck contains one clue. Without writing anything down or sharing their clues, teams need to sort out the logic puzzle and find the solution. The Teamwork & Teamplay Card Deck has one such activity. Marshmallow Challenge – Popularized by Tom Wujec, who presented a TED Talk on the subject, the challenge is to build the tallest possible free-standing structure, which will support one marshmallow on the top, using 20 sticks of spaghetti, one yard of tape, and one yard of string. Seeing the Point: This puzzle challenges teams to do more with less. Each is given a set of 7 pieces and asked to create 5 uniform shapes. Creating four of these shapes is easy, but making the fifth takes creativity, out-of-the-box thinking, and the alignment of resources.  TeamWRITER: Teams must work together to position the ropes on a team writing utensil, then draw a picture or phrase, guiding the pen by their ropes.. Pipelines: Give each participant a short length of halfpipe and challenge the group to deliver a ball through the obstacle course without dropping the ball. DaBridge: Work together to build a DaVinci-style bridge with nothing but a bunch of rods and planks. PuzzleBlind: Teams collaborate to help blindfolded team members assemble an oversized puzzle. Perfect Square: For practicing leadership and consensus building, this challenge requires teams to form their 60-foot rope into a perfect square—blindfolded. Generates great discussions about interdependence, communication, leadership, and more. Construction Kits – construction kits offer oodles of exercises that will let you focus on creative problem-solving, communication, and collaboration skills. Build your own exercise or use one of these Construction Kit Games. Build Skills Listening Workstations – a matrix puzzle, whereby each card contains one piece of information. Without trading cards or writing anything down, team members must share information verbally in order to solve a challenging logic puzzle. "Co-opetition" and Negotiation T-trade™ involves three groups, each trying to achieve the best business outcome for themselves but needing to ‘make deals’ with other groups in order to be successful. How do they go about making mutually acceptable agreements and yet maintain their focus on achieving the best individual team results they can? Common Currency — Teams representing fictional countries must cooperate in trading coins and information while competing for the most valuable combination of coins. Interactions involve both task (outcome) and relationship (process) skills. Good for teamwork and strategic planning, leadership, communication, conflict resolution, problem-solving, and decision-making. Communication Within Groups What’s My Communication Style? Uncover preferred styles of verbal and non-verbal communication with a quick personality assessment tool. Discover preferences for one of 4 communication styles and ways to use the styles to enhance communication. Colourblind – blindfolded participants hold a collection of colored plastic shapes. Teams must work together to identify the pieces missing from the set. Success demands effective group management, questioning, and listening. Mars Rover: Participants are immersed in a team construction activity, whereby they are tasked by the World Space Agency to build a prototype rover for traversing Mars’ rocky terrain. Communication Between Groups Seeing the Point — This puzzle challenges teams to do more with less. Each is given a set of 7 pieces and asked to create 5 uniform shapes. Creating four of these shapes is easy, but making the fifth takes creativity, out-of-the-box thinking, and alignment of resources.Communication Derailed – tackle three common communication challenges (communication within a team, between teams, and during organizational stress). Includes 3 comprehensive modules, each 2-3 hours long.Minefield – if you don’t want hard-won organizational knowledge to go down the drain this game’s for you. Inter-team communication and cooperation are a must as teams gather costly information to solve this complex logic problem. Uber Challenges for Execs Insight Kit by MTa — MTa Learning’s Insight Kit has 53 different games suitable for team development, problem-solving, communication, leadership, decision-making, and stakeholder alignment. It has a hefty price tag but is worth every penny if you’re looking for highly professional experiences that can be used at any level of the organization. The facilitation and debriefing notes are excellent and will help you select a single game or a sequence of games, depending on your needs. With so many options, choosing the perfect team-building game may be daunting, but hopefully, these tips and descriptions will help you hone in on the ones that will be best for your group.

Training and coaching are siblings in the performance improvement and skill-development world — related but quite unique when compared to each other. By understanding them more thoroughly, we can harness resources to maximize the impact of each. How Training and Coaching Differ Training typically involves imparting knowledge and specific skills through structured programs. It follows a predefined curriculum, often focusing on standardized content and techniques. It is instructor-driven, aiming for mastery through repetition and practice. Coaching, on the other hand, is a more personalized and collaborative process. It revolves around unlocking an individual’s potential, guiding them to find solutions, and fostering self-discovery. Coaches facilitate goal-setting, reflection, and continuous improvement. Unlike training, coaching is learner-centric, emphasizing individual growth, problem-solving, and adapting to unique circumstances. While training provides a foundation, coaching focuses on personalized development, addressing specific challenges and goals. When to Use Training and Coaching Training, effective for disseminating information and ensuring a consistent understanding across a group, is best suited for situations with a defined set of skills or knowledge that needs to be acquired by individuals. Many trainers consider coaching to be an important next step, picking up after the skill transfer. As a follow-up to basic training, coaching requires guidance, support, and feedback specially tailored to the recipient. Coaching often involves: Bolstering an individual’s skills. Encouraging individuals to follow through on their goals. Guiding people through their own thinking processes so they can figure things out on their own. Giving outside perspective, viewing what you may not be able to see from your own perspective. Choosing and Developing Coaches While coaches don’t need deep expertise in the area in which they are coaching another, a handful of skills and resources are necessary for success. Whether you’re considering coaching others yourself or choosing colleagues to coach one another, be sure they’re equipped to be effective. They’ll need: Sense of caring – caring is not innate to everyone, but it is a required quality for those seeking to be coaches. If an individual’s EQ (emotional intelligence) is lacking, be sure to help them develop that skill before charging them with a coaching task. Time – if individuals don’t have ample time to dedicate to coaching, don’t charge them with the task. Remember that coaching takes time, patience, and ongoing support. Curiosity and questions – those who are curious and inquisitive will be your most successful coaches. Ability to listen well – because coaching often requires self-reflection and discovery, skilled coaches need to be quiet. They must be disciplined in sitting back, watching, taking notes, and listening to hear both what is being said and what is not said. Tools for Coaching Develop and enhance your coaches efforts by supplying them with professional tools and resources. Conduct Assessments HRDQ has created a series of What’s My Style? assessments. Through the What’s My Coaching Style Assessment, you can understand an individual’s coaching style by measuring their tendency to be Direct, Spirited, Considerate, or Systematic. Ask Great Questions Asking great questions is core to effective coaching. The G.R.O.W. Model, focusing on questions organized around these four categories, continues to grow in popularity: Goals – articulate what you’re trying to achieve Reality – understand the current situation and hurdles Options – explore a range of avenues forward Way Forward – develop plans to affect change Several Card Decks utilizing this methodology are worth exploring, including Q-Cards and UNZIP-it Coaching Questions. Develop Emotional Intelligence Emotional Intelligence Thumball: Each conversation prompt on the Emotional Intelligence Thumball indicates the skill with which it is associated. Use the two-letter EQ skill codes (MO, SA, SR, EM, and SS), to build awareness of the skills, while building the skills themselves! For example: EQ GAME – This amazing emotional intelligence group exercise lets players practice emotional intelligence skills! Players pick an EQ Game Situation Card and read it aloud (the game includes 50 of these Situation Cards). Next, players choose a Self-Awareness Card that describes how they’re feeling. They also play a few EQ Skills Cards (Self-Management, Social Awareness, or Relationship Skills), which might help them deal with the sticky situation. The goal of the EQ game is to provide practice in emotional intelligence skills. Developing Emotional Intelligence Coaching Cards More Resources for Developing Emotional Intelligence Record Notes and Check Understanding By recording what you hear in a way that the speaker can see what you’ve heard, or by repeating what you heard, coaches can check their understanding. Moreover, when those who have expressed themselves see or hear their ideas reframed, they have an opportunity to rephrase, revise, clarify, or reflect on what they said. Lending to both greater self-understanding and mutual understanding. The Tabletop Whiteboard makes it easy (and kind of fun) to do this! Many of these resources are available at Trainers Warehouse. For more life-coaching resources, try the Coaching Tools Company. Overcome Discomfort Neither coaching nor agreeing to be coached is easy. Dr. Atul Gawande expresses it well in his insanely popular TED Talk. However the payoff for excellent coaching is well worth the investment. If you have a few extra minutes, have a listen! In his TED Talk, Want to Get Great at Something? Get a Coach, Dr. Atul Gawande explains that many professional situations assume that once you’ve become an expert in your field, you no longer require training or learning. This model, he says, is very different from the professional sports model, where players assume they always need someone to watch what they’re doing and give them feedback. Following the pro-athlete model, Gawande, a successful surgeon, retains a coach to watch him do surgery and give feedback. As uncomfortable as the exercise felt, he tells the story of how invaluable it was.  

Training closers can be make-it or break-it experiences. I asked my LinkedIN crew for their suggestions on the best ways to close a learning event for maximum impact and retention. As always, the group came through, sharing their favorite training closers for getting closure at the end of a training day. Use it or Lose it! “I tell the delegates that, despite good intentions, most training is wasted. When they get back to work, they will be overwhelmed by day-to-day demands and will stop thinking about what they learned. Only if they use something from the course in the next 2 days will it become part of what they do. So, I ask each person to think about what work is awaiting them and choose one thing they will do differently at once because of the course. Then I go round and everyone gives their action.” ~ Pamela Hunt “I ask my participants to list three things that they’ll do going forward. Then, I ask that they share their list with their manager and one other person so that they are held accountable. This training closer is simple but effective.” ~ Michelle Johnson. “I like to engage the audience in training to enable not just understanding but applying in the real world! One tip I found was to ask them to review the key points in 24-48 hrs based on the OBJECTIVES of class = learner retention. Second, if there are ACTIONS they can do as ‘follow up’, that’s powerful. Thirdly, if there are former attendees who have been ‘to the field’, I encourage them to connect with them.” ~ Siva Navaratnam Training Closers for Next-Day Prep I close each day and begin the next one by assigning “homework” to review the skills they’ve learned from the agenda that day and think of a way to apply one or more in their current workflow/projects. Then, we begin the next class by having folks share their use cases to hopefully inspire others to connect the dots in new ways.~ Candice Belandres I ask my groups to review their handwritten notes and highlighted handouts for key learning points. Then I do a round-robin, asking each individual to share a key learning point. ~Chris Reavley Every little bit helps… The Starfish Story: “When training customer service or soft skills, I like to end with the starfish story. I typically play a video that I found on YouTube that tells a story. Briefly… A man walks up to a boy throwing starfish back into the ocean as the tide is ebbing. The man tells the boy that there are millions of starfish and his actions won’t help. The boy tosses another and says, it will help that one.’ Explain to your group that they may not be able to help every person in the world, but they can help the one standing in front of them if they put the correct effort into it.” ~ Michelle Johnson Scott’s Moose Story – a metaphor for teamwork, persistence, and continuous improvement: Scott Simmerman has used this for 30+ years, to wrap up sessions and focus on the need for incremental progress. Scott generously shares his slideshare. Here’s a synopsis: Show a slide of key learning points. Ask “Is what we did today a lot like hunting moose…?” Expect confusion, and explain: “a moose … a large horselike animal with antlers.” As expected and intended, they’ll still be puzzled. Tell the story: 3 hunters return to Alaska to hunt moose at the same lake they visited last year. Their pilot flies them in using a float plane and says he’ll return in 3 days. The men have a wonderful, successful hunt. When the pilot returns, the hunters load a moose onto the pontoons. When the pilot says, “Let’s go!” the hunters reply, “not yet, we have two more moose!” After some argument, the pilot relents and they load the other two moose onto the pontoons. When they’re all loaded up, the pilot taxis down the lake, revs the motor, and takes off, moving faster and faster into the air. . Suddenly, the pontoons hit the top of the trees, causing the hunters and gear to go flying. They call out to each to make sure everyone’s okay… After a few minutes, one asks: hey, where are we? They look around and say “looks like we’re about 50 feet farther than last year!” Ask again: how our learning is like hunting moose and hopefully they will see the point. The moral: learning isn’t about final success, but growth, improvement, and incremental progress. Relate it to the real world: how can an improvement of “50 feet” help them and the organization? Group-Write Training Closers Posters: “Set up 3 large, empty poster boards and label them: THINGS I KNOW, THINGS I LEARNED, and THINGS I WANT TO LEARN MORE ABOUT. I ask each person in the class to write on each poster. Then, we all take a step back to see what the class as a whole can take away or learn more about.” ~ Candace Belandres Whiteboard: Ask them all to jot down keywords ( leanings) or draw on a whiteboard if available and then click a selfie to share with all. ~ Kunal Shrivastava Sticky Notes Stories: Ask the teams to summarize the key takeaways as a small presentation or collate sticky notes on a board with the key takeaways or feedback. You can gamify this by building different picture takeaways or stories and asking teams to guess the takeaway. They might also want to take a selfie with one of the stories or sticky notes. ~ Abhipsa Mishra Letter by Letter: Divide the participants into groups. Give each team a piece of paper with 5 different letters–the letters can spell a word, or be chosen at random. Each team is to come up with 5 different things they learned, each beginning with one of those five letters. It is engaging, recollecting concepts and conjuring words in line with them. ~ Sri Ram Kumar Paper Airplane Give everyone a piece of paper and ask them to write a question that’s been answered during the session. Then have them make a paper plane from that paper. Next, have participants stand in two rows, facing each other. Spend 30 seconds or so throwing the planes back and forth. When time is up, have each person randomly pick up an airplane. In turn, ask each to unfold the plane, read the question, and try and answer it – people on either side can help if needed. No pressure if they can’t… anyone can help answer any question! This training closer and lots more review activities can be found in the 101 Training Activities Book ~ Derek Good Energy & Pizzazz It all depends on the topic and the audience. When I taught sales associates, brain-dead after two weeks of intense training, I would have them cheer at the top of their lungs. I would not let them leave until employees could hear them on the other side of the building. They loved it! Executives would say, “I heard you had another class last week.” If it’s a leadership class, I try to end with an inspiring quote. The point is to have the participants leave on a natural high. ~ Lynda Goldberg Personal Written Reminders Write or illustrate 2-3 things you learned or would like to implement on a blank index card or wallet-sized card. Distribute plastic DocU-Sleeves or baseball card holders to protect the notes for future reference. Write key learning points on a desktop squeeze toy, like a Reminder Hand, Light Bulb, or anything else pertinent to your subject matter. Write a letter to yourself that will be delivered in 30 or 60 days. Highlight something you learned or hope to be reminded of in the future. The facilitator can mail the letters or attendees can keep the notes in a sealed envelope with the writing “DO NOT OPEN UNTIL xx/xx/xx.” Jot some notes on a “3-2-1 I GOT THIS” notepad, including 3 things I learned, 2 actions to apply what I learned, and 1 way I’ll share my learning. Ask questions that require thinking, sharing, and commitment What and When? I ask participants to think about one thing they have learned or enjoyed during the workshop. Then we go around and share it with each other, adding insights to each other’s items. It allows the reviews to come from the learners, and it personalizes the experience for them. Next, I ask, “what’s one thing you will do because you attended?” And, “When will you do it?” What? So What? Now What? The focus of these questions is: What have you learned? So what, what is the significance of the learning? Now what are you going to do or change going forward? Works Well. Do Differently. With these two simple questions, “What worked well?” and “What could you do differently going forward?”, facilitators can help their groups explore what actions foster positive results and where they see opportunities for growth or change. The key is that it frames this self-critical exercise in positive, non-threatening terms. WHOA! AHA! HMM! Ask groups to share their “aha” learning moments, “whoa” experiences that surprised them, and “hmm” pensive, pondering observations. START-STOP-CONTINUE-CHANGE: In this format, participants can write down the actions they hope to start, stop, continue, or change on a set of sticky notes. Download Start-Stop-Continue-Change Teaching Notes “Keep TABBs” on learning. This model was posted on LinkedIn by Kavita Iyer. Takeaway from the ‘event’ Action you will take Barriers that may hinder your progress Benefits of overcoming the barriers and implementing the learning Celebrations and Souvenirs Small Take-Aways: In a corporate training session, I usually have a wrap-up slide and end the session by giving a small souvenir that I have pre-made on various topics such as a bookmark containing a quote or a keychain with a title of the training program. ~ Dr. Saqib A. Siddiqui Appreciation: Seat all participants in a circle and give them a blank sheet of paper. Ask each participant to write their name on the bottom of the sheet and then pass it to their right. Each time a participant receives a sheet of paper, they must write something they appreciate about the person named at the bottom. When all are done writing, those sheets are passed along again and again. Continue until everyone has received and written on every sheet and it’s returned to its starting place. Take a moment while each person reads through all of their peers’ positive reflections. Find complete notes for the exercise here ~ Dr. Nick Heap Gold Stars or Trophies: Reward attendees with a gold star or trophy, then ask them to give an acceptance speech. Hilarious! Read More Mark Dawdy, referenced the Bob Pike Group’s 50 Creative Training Closers, a book chock full of ideas for closing a training event with impact. The Perfect Debrief Download Start-Stop-Continue-Change Teaching Notes

Most teachers are familiar with Back-to-School Classroom Supply Lists. Typically, they included pens, colored pencils, dry-erase markers, notebooks, and the other usual staples that are readily available at office supply stores. These may be perfect for your learners, but unfortunately, they leave teachers woefully ill-equipped. Where can you find the cool stuff that makes your classroom fun and effective? Use Trainers Warehouse to help you create your best teacher supply list ever! Trainers Warehouse makes it easy to find a huge variety of innovative teaching aids, that inspire student engagement, fun and participation. To energize learners and start your school year on the right foot, explore these top five best teacher supply categories: 1. Games Glorious Games Treat your students to a break from lectures, books, and quizzes with some exciting, interactive game show games. Games are tremendously effective when you want to introduce new material, test for existing knowledge, or reinforce lessons. Try a Whaddaya Know? board to create your own Jeopardy-style game. You can even engage student teams in writing each category of questions. You’ll see your students’ eyes light up when you pull out buzzers and game wheels. They’ll be so captivated by the games that they might forget this is school. 2. Playful Participation Prize Be sure to add prizes like Kudos, trophies, and tokens to your best teacher supply list. Rather than awarding prizes only to game winners and top performers, consider prizes for “strivers,” “growth mindset learners,” and others who make an effort to participate even when they’re unsure of themselves or their knowledge. You might also entice your shyer students to share in a small group, rather than putting them on the spot, in front of an entire classroom. In addition to giving students tangible goals to work towards, the positive experience associated with recognition and prizes may help them retain what they’ve learned. Going forward, each time they look at their award, they’ll remember the lesson, and the pride they felt when being acknowledged for their effort. 3. Durable DocU-Sleeve Sheet Protectors good for, well, everything! Some of the best teacher supply items are purely practical but may be less familiar than your time-consuming and costly lamination efforts. DocU-Sleeves are thin-yet-firm plastic sheet protectors and are incredibly versatile and handy. Use DocU-Sleeves for wall signage, student work, notices, supply lists, and other classroom postings. Best of all, and unlike lamination, you can easily swap information in and out. After you try one, you won’t be able to stop yourself and will wonder how you ever got by without them. You can even slide in a white piece of paper or worksheet and write on the outside with wet- or dry-erase marker. 4. Focus-Friendly Fidgets When we first introduced fidget toys over 20 years ago, one teacher told us she couldn’t use fidgets in her class because they’d be too distracting. Ironically, she was fidgeting during our whole conversation and didn’t miss a beat. In fact, fidgets can be powerful tools to improve focus by utilizing the floating attention that is innate to humans. What once kept us safe from predators in the wild, now makes us easily distracted in classrooms and meetings. As you shop for fidget toys, be aware that not all are appropriate for classroom settings. Spinners, for instance, are too distracting and noisy to be effective learning tools. However, other fidgets, like Flexygon, Loopeez, and other Trainers Warehouse Exclusive Fidgets have just the right mix of interest and mindlessness to make them perfect additions to your back-to-school best teacher supply list. Balls and squeezies, too, can give students a healthy outlet for relieving stress, while enhancing concentration and attention. 5. Chatterball Thumballs Thumballs are an excellent way to build relationships and foster communication. While they should top your list of back-to-school purchases because they’ll help you get to know your students, don’t stow them away after your first weeks of school. When your group needs a brain break or you hope to develop deeper relationships, pull out a Thumball and start conversations flowing. The Energy Break Thumball is also an excellent tool to break the monotony of the day. Use it to get your group out of their seats, so blood can flow back to their brains. Order the Best Teacher Supply Resources in Bulk These five tools are just the start! As you create your classroom supply list, explore a full range of tools to build participation, reduce stress, and reinforce learning. Make your lessons memorable and help material be better received with high-quality teaching aids and supplies! Trainers Warehouse makes it easy for you to purchase the items you need in bulk and we guarantee 100% satisfaction. Read More to Create your Best Teacher Supplies Find the Perfect Fidget Toys for Your Needs Nuts and Bolts of Applying Brain Science to Teaching Learning from Mistakes, Bloopers, and Outtakes 6 Brain Science Principles Every Teacher Should Know

Signage is everywhere, indoors and out — on roads, buildings, doors, windows, even in our homes. Signs alert us to information, rules, safety, and more. Consuming over 10,000 messages a day, our first instinct might be, “NO MORE!” But, let’s distinguish signage from marketing ads and appreciate the important (and welcome) role of signage, beyond welcome signs. Warm Welcomes beyond Welcome Signs Use signage to create feelings Apart from marketing and selling, signage serves a myriad of functions. Of course, signs tell people where to go, what to do, and what to expect. In training and learning environments, signs welcome, direct, divide, and orient visitors. But, beyond those particular messages, signage shapes how people feel. Think about the signs that litter the buildings, stores, and dwellings you enter each day. Some quickly put you at ease; others put you on edge. It all depends on the messaging and presentation. Welcome signs can feel less than welcoming, just as warning signs can be made to feel less ominous. These are some favorites: For wearing masks: We love your smile, but please keep it covered. Or: If you come in without a mask, we’ll have to take your temperature (sorry, we only have rectal thermometers). For bathrooms: We AIM to please. You AIM, too, please. For parks and yards: I don’t use your yard as a restroom, please don’t let your pet use mine. Craft welcoming messages To create signage that truly feels welcoming, embrace these six guidelines: Show visitors you’re expecting them – If you expect just a few people, consider personalized messages. Even if you have lots of students or visitors, consider each person’s individual experience. Develop signage that promotes a sense of belonging. Reduce confusion & uncertainty – put people at ease. Those entering unfamiliar territory appreciate clear, direct, easily visible signage. If you don’t already use them, consider signage that communicates expected wait times, locations, directions, and protocols. Create signs that instill a sense of calm. Be specific, as well. If you ran “out to lunch,” be specific about the time you’ll be back. Remember your manners and use humor – say “Please,” “Sorry,” and “Thank you.” Even for warnings, or signs that may cause inconvenience, these words of kindness and humor can soften the message. “SHHHH!!!,” for instance can feel quite different from “Please, LOL elsewhere.” Alleviate stress – the saying goes, “when in Rome, do as the Romans,” but you can’t do as the Romans if don’t know what they do. Not knowing norms and expectations can be stressful. Using signage to explain how things work is welcoming. You might also want to explain why–for safety, custom, convenience, expedience, etc. Strive for simplicity and clarity – avoid signs that might be ambigous or diffcult to understand. Simple language, images, and organization help make signage an “easy read.” The easier signs are to read, the more welcoming they feel. Create visual appeal – while gaudy looking signs might be effective at catching attention, they might not be the best way to create an inviting environment. Depending the message, consider signs that visually draw you in. These six rules of thumb can put people at ease and make feel truly welcome. Design Clear Signage With these guidelines in place, designers also recommend the following tips when it comes to designing signage. No explanation because these before and after examples speak for themselves! Use “White” space – avoid clutter and remember “less is more” Easy-to-read fonts – select fonts that are easy on the eye; consider ease of reading upper and lower case letters. Also, limit the number of fonts used in a single sign Contrasting colors – choose colors that stand out and complement one another Concise messaging – keep it simple and focus on the most important messages Use symbols – if symbols are well known, use them! Add a border to draw the eye to your message Make sure signage can’t be missed! Determine WHERE to place signs Once you’ve developed your message and designed an easy-t0-read sign, you’re not quite done. If nobody sees your sign, it doesn’t matter how good it is! To be sure you place your sign in a location that can’t be missed: Choose a high-visibility location – know how traffic flows and think about where you would look for information Don’t compete with other messaging – if your sign is burried amidst lots of other information, it could be missed Set the sign at an appropriate height – if your sign will be in a crowded place, it might need to be higher than you think. If placed too high, however, if might not be in the line of sight of your intended audience. Set up multiple signs – one sign may not be enough. Like trail blazes on a hike, follow-up signs should be visible before the prior sign is out of sight. For directions, be sure to set up a sign at every turn. When it comes to instructions, a first sign might be posted to set expectations or give advanced warning. A second sign should then be place when and where the action will be taken. Decide HOW to post signs Signage and sign stands do not need to be expensive. Using Trainers Warehouse Floor Stands, Table Stands and DocU-Sleeves, place signs wherever you need them. The easiest way to create a sign in a flash, it to draw it on a write-on, wipe-off surface. Use white or lightly-colored paper inside a DocU-Sleeve and write your message with a dry-erase marker. To make a change, quickly wipe it clean and re-write the sign. Second easiest is to create a document on the computer and print it out on standard sized paper. Slide the sheet into a DocU-Sleeve or other sheet protector and post on a wall or in a sign stand. Finally, you can work with a sign printing company to design and/or print your signs. While this solution is more costly, getting help with the design might end up saving you time. Sign printers will also have the equipment to print in large formats and on a range of materials included cardboard and fabric. Signing off on Welcome Signs Despite the abundance of marketing messages that bombard us every day, signage plays an important role in setting a tone, sculpting the way people feel about their environment, and communicating critical information. Experienced and novice sign makers are wise to consider the feelings they hope to project with the message they’re sending. They must design signs with smart messaging and graphics, then post them where they can’t be missed, with Trainers Warehouse Floor and Table Stands, plus ever versatile DocU-Sleeves.  

Have you come across a Photo Deck or other set of Conversation Cards recently? You know those decks of innumerable glorious and provocative images? Perhaps you’ve seen them and wondered what use they might be. Photo Decks are popular for their huge variety of applications, especially as conversation starters for icebreakers, debriefs, and team development. Some trainers and teachers even create their own with their phone camera, or by collecting postcards (back when travel was common!). Explore the dozens of ways you can use Photo Decks effectively and understand what makes a picture deck-worthy. Photo Decks Boost Creativity and Engagement We’ve collected over a dozen ways that trainers, teachers, and therapists can use photo decks and photographic collections for a variety of learning activities: 1) Icebreakers and Introductions Personal pictures: Ask participants to select an image that represents… A hobby. A goal for the session. A fact few people know about you. Complementary pictures: Select an image and find 2 or more people with a complementary images. Discuss the similarities of the images and/or develop a story that weaves the images together. 2) Team game debriefs and conversation starters Ask participants to select an image that reflects: Feelings – How they were feeling at the start of the exercise. Observations – An observation they gained during the exercise. Learning Moments – A feeling or learning point they hope to take with them. Team Dynamics – How you wish your team functioned. You might say, “Pick a number of cards which illustrate your expectations of this team.” Leadership – Find a photo that reminds you the leadership quality you most hope to develop. 3) Learning reinforcement Memory Builders – Identify an idea you definitely want to remember. Select a photo to tie to that memory. Create an exaggerated story about the image and the idea to be remembered. Going forward, when you see the image, you’ll remember the material as well. Emotional Intelligence – Develop a vocabulary for feelings by identifying different emotions evoked by each image. 4) Facilitation Change Management – Prior to a change initiative, ask individuals or teams to identify a card which represents the state of the organization now, and another to show how they would like it to be in the future. Leadership and Management – Bring clarity to a situation by asking the group to “pick 5 cards that represent your vision of what is important to you and your role.” Coaching – Use cards to encourage discussion and reflection on progress made through a coaching journey. What makes a Photographic Conversation Cards Worth 1000 Words? The value and interpretation of any image is really in the eyes of the beholder. Every person will see something different in an image, which is also what makes it fun to use pictures. Consider, for instance, the image of a bunch of pointed colored pencils. One might explain that they picked that card because it suggests… Creativity – Colored pencils allow people to create or draw anything they can imagine. Artistry – I’m an artist and love drawing. Points of View- The multiple pencil points remind me of the different points of view I must consider. Precision – The points coming together in one place, reminds me that I need to pay closer attention to details. Create Amazing Picture Collections to Start Deep Conversations A photo’s beauty isn’t enough to make it a good choice for inclusion in metaphoric photo decks. In addition to the image being clear and attractive, we look for these qualities: Variety across images: Look for a collection of images to evoke a broad range of emotions, perspectives, interests, etc. Versatility within an image: Be sure each image is rich enough that it can be used in a number of ways. Viewpoints: Put yourself in others’ shoes and include images that might appeal to folks with different interests. Finding the right deck+ Trainers Warehouse has curated 9 collections. Each varies in size of the cards, number of images, price, and availability of facilitation notes. Deck Name Size Cards Notes Price By Ulead 2.5 × 3.5″ 52 11 additional elements: letter, emotion, action, icebreaker question, quotation, animal, dice, card suit, icon $20 ULEAD We Engage 5″ W hexagons 36 Photo on one side; quotation on the other $40 WEandME Express Pack 2 × 3.5″ 53 Crafted to help people "Express" themselves $38 RSVP Design Images of Organizations 5.5 × 7.5″ 48 3 each of 16 common workplace issues; illustrations, not photos $149 RSVP Design Visual Explorer Kit Postcard 216 Three 72-card decks and 112-page Facilitator Guide with step-by-step guidelines, case histories, worksheets, and helpful tips $340 Center for Creative Leadership Leadership Metaphor Explorer Kit Postcard 83 Opens dialogue about dependent, independent, and interdependent leadership cultures $175 Center for Creative Leadership Climer Cards 2.5 × 3.5″ 52 Hand-drawn watercolor-style pictures to evoke metaphors and imagination. Backs include a grouping tool for splitting into smaller groups $29.95 Amy Climer Climer2 Cards Postcard 83 52 new evocative watercolor-style images on the front; 52 emotion word cards in English, Spanish, and French on the back $29.95 Amy Climer Online Decks Clearly, you have many options. And, if physical decks are not always practical because you’re working remotely, Trainers Warehouse has assembled a shareable collection of online photographs. To use these, virtual trainers can share the online link with attendees. Then, session participants can browse, select, download and discuss their favorite images. Deckhive.com is another excellent tool to utilize online decks. It lets you select your favorite cards, swap them in and out, share notes, etc. Whether you develop your own Photo Decks and conversation cards, or find one at Trainers Warehouse, you will surely get lots of use out of these incredibly versatile tools as memorable and useful conversation starters! Read More: Debriefing Tools: Finding the Perfect Debrief Communication: Communication and Listening Exercises Listening: Active Listening Exercises

Let’s say you find the perfect learning game—for communication, listening, negotiation, leadership, process improvement, problem solving, critical thinking, and time management—then what? Games work because they remove players from their usual setting and create a safe environment to take risks and try new approaches. But, playing the game isn’t enough. Behavioral change relies on a debrief that draws out “ah-ha” moments and applies those to real-world challenges. Get the most out of your learning game by using this Debrief Infographic. The graphic is chock full of tips and processing questions to help you conduct the perfect debrief. The graphic divides the debriefing process into three parts: 1) Process and discuss the experience; 2) Commit and plan next steps; and 3) Remember and take action. Process Consider “process” as both a verb and a noun. The core of a debriefing exercise entails taking time to actively process the experience – consider what happened, how you felt about it, and what you learned from it. The process you use to do that can take a variety of forms, but the key to each is asking good questions. What? So What? Now What?The focus of these questions is: What have you learned? So what, what is the significance of the learning? Now what are you going to do or change going forward? Works Well. Do Differently.With these two simple questions, facilitators can help their groups to explore what was working and where they can do better. The key is that it frames this self-critical exercise in positive, non-threatening terms. WHOA! AHA! HMM!Perhaps simplest of all, you can ask your group to share their “aha” moments. Or, make it even more fun by adding WHOA! (what surprised you?) and HMM! (what made you ponder?). No matter what questioning paradigm you choose, facilitators are well-advised to adhere to these six tips: Be transparent – explain what you hope to achieve by asking questions and debriefing the experience Keep it simple – make questions short, pithy, and easy to answer Foster conversation – ask open-ended questions and inquire whether others agreed or think differently Probe for more – keep asking “why?” or say, “Tell me more,” to better understand participants’ experiences. Don’t rush – give participants time to think through the experience and answer your questions thoughtfully Write it down – record ideas that are shared so your group can focus their thoughts on listening and formulating their own answers Crafting your questions When it comes to finding the perfect question(s) to ask, we’ve found these to work quite well in a variety of situations, but of course, every facilitator should adapt the recommendations to the needs of their group, exercise, and goals. What? Questions Without judgment or evaluation, help your group develop a common understanding of what happened. Sometimes individuals lend different meanings or draw different conclusions from events that occurred or words that were spoken. Help your group distinguish “what happened” from any interpretations assigned to them. By developing a shared framework, you will help the group avoid miscommunication and misunderstandings. In that spirit, ask: What happened? How did you go about the task? What task-related strategies did you use? What actions helped/hindered? How did you reach a consensus? So What? Questions Ask questions to understand the experience of each team member. So What? questions get more to the nuance of how participants experienced the learning activity. The goal at this stage is to understand more about how participants felt, the effectiveness of their different strategies, and the relevance of choosing one strategy over another. You might ask: How did it feel? How did your approach affect others? What would you do differently? How did leader(s) emerge? How did you encourage participation? What got you off track? On track? What assumptions did you make? Did they help or hurt? What communication (process-related) strategies helped/hindered? What challenged your comfort zone or made you uncomfortable? Now What? Questions Now What? questions are the first step in teasing out the implications of the simulated activity on the group’s “real world” challenges. While the benefit of simulated exercises, games, and activities is precisely to remove players from their real-world situations, the end goal is to come full circle and apply the introspection and learning back to day-to-day realities. Facilitators can ask, simply: How does this experience relate to your “real world”? What learning should we take forward? How can we better foster trust? How can we make sure everyone feels heard? How can we best support each other? What is your #1 take-away? Commit The prior “now what?” questions may uncover the important learning points, but they don’t ensure behavior change. They don’t make certain that learning will be applied. The commitment phase, therefore, helps facilitators guide participants into taking action and pledging to take next steps. These final questions may help: Back at work, what will you start, stop, continue, or change? What one idea are you most excited to implement immediately? What bit of learning would you share with a colleague? What support do you need to apply the material learned here? How long will it take you to implement the new ideas you gained? Remember As a final step, facilitators will want their group to remember what they learned and to actually do what they said they’d do. The mnemonic C.R.A.M. will help facilitators remember what some of their options are: C-Create a fun mnemonic (have participants work in teams to come up with something to jog their memories) R-Record key learning points (ask participants to write down their next steps in an app or document they frequently use) A-Address and mail a postcard (you can do this, or your participants can) M-Metaphorical photos (have each person select a photographic image that will remind them of their key takeaway) Wrapping it up Facilitators and managers know as well, or better than their group that activities are a waste of time if behaviors don’t change as a result of the experiences. Debriefs don’t have to long, but they must happen. Trainers Warehouse offers additional tools and resources to make the debrief as fun and effective as the learning game itself, including Start-Stop-Continue-Change Sticky Notes, Photographic Card Decks, I-Got-This or “Hindsight-is-20/20 notepads,” Squeeze Toys, and more. Read more: Memorable Debriefs Why Use Training Games

We need more super heroes. Not the kind you’re thinking of — that can leap over a tall building in a single bound, defy gravity, move mountains, or see through walls. No, we need more real life training superheroes. Maybe we already have them and we just have to take time to notice. They’re in our midst, disguised as teachers, trainers, and managers. They’re in our schools, offices, and meeting rooms. In fact you, reading this, you may be one of them! Super Natural When I think of the super natural abilities of the great teachers and trainers, I think of: 1) PASSION TO INCORPORATE Play Building playful activities into learning events takes valiant effort, commitment, creativity and forethought. As Jill Vialet suggests in her TED Talk, that those who buck resistance and embrace the power of play reap the benefits of engagement and memorability. Even if a lesson isn’t really conducive to a learning game, training super heroes still build in interaction in these easy ways: Start with a teaser If you want to engage the whole brain in your learning event, start with a “wake-up” activity: Stand up-sit down games: (asking people to stand if a statement is true for them) can get the blood flowing and uncover preconceptions of the content. Choose One: guessing how your partner might answer a question is a super speedy way to promote laughter, build relationships, and warm up the room. It only take a few minutes to set a tone that will continue to energize your group. Change your game plan every 20 minutes Sitting and remaining focused for long periods is difficult for everyone. While you might be afraid of how long it will take to settle your group after a break, console yourself with the knowledge that losing 2-3 minutes is way better than having your group mentally drift for the next 20 to 30 minutes. Favorite ways to break up learning segments include: Take a walk – ask learners to stand, walk around the room, or around a table (1x, 2x, 3x or whatever makes sense for your space), then return to their seats. Pair and Share – ask the group to stand; find a partner; exchange one question or reflection, then return to their seats. S & S / Q & A – interrupt yourself to ask if there are any questions. While you’re at it, welcome all who are seated to stand and stretch (S&S) as they think of their questions (Q&A). Wrap it up Plan for 2 minutes of transition time at the end of your session. Use the time for activities that will bring closure to the learning session or prep the group for whatever comes next. For instance: Jot reminders – have them take notes (or highlight notes they’ve already taken) to indicate what they want to ask, remember, or do later. Think about what’s next – What? So What? Now What? – give your group a moment to put closure on what they just learned and think about what might be happening next in their day. If they can rely on time already carved out to do that, they’ll be less likely to mentally check out prior to the end of class to figure that out. I GOT THIS – ask learners to write down: 3 things they learned; 2 actions to apply what they learned; and 1 way they’ll share their learning. 2) A Compulsion to Compliment Super Heroes are rarely think only of themselves. More often, they are preoccupied with rescuing others in distress and saving the world. Everyday super heroes have a similar outward focus. Not only do they notice the effort and contributions of those around them, but they take time to point it out. Kartoon Kudos – Shazzam! Pow! Wowza! Gadzooks!, and $%#!(*&! are just a few of the exclamations that cartoon super heroes use to communicate surprise, amazement, or appreciation. Super trainers can do the same with Kartoon Kudos. Token of Appreciation – superheroes are often a force for good, setting a positive tone for others to follow. “Tokens of Appreciation,” which say “Pass it along” on the reverse side can be the everyday super hero’s virtual cape, a resource that’s always available and ready to use. 3) Loyalty to Listening Let’s not confuse the power of super-sensitive hearing with the superpower of listening. Hearing, of course has to do with how sound waves are received by your ear. Listening, on the other hand, requires taking the time to thoughtfully consider what others are saying, and to discern nuance and meaning, without interrupting or pausing to think of a reply. Resources that encourage listening and promote the development of listening as a skill include: Squeezy Foam Ear – the ear stress toy, available in light or dark colored flesh tone can serve as an ongoing reminder to listen. Blocked Perspective – this communication and listening game requires teams to describe a block structure from their unique perspective, and listen well to others’ so they can rebuild the structure without looking at one another’s photographs. Teamwork & Teamplay – among the features on this versatile card deck is a matrix-style puzzle that requires teams to share information verbally, and then decipher the puzzle and come up with an answer. Becoming a Super Hero Even with the many heroes already in our midst, who bring confidence to incorporate play in their daily lives, have a compulsion to compliment colleagues and are loyal listeners, our world needs more superheroes right now. Hopefully, this array of resources will enable more and more trainers and teachers to ascend to hero status.

The more engaged students are in the learning process, the more they will absorb. While this makes intuitive sense, the assertion is also backed up by loads of brain research showing that when more areas of the brain are involved in an experience, the more memorable it becomes. So, to maximize learning, we must continue to engage the mind and the body, by offering physical experiences as well as cerebral ones and stirring up learners’ emotions. None of this will happen if the “sage on the stage” stands there lecturing. Instead, we need to replace talking heads with participation. Click for Participation Infographic. Participation 101 When I look at my kids’ report cards and their Schoology reports, I often see references and grades for “class participation.” When teachers or trainers ask questions, inviting learners to raise their hand to share a response, they put the onus on the student to single themselves out to share. I don’t know about you, but when I was a teenager, I wasn’t the most confident or outspoken student–only a handful of students in my classes were. I wasn’t particularly shy but was still unlikely to raise my hand with an answer unless I really knew it. I grew up in the pre-Growth Mindset world, but even in the Carol Dweck era of today, where failure is appreciated as part of the learning process, many students (young and old) are still reluctant to participate in a roomful of peers. Participation 202 Historically, we’ve thought of class participation in terms of participating in discussions or answering questions posed by a teacher or trainer. I think that’s what my kids are still graded on. However, as teaching formats have evolved, so must our understanding of what constitutes “participation.” Beyond talking and discussing, participation can involve, walking, standing, writing, drawing, clicking, and playing. The challenge for teachers and trainers is to link their teaching and learning goals with an appropriate type of participation. Goals might include the introduction of new material, practicing new techniques, improving memory, or committing to next steps. Depending on the goal, teachers may use a myriad of different tools to facilitate broad participation, rather than engaging only the handful of students who happen to raise their hands to speak. Let’s explore 7 teaching goals and ways to make those efforts more participatory. 1) Introduce material In place of lecturing, ask questions and have learners think through the material before divulging answers. Quick Response Answer Boards allow every participant to think up and jot down an answer. Have them raise their boards so you can quickly scan the room and get a sense of the group’s understanding. Audience Response Clickers give every person a chance to guess an answer, usually A-B-C-D or True-False. With these, facilitators can easily tabulate results. If everyone knows an answer, they can move along to the next topic. If not, they can take more time to delve into the correct and incorrect answers. Sometimes incorrect answers can lead to an extremely interesting conversation. Jeopardy games aren’t just for reinforcement. They can be a super fun way to introduce new information. By chunking their presentations into categories and questions, facilitators can help learners begin thinking about material to which they’ve never been exposed. Flash cards aren’t flashy, but they can be a great way to activate the mind and body, as they can require writing, flipping, shuffling, sorting, walking, folding, etc. 2) CHECK understanding Use tools that will allow EVERY participant to think of an answer, not just your fastest thinkers. Audience Response Systems (ARS) equip every participant with a clicker (or phone), so that players can key-in a response. Many ARS are best-suited to multiple-choice and true/false answers, but some do allow players to give more complex answers. If you prefer open-ended questions and free-thinking questions, rather than prompting the group with multiple-choice answers, try dry-erase Answer Boards. Find ready-made boards or create your own. A variety of dry-erase surfaces are readily available. Write it and Show it on Paper. If you don’t have the time or budget to get fancy, plain ol’ paper works really well too — and can be recycled! 3) Get Physical & Have Fun! If your goal is really just to get people moving around, you may not need to tie the movement to the learning curriculum. Simply getting the blood moving to different parts of the body can have a positive impact on learning. Energy Break Thumball. Catch the ball and act out the movement described on the ball. Tabletop Jeopardy. Have teams write questions for each other or come up and turn over a question card. It’s more active than listening to a question read by a teacher, for sure! Prize Wheels. Spinning a prize wheel can help groups pick questions, teams, categories, and prizes . . . or it can be a good excuse to get learners up and moving around. They can even spin to determine how many points they’ll get if they answer a question correctly. Be creative! Scratch & See. For maximum movement, have players stand up and pick a custom-made card, then scratch away. Make-your-own scratch tickets can also be great for prizes, team assignments, question categories, and more. Paper airplanes and paper balls. Rather than having learners raise a hand to ask a question, ask them to write it out on paper then fold it into an airplane or squeeze it into a ball. They can then toss it to someone else to read. 4) Practice and Quiz Play quick-response games to improve memory and retention. Be warned, however, that you run the risk of leaving slower thinkers behind. Following are some tools that reward quick recall, and ways to adapt them to include folks who need more time to think through their answer or feel shy about answering questions in a big group. Jeopardy game with Who’s First or Me First buzzer. Game buzzers add excitement to competitive games as teams race to buzz-in and answer questions first. They also help facilitators focus on the game content, rather than defusing arguments about who gets to answer a question. Adaptation: to engage slower thinkers in the game, you might require every player on a team to come up with (or understand, or be able to explain) an answer before the team rings in. Toss and Recall games. Toss a ball or Koosh and have them remember a fact or answer a question. Adaptation: invite recipients to consult with someone next to them before sharing with the bigger group. Create-Your-Own Thumball / Beachball / (or Write and Toss Dice). Write questions or discussion prompts on the ball. Then, give it a toss and ask the recipient to respond to the prompt or answer the question under their thumb. Adaptation: have student teams write on the content reinforcement questions/prompts and see if they can stump one another. Adaptation: create three balls of varying difficulty. 5) Commit to Action Ensure that learning is applied by asking participants to write down (and commit to) next steps. Start-Stop-Continue-Change. At the end of a learning module, discuss the takeaways. Ask the group what they’d like to START doing in the future; what they should STOP; whether they want to CONTINUE or CHANGE other actions. What? So What? Now What? The focus of these questions is: What have you learned? So what, what is the significance of the learning? Now what are you going to do or change going forward? 6) Spark Conversation For some, coming up with stuff to say can be a daunting challenge. A variety of tools call on visual metaphors, quotes, or discussion prompts to spark creativity and the flow of new ideas. And, they can be adapted to any topic in any discipline. Favorites include: Photo Decks, which offer an array of thought provoking images. Challenge your group to find an image that reminds them of an important fact or concept or have them choose an image that reflects how they’re thinking or feeling. Then they can discuss why they picked the image they did. Discussion Prompt Cards. On each card is an open-ended question. Pick a card and ask someone else the question or go ahead and answer it yourself. With discussion prompt activities, the facilitator can decide whether everyone should answer and discuss the same prompt, or let each person pick a different topic. Using the later approach, you might cover more material, but not dig in as deeply or engage in rich dialogue. Thumballs. These require players to toss a ball, catch it, and respond to the prompt under their thumb. When using a tool like this, consider how well the group knows each other and what sort of discussion topics would be welcome. Do you need to avoid uncomfortable silences? Get to know each other better? Or, dig into more difficult topics about Stress, Diversity, Goals, Team Dynamics, etc.? Finding Closure The variety of examples above reflect that participation can look very different depending on the age of a group, content being covered, or where the group is within a learning process. No matter what the specifics, participation will help bring closure to learning events and make material more memorable. Read more: 9 Ways to Increase Student Engagement    

If your group would feel more relaxed and benefit from knowing a bit more about one another, try this Quick Response Board activity. Have each person write on the board a most unusual fact about themselves (oddest job, a phobia, worst nightmare, proudest accomplishment, etc.) Then ask everybody to pass boards around from person to person (without looking) until you say, “STOP!” At this point, have each person, in turn, hold up a board and guess the original author, with the help of others in the group, if needed. Have them write the name on the board. When all participants have been discovered, have the group quickly return the boards to their original owners. Whiteboards have so many uses! Quick Response Whiteboards can also be used: in learning environments to check for understanding, as every participant has an opportunity to answer your question. as a study or practice device, allowing you to write-on and wipe-off answers Find Whiteboards in multiple colors and sizes! As Quick Response Whiteboards have grown in popularity, the number of varieties have also expanded, making it easy to get just what you need. Size STANDARD: 2-sided Quick Response Whiteboards are 6″ x 7-3/4″. EXTRA EXTRA: If you need even more space, you slip a piece of paper into DocU-Sleeves (8.5 x 11, 11 x 17, etc), and write on the clean-wipe surface. This solution is also great if you want a custom grid or design on paper, instead of a blank sheet. COLOR We call them “whiteboards” but they really don’t have to be white! Briteboards are bright, neon colors with the same write-on, wipe-off surface. These can be used for teams, or just to energize the environment. “Erasability” If you don’t buy your boards from Trainers Warehouse (which have been thoroughly tested!), be sure to test them for erasability, as not all boards are created equal! If you forget to erase whiteboards and leave the ink on for a long time, you might need to use one of these tricks to clean them up: Use a whiteboard spray cleaner or Windex. If you have a permanent marker stain on a whiteboard, you can often write over it with a dry erase marker, then erase it. I’ve also found a bunch of recommendations online including Comet, coffee grinds, Ben-Gay, Toothpaste, WD-40, Magic Eraser, etc. We’re in the process of trying each of these methods! Find Quick Response Whiteboards at Trainers Warehouse. Click here for more on Getting to Know You.

YFS Magazine (Young, Fabulous and Self-employed) ran an article a while back “100 Core Values from 15 Winning Companies.” They looked at a range of companies, including Zappos, Toms Shoes, Whole Foods, Accenture, Teach for America, Rackspace, A Weber, Barnes & Noble, Google, American Express, Four Season Hotels & Resorts, CarMax, Salesforce.com, Boston Consulting Group, and Quicken Loans. Sorting the 100 core values by theme, rather than by organization, interesting trends began to emerge. These 15 high-performance companies–across various industries–certainly aim to deliver a whole lot more than profit. Most Popular Core Values The following list is presented in order of the frequency with which the value was mentioned (the number reflects the instances in which that concept was listed). Social Responsibility (16) Customer Service (15) Respect (8) Team (8) Quality (6) Learning (6) Integrity (4) Fun (4) Communication (3) Partnerships (3) Diversity (3) Change (2) Creativity (2) Leadership (2) Passion (2) A group at Stanford Graduate School of Business took another stab at determining which core values matter most, by asking alumni “What values are important to you in business?” Key themes emerging from their interviews included, treating others the way you want to be treated (Respect), Integrity, Open and honest communication, Trust, Appreciation, Honesty, Passion, Transparency, and Making a difference. With Social Responsibility and Customer Service topping the list, it is impressive to see companies looking outside themselves. Several tools can help your group discuss and promote your organization’s core values: Tools to Recognize Core Values i noticed… Pads: recognize efforts to implement core values Sometimes GREAT work happens in small ways. Let people know you’ve noticed the big and small efforts they make each day to contribute to your organization, promote its mission, and create positivity. Use carbonless Kudos to give recognition and keep a record of it! Each time you send someone a note of appreciation, you’ll have a duplicate to keep in your file — or pass on to a manager or mentor who might want to know about your hero’s achievements. Each page is printed with: “I noticed… you took our values to heart”. Check off the appropriate boxes and include your own “from the heart” message. NOTE: Set includes 3 pads; each pad is 4.25″ x 5.5″ and has 50 2-part carbonless sets. Alternatively, try KUDOS Note Pads that let you acknowledge a colleague’s efforts to implement core values. Positivity Pack: include a strong message about values when onboarding new employees Send the message that you mean business when it comes to creating a positive corporate culture or learning environment. Give each colleague a “Positivity Pack” with key icons that reflect your organization’s values and personality. For instance, you might include: Team guys: support and respect the team Smile Ball: Make customers happy! Mini-Sneaker: go the extra mile to improve quality Learning Mo-Mints: keep growing and learning Party Blowout: have fun (Fun) Stretchy String: be flexible and open to change Mirror Ball: embrace diverse perspectives Crayons: express your creativity

Last week, my 11-year-old had a week off from camp and said he wanted to come to work with me. I thought he’d help out in the Assembly Department, but he had Product Development in mind. Rather than explain that products take days, weeks, months, or even years to develop, I figured we could give it a try. Coming up with the idea We started off by thinking about what problem we wanted to solve. I interviewed him about what his teacher did well and what his student teacher didn’t do so well. We looked through catalogs of products for inspiration. In a relatively quick amount of time we realized that while Trainers Warehouse sells KUDOS pads that are perfect for adults at work, they’re not really suited for the educators. Henry went off by himself for a while so he could think of the types of messages he might like to hear from a teacher, such as “You took a risk,” “You stuck with the problem,” “You made a smart mistake,” etc. From there, he solicited feedback from teachers, friends, and people at work, made edits, and worked on the design until everyone was satisfied. In a few weeks, it will be ready to sell. He’s already asked about royalties! Product engineering I worry that Henry got the wrong impression. Normally, product development takes WAY longer than that. Take for instance our Dry-erase Name Tents, which have been around almost as long as our company. Although the basic idea hasn’t changed too much over the last 20 years, the execution has certainly evolved! The idea was a Name Card that didn’t require a “mail merge,” printing, folding and then throwing away. It could stand up and fold flat for storage. In their first iteration, the Name Tents were constructed of two separate pieces of dry-erase board, held together at the top with a flexible hinge. A VELCRO fastener at the back prevented them from falling flat, but allowed you to flatten them for storage. Here’s what it took to make the Up-Down Name Tents: Paperclip the hinge (a.k.a. “stick”) – We’d take an 11-inch white plastic hinge and insert a paperclip to secure it in a closed position. Boil the sticks at home – My dad, who was an engineer before he was a business owner, knew that if we heated the plastics sticks in the flexed position, they would better hold their shape. So our employee, Olencia, brought the box of paper-clipped hinges to the house and boiled them in a big pot of water. Insert the cards into the hinges – after prepping the cards with a bit of hot glue, we’d insert the cards into the hinges Attach the VELCRO – For the tents to stay standing, we had to glue on foam pads to the inside of the cards, then attach VELCRO to the foam. This was what enabled the Up-Down function. My dad was so proud of this invention that he’d stand in the aisle at Training trade shows, and in his PT Barnumesque way, beckon attendees to “come in and I’ll show you a trick!” He’d demonstrate the up-down movement and show off the excellent writing surface. Product improvement Over time, we discovered that the VELCRO fasteners simply weren’t holding up. We also felt that the product as a whole needed to look more professional. Our first change was to procure a special hinge that was not flexible but would hold its shape. Although this would prevent flat storage, it would eliminate the need for paper clips, boiling, foam pads and VELCRO. It still took a bit of hot glue, but they looked much better. After that success, we took it a step further and made them as a single molded piece. Our customers have continued to be pleased with each improvement. Product extensions Once you have a hit, the question is whether you can spin off more ideas from it. For the tents, this has meant the addition of our Space Saver Tent, Black Dry-Erase Tent (subsequently discontinued), which used fluorescent markers, Tent Card Quotes (pithy quotations you can stick on the cards that were also discontinued), and neon tents (yup, discontinued as well). In some ways, product extensions are a little easier than an original product idea because you’re building off something that’s tried and true. But, as history has proved, that doesn’t guarantee success! Maybe that’s why Henry was able to come up with a new product in just 2 weeks. My wish is that they all come that easily.

Although Trainers Warehouse doesn’t focus on many content-specific board games, I’ve come across a few really good ones recently. I’ll continue to add to this list as I learn of more. Admittedly, these aren’t all “Board” games, but they’re off-the-shelf, ready-to-play.NOTE: prices are listed as they are understood at the time of posting. They may be subject to change. Business Education BIZ WIZ® – a business education game, teaching business overview, serving customers, measuring success, financing, operations, forecasting and more. (the Universal, self-study edition is $59.90; the simulation is $1295.) Cash Flow 101: How to get out of the Rat Race, by Robert Kiyosaki – a cash flow, financial independence game; includes 3 CDs and a true-to-life board game that teaches you how to invest. ($195) Communication and Listening Colourblind – by RSVP Design Wearing blindfolds to ensure total dependence upon the quality of their verbal communication, and holding a collection of small, irregular, coloured plastic shapes, a group works together to gather information that will allow them to solve a puzzle. For groups between 4 and 28 players. ($424) Challenging Assumptions – by RSVP Design So simple but such a powerful message! This activity lasts between 10 and 20 minutes and is an ideal way of raising the awareness of a group of learners about the preconceptions and assumptions we bring into new situations. In the puzzle context, they make assumptions about what colors go together, about what side of the piece is the top, or about where corners and edges go. ($139) Teamwork Card Deck Challenges The four games in this category all use decks of “clue cards,” which participants are dealt. While players can verbally share what’s on their cards(s), in order to come to a team solution to the challenge, they may not show or trade their cards. Zin Obelisk – teams must work together to solve a complex problem (download notes and create-your-own cards) Counter Intelligence – by RSVP. Participants are dealt a few task cards, each of which contains one clue about the way a pile of colored tokens should be arranged to form a specific shape and distribution of colors. Information printed on the cards can only be shared verbally and must come up with their final solution within 15 minutes. ($111.00) Guess Who? – A team problem-solving challenge. There are two sets of 9 clue cards that provide enough information to solve each problem. When the information is shared, the problem can be solved. Most groups find a solution in less than 10 minutes. ($44.95) More Team Games Marble Maze – 6 people must lead a marble through this heavyweight, durable maze, without letting the marble fall into a trap. The 3 maze inserts differ in shape and difficulty, and the two varying-sized marbles keep the challenge exciting. ($146.00) Blindfold Maze – Teams must work together to uncover the invisible path on a large floor grid. Square by square, they move through the grid from start to finish, starting over each time an incorrect square is stepped on. Increase the difficulty by setting two teams against each other, or having them beat the clock. ($99.00) Project Management – Planning and Implementation Simbols – by RSVP Designs. Players receive printed coloured cards which have to be assembled, under challenging conditions and a tight time frame, into a specific, finished pattern. The participants must quickly establish an efficient method to describe the cards they’ve been dealt, then determine the correct way to lay them out. All interaction is verbal until the last minute, when it’s time to “launch” their solution, laying out the cards in correct pattern, before the deadline. Requires 45 minutes, plus debrief. ($525.00) Negotiation T-Trade (by RSVP Design; $509)  This exercise is designed to be used in a context in which business negotiations are important for success in achieving individual or organisational goals. It illustrates the need to build strong relationships between groups as they try to achieve individual goals, maintaining dialogue over a series of rounds as they negotiate for scarce resources. T-trade involves three groups, each trying to achieve the best business outcome for themselves but needing to ‘make deals’ with other groups in order to be successful. The exercise takes some time if the negotiation process is allowed to develop and build. The basic exercise needs 90 minutes, plus time for briefing and de-briefing. Ideal numbers are three teams of 3-6 people, each working in a separate location.

Jeopardy-like games can be an excellent tool to introduce new learning points or reinforce what’s already been covered. These brief notes will help you easily facilitate an effective learning experience. Teams select game board questions with varying point values in each category (i.e. Sales for 100 points, or Sports for 200 points). If a team rings in and answers the question correctly, that team is awarded the points assigned to that question and can choose the next question. If a team answers incorrectly, that team loses the point value assigned to the question. The other teams can then be offered the opportunity to answer the question. The game is over when all questions are answered, the pre-allotted time has run out, or when the facilitator selects a Final Question. The team with the most points after all questions are answered is the winner! Preparation Prepare your category “answers” on the 5×7 index cards included. Insert answers back-to-back with the colored number points, so that you can reveal them when someone says, “I’ll take Customer Service for 300”. If needed, prepare an answer grid. Play Randomly select a team to go first. Ask that team to select a category and point value. Read the “answer” revealed on the back of the point value. (e.g. J.D. Powers) Have players “buzz-in” when they know the correct response. Option: use a buzzer system (like Who’s First?) to allow players to indicate when they know the answer. Alternatively, have them hold up their hands, ring a bell, or blow a whistle to indicate that they want to answer the question. Give the first responder the opportunity to get the “question.” (e.g. What is the preeminent Quality Award?) Add or deduct points to the player’s point tally according to whether the response is correct or incorrect. If the answer is incorrect, give the second responder an opportunity to play. Reward points accordingly. The player who answers correctly can choose the category and point value for the next round of play. Getting Fancy Insert Hidden Bonus Question into the back of a random category/point value. When players select these questions, invite all teams to wager and win extra points. Include a Final Question at the end of your game, to allow teams to wager points. Use a buzzer system so that you don’t have to wonder whose hand went up first. Use a stopwatch or timer to limit the amount of time a player/team has to respond.