Top Leadership Activities, Games and Exercises for Employees

• Begin by asking each leadership team member to reflect privately on the best manager they’ve worked with.
• Once everyone has had time to reflect, have each team member share with the group the qualities, habits, or decisions that made their chosen manager effective and inspiring.
• Encourage open listening, with the rest of the group noting key traits mentioned by each speaker.
• After each team member has shared, initiate a group discussion on how these positive traits can be applied to their current leadership roles.
• Invite professionals to share any new insights or perspectives they gained from hearing their colleagues’ experiences.
• Conclude the activity by encouraging team members to set personal goals for incorporating some of these best practices into their leadership approach.
• Wrap up with a reflection on how this shared understanding of positive leadership qualities can strengthen the team’s collective vision and values.

Encourages reflection on leadership qualities, builds mentorship, and fosters a learning culture.

• Provide each participant with paper, markers, and a pizza diagram template.
• Ask participants to imagine leadership qualities as pizza toppings, with each topping representing an essential trait for effective leadership.
• Encourage each person to select traits they value in leadership, like “vision,” “communication,” or “integrity,” and add these to their pizza diagram.
• Once completed, bring the group together to share their “leadership pizzas” and explain the traits they prioritized.
• Facilitate a group discussion, allowing professionals to debate and collaborate on which traits are most important.
• Create a collective “leadership pizza” combining the qualities discussed, representing shared values.
• Conclude by reflecting on how these traits can be implemented in their roles, reinforcing the importance of shared leadership qualities.

Promotes creativity, communication, and team collaboration by visualizing and discussing leadership traits.

• Arrange an open space for the activity and, if needed, prepare role-play scripts for each professional.
• Assign each professional a role within a mock scenario that reflects different levels of hierarchy, such as senior manager, mid-level leader, or junior staff member.
• Instruct each professional to interact with others based on their assigned status, paying attention to how hierarchy influences communication and decision-making.
• Allow time for professionals to engage fully in their roles, experiencing the interactions and dynamics within the hierarchy.
• After the role-play, gather the team for a debriefing session to discuss how their behaviors and perspectives shifted based on their assigned status.
• Facilitate a discussion on how these dynamics reflect real-life situations in the organization, exploring ways to promote respectful and inclusive environments.
• Conclude by encouraging professionals to apply insights gained from the activity to improve awareness of hierarchical dynamics and enhance inclusivity within their teams.

Increases awareness of hierarchy's effects on communication and decision-making, and fosters inclusivity.

• Arrange seating in a circle to create an open, inclusive environment.
• Start by introducing the purpose of the activity and set ground rules for active listening and respect.
• Begin the session by asking open-ended questions such as, “When do you feel most valued?” or “How can the team better support you?” to encourage honest and thoughtful responses.
• Give each team member the opportunity to share their thoughts and feelings, reminding others to listen without interrupting.
• Continue around the circle, allowing each professional to express themselves, fostering a sense of being heard, seen, and respected.
• After everyone has spoken, open the floor for reflections on what was shared, encouraging team members to acknowledge each other’s insights.
• Conclude with a discussion on how these shared perspectives can enhance empathy, inclusivity, and cohesion within the team.

Builds empathy, trust, and strengthens team cohesion.

• Divide professionals into small teams and provide each team with materials: spaghetti, marshmallows, tape, scissors, and a stopwatch.
• Explain the objective to build the tallest freestanding structure using only the provided materials, with the marshmallow at the top.
• Set a timer for the challenge (30-45 minutes) and begin, encouraging teams to think creatively and collaborate effectively.
• As teams work, observe how they communicate, delegate tasks, and solve problems together, fostering a collaborative spirit.
• Once time is up, measure each structure to determine which team built the tallest one.
• Gather the teams for a debrief, discussing what strategies worked well and where challenges arose.
• Conclude with reflections on the importance of communication, creativity, and teamwork, and how these skills can strengthen bonds within the team.

Enhances creativity, problem-solving, and team collaboration.

• Arrange a long rope and blindfolds for each team member participating in the activity.
• Have each professional put on a blindfold and take hold of the rope.
• Instruct the team to work together to form a perfect square with the rope, relying solely on verbal communication.
• Encourage team members to communicate clearly and listen carefully to each other as they work toward shaping the square.
• Allow time for adjustments as the team collaborates, emphasizing the importance of trust and clear instructions without visual cues.
• Once the team believes they’ve formed the square, remove the blindfolds to reveal the result.
• Conclude with a debrief discussion on the role of trust, non-visual communication, and teamwork in achieving successful outcomes.

Builds trust, communication, and collaboration.Builds trust, communication, and collaboration.

• Divide professionals into small teams and provide each team with materials: newspapers, tape, and scissors.
• Explain the objective to build the tallest freestanding tower possible within the time limit, using only the provided materials.
• Set a timer for the activity (45 minutes) and encourage teams to start planning their approach before constructing the tower.
• As teams work, they should focus on strategic planning, considering the stability and height of their structures within the constraints.
• Encourage team members to communicate openly, share ideas, and collaboratively problem-solve to overcome any challenges they encounter.
• When time is up, measure each tower to see which team built the tallest structure.
• Conclude with a debrief where teams discuss what strategies worked well, what challenges they faced, and how they adapted their plans. Highlight the importance of creativity, collaboration, and resilience.

Enhances creative problem-solving and teamwork.

• Set up an obstacle course using objects like chairs, cones, or any other items that can create a “minefield” within a designated space.
• Blindfold one professional from each team who will navigate the course.
• Instruct the remaining team members to stand outside the course and guide the blindfolded team member through the obstacles using only verbal directions.
• Emphasize that team members should give clear and precise instructions, ensuring the blindfolded person can safely navigate the course.
• Allow each team a set time (approximately 30 minutes) to complete the course, with team members rotating roles if time allows.
• Once all teams have completed the activity, gather everyone for a debrief session where they can discuss the importance of trust and effective communication.
• Conclude with reflections on how this experience relates to real-life teamwork, especially in high-stakes or challenging situations where clear instructions and support are crucial.

Builds trust and communication, fostering collaboration.

• Set up a designated area (the “river”) using cones or other markers to define the boundaries, along with obstacles within the area.
• Provide each team with limited resources, such as cardboard pieces or mats, that they can use as “stepping stones” to cross the river without touching the ground.
• Explain the objective to get the entire team across the river by strategically using the resources provided without stepping off the “stepping stones.”
• Encourage the teams to strategize together, discussing the best way to use their resources to ensure everyone crosses safely.
• Begin the activity and observe as teams work collaboratively, problem-solving on the spot to navigate the river and overcome obstacles.
• If a team member accidentally touches the ground, have them start over or impose a small penalty to increase the challenge.
• Once all teams have successfully crossed, hold a debrief to discuss what strategies worked, where challenges occurred, and how collaboration and adaptability helped them succeed.

Encourages creative thinking, problem-solving, and teamwork.

• Have all team members stand in a close circle, shoulder-to-shoulder.
• Instruct each person to reach across the circle and hold hands with two different people who are not standing next to them, creating a “human knot.”
• Explain that the goal is for the team to untangle themselves to form a complete circle without letting go of each other’s hands.
• Allow the team to begin untangling, encouraging them to communicate and work together patiently to find solutions.
• Observe as team members twist, turn, and adjust to untangle the knot, fostering collaboration and problem-solving.
• Once the knot is untangled and a circle is formed, gather everyone for a brief discussion on the importance of teamwork, communication, and patience in overcoming challenges together.

Encourages teamwork, patience, and communication while breaking down barriers and building stronger relationships.

• Assign each team member a fictional pirate role, such as captain, navigator, lookout, or cook. Encourage them to embrace their roles and think creatively.
• Provide a list of challenges that the “pirate crew” must solve together, such as finding hidden treasure, navigating through a storm, or defending the ship from an enemy attack.
• Set the scene by describing the imaginary pirate ship and the current challenge the team faces. Use pirate-themed props if available to enhance the experience.
• Allow the team to collaborate, communicating and using each other’s “roles” to strategize and solve the challenges.
• Encourage team members to fully engage with their characters, fostering a light-hearted and creative environment that promotes bonding.
• fter completing the challenges, hold a debrief session to discuss how the activity helped them learn more about each other’s strengths and communication styles.
• Conclude by reflecting on how the creativity and collaboration displayed during the activity can enhance teamwork in real work scenarios.

Fosters creativity, communication, and collaboration. Builds stronger connections for teamwork in real scenarios.

• Provide each team member with a large sheet of paper or access to a whiteboard, along with markers.
• Instruct team members to draw three concentric circles on their paper or board, labeling them “Personal,” “Professional,” and “External” to represent different types of influences.
• Ask each team member to identify and write down key individuals, past experiences, and external factors within each circle that shape their leadership style and decision-making.
• Encourage them to take time to reflect on both positive and negative influences within each category, aiming for a comprehensive map.
• Once the maps are complete, invite team members to share their insights with the group, explaining how these influences impact their leadership approach.
• Facilitate a group discussion where participants can ask questions, provide feedback, and learn from each other’s experiences.
• Conclude by encouraging professionals to reflect on how understanding these influences can improve self-awareness and decision-making, ultimately enhancing team dynamics and collaboration.

Improves self-awareness, decision-making, team dynamics, and collaboration.

How to Conduct Partnering with a Team of Two Activity :

• Pair up leaders or team members, ensuring they have someone they may not frequently work closely with to encourage new connections.
• Instruct each pair to engage in an open conversation focused on their personal strengths, areas for growth, and leadership experiences. Provide optional conversation prompts if needed.
• Encourage each leader to share stories about the skills they’ve developed, challenges they’ve encountered, and areas where they’d like to improve.
• Remind participants to listen actively and empathetically, building trust and understanding through honest sharing.
• Allow each person to reflect on what they’ve learned from their partner’s experiences and insights, fostering a sense of mutual respect and empathy.
• After the conversations, bring the group back together for a short debrief, allowing pairs to share any key takeaways (if comfortable) with the larger group.
• Conclude by emphasizing how these one-on-one connections can improve collaboration, problem-solving, and support across the leadership team.

Increased trust, empathy, and improved problem-solving through open dialogue.

How to Conduct What I Need From You Activity :

• Begin by gathering the leadership team in a space conducive to open and undistracted conversation.
• Invite each leader to take turns articulating their needs, expectations, and the type of support they require from colleagues to be successful in their roles.
• Encourage leaders to speak openly about the responsibilities they manage, the challenges they face, and specific areas where they would benefit from assistance.
• Ensure that each leader listens attentively while others are speaking, fostering a respectful and understanding atmosphere.
• After each person has shared, encourage the group to discuss how they can provide the necessary support, promoting empathy and alignment.
• Allow time for questions or feedback to clarify any points, ensuring everyone has a mutual understanding of each other’s needs and expectations.
• Conclude with a group reflection on how open dialogue and expressed needs contribute to stronger team alignment, accountability, and collaboration.

Enhanced clarity, accountability, and team alignment. Encourages empathy and mutual support.

How to Conduct STAR Activity :

• Introduce the STAR framework (Situation, Task, Action, Result) to the team, explaining its role in structuring stories about successful leadership experiences.
• Ask each leader to think of a specific situation where they demonstrated successful leadership, using the STAR framework to structure their story.
• Invite each leader to share their story with the group, starting with the Situation they faced, followed by the Task they were responsible for, the Actions they took, and the Results achieved.
• Encourage active listening among participants, allowing them to take notes or jot down key insights for further discussion.
• After each story, facilitate a brief discussion on the leadership qualities demonstrated, such as communication, teamwork, or problem-solving.
• Once all stories have been shared, discuss common themes and insights, highlighting strategies that can be applied to current team dynamics.
• Conclude by reflecting on how the shared experiences promote continuous improvement, strengthen relationships, and enhance the team’s approach to leadership challenges.

Greater understanding of successful teamwork, Strengthened leadership relationships, Enhanced communication skills, Promotes continuous improvement.

How to Conduct Visualizing Goals with Team Canvas Activity :

• Gather the leadership team in a quiet space to ensure open and undistracted conversation.
• Invite each leader to take turns expressing their needs and expectations from their colleagues, focusing on the support required to succeed in their role.
• Encourage leaders to speak openly about their responsibilities, challenges, and the type of assistance they would benefit from.
• As each leader speaks, others should listen attentively, taking notes if necessary, to gain a better understanding of each person’s needs.
• After each person shares, allow time for brief feedback or questions from the team to ensure clarity and alignment.
• Continue around the room until all leaders have had a chance to articulate their needs and expectations.
• Conclude with a group discussion on how the team can collectively support each other moving forward, fostering a collaborative and empathetic culture.

Enhanced goal alignment, Increased accountability, Encouraged team cohesion, Shared commitment to success.

• Organize a meeting with your management team in a dedicated meeting space.
• Assign specific roles to team members, such as facilitator, timekeeper, and note-taker, to ensure each person has a focused responsibility.
• Begin the meeting, encouraging each person to fully engage with their assigned role to promote structure and efficiency.
• During the meeting, observe how each role contributes to a smooth and effective session, with the facilitator guiding discussions, the timekeeper managing the agenda, and the note-taker recording key points.
• Once the meeting concludes, hold a brief debrief session to reflect on how assigning roles impacted the meeting’s effectiveness.
• Rotate roles in future meetings, allowing team members to become familiar with different responsibilities and refine their meeting management skills.
• Conclude with a discussion on how these rotating roles can build communication skills, enhance accountability, and increase leaders’ confidence in facilitating and leading meetings.

Builds communication skills, enhances accountability, and encourages familiarity with different meeting responsibilities. Leaders become more comfortable with facilitating and leading meetings.

How to Conduct Balance Alignment & Autonomy Activity :

• Begin by providing each senior team member with a notepad and a few discussion prompts to guide their individual reflection.
• Instruct each participant to take time individually to reflect on their personal work style, noting whether they prefer working independently or in a more collaborative setting.
• After the individual reflection, divide the team into small groups and have them discuss how they balance their personal work preferences with the team’s overall goals.
• Facilitate group conversations where team members share experiences of times when too much independence or too much teamwork led to challenges.
• Encourage participants to explore ideas and strategies for finding a balance between autonomy and alignment with the team’s objectives.
• Bring the entire group together to share insights and discuss key takeaways from the small group conversations.
• Conclude with a reflection on how understanding each other’s work preferences can enhance team cohesion, promote self-awareness, and support a balanced approach to creativity and alignment.

Promotes self-awareness, enhances the ability to balance autonomy and collaboration, and improves team cohesion. Encourages reflection on work preferences and alignment with team goals.

• Provide each team member with sticky notes, pens, and access to a whiteboard or central space for brainstorming.
• Ask participants to think about solutions or improvements they could implement with just a 15% investment of their time, energy, or resources.
• Encourage each participant to brainstorm ideas focused on small, manageable changes that could have a positive impact on their work processes or team dynamics.
• Have participants write down their ideas on sticky notes and place them on the whiteboard for the group to see.
• As a team, review and discuss each proposed solution, identifying those that could lead to immediate and meaningful improvements.
• Facilitate a discussion on how these 15% solutions can inspire creative problem-solving by breaking down larger challenges into smaller, actionable steps.
• Conclude by encouraging leaders to take accountability for implementing one or two of the proposed solutions, fostering a culture of innovation and continuous improvement.

Fosters innovation, encourages immediate action on manageable improvements, enhances problem-solving skills, and builds accountability for implementing proposed changes.

How to Conduct GROW Activity :

• Pair up team members and provide each person with a coaching worksheet and a pen.
• Explain the GROW model framework: Goal, Reality, Options, and Will. Clarify that one person will start as the "coach" and the other as the "coachee." Instruct the "coachee" to define a goal they want to achieve, something specific and meaningful to their role.
• The "coach" asks open-ended questions to help the "coachee" explore their current reality, identifying where they are in relation to their goal.
• Next, the "coach" encourages the "coachee" to brainstorm and discuss potential options or ways they could achieve their goal.
• Finally, the "coach" supports the "coachee" in committing to a plan by discussing what they will do next to move closer to their goal.
• After completing one round, have partners switch roles so each person has the opportunity to practice both coaching and being coached.
• Conclude with a group reflection, where participants share insights on how the GROW model helped enhance self-reflection, accountability, and coaching skills.

Enhances self-reflection, improves accountability, fosters goal-setting skills, and builds stronger leadership coaching abilities within the team. Participants learn to support each other’s growth and development.

• Set up a large sheet of paper for each idea or initiative generated during a brainstorming session and place them in a visible area.
• Provide each team member with a set of colored dots to use as votes.
• Invite team members to review each idea and place their dots on the initiatives they find most valuable or impactful.
• Allow time for everyone to cast their votes, encouraging them to consider each idea thoughtfully.
• Once all votes have been placed, review the distribution of dots with the team to visually identify the ideas with the most support.
• Facilitate a discussion on the results, allowing team members to share their perspectives on why certain ideas received more support.
• Conclude by highlighting how this process fosters democratic participation, team engagement, and a transparent decision-making approach that values each team member’s input.

Enhances team engagement and ownership, encourages collective prioritization, and fosters a transparent decision-making process. This method ensures that everyone’s input is considered, creating a more inclusive team culture.

• Draw a matrix on a whiteboard with “Impact” on one axis and “Effort” on the other, dividing it into four quadrants: High Impact-Low Effort, High Impact-High Effort, Low Impact-Low Effort, and Low Impact-High Effort.
• Provide each team member with sticky notes and ask them to write down the projects or initiatives currently under consideration.
• One by one, team members place their sticky notes on the matrix according to their assessment of each project’s impact and effort level.
• Facilitate a discussion for each placement, allowing team members to debate and adjust the positioning as needed based on group insights.
• Prioritize projects that fall into the High Impact-Low Effort quadrant, as these represent the most valuable opportunities with minimal resource investment.
• Review and organize the remaining projects based on their placement, clarifying the team's strategic priorities and next steps.
• Conclude by discussing how this matrix approach improves strategic focus, resource management, and decision-making, ensuring the team’s efforts align with high-impact goals.

Enhances strategic thinking, improves decision-making by focusing on high-impact projects, and encourages better resource management. Teams learn to prioritize effectively, leading to higher efficiency and impact.

• Set up a chart or board with categories representing different levels of stakeholder influence, from low to high.
• Provide team members with discussion prompts to consider each stakeholder’s level of influence on leadership decisions.
• Begin by having participants identify key stakeholders relevant to their team or projects, listing each one on the chart.
• Facilitate a group discussion where team members assess and place each stakeholder on the chart according to their perceived influence.
• Encourage team members to discuss how each stakeholder's influence can shape decision-making and outcomes, considering diverse perspectives.
• Review the completed influence chart, identifying any patterns or insights that may help in managing stakeholder relationships and aligning on future decisions.
• Conclude with reflections on how understanding stakeholder influence enhances consensus-building and decision-making, ensuring all relevant perspectives are considered.

Promotes understanding of diverse perspectives, enhances decision-making by considering multiple viewpoints, and strengthens consensus-building and stakeholder relationships. Participants gain insights into how to leverage stakeholder influence effectively.

• Set up a whiteboard with a fishbone diagram template, labeling each “bone” with a category of potential causes (e.g., People, Process, Environment, Equipment).
• Present the problem to the team, clearly defining the issue they will analyze.
• Encourage the team to brainstorm possible contributing factors for each category, writing down ideas and placing them on the respective “bones” of the diagram.
• Facilitate a discussion on each factor to understand how it may contribute to the problem, ensuring everyone’s input is considered.
• Continue filling out the diagram until all possible causes are mapped out, helping the team visualize the complexity of the issue.
• Once the diagram is complete, work with the team to identify the most significant root causes that need addressing.
• Conclude with a discussion on potential solutions, allowing the team to propose effective actions based on the identified root causes, fostering critical thinking and collaborative problem-solving.

Encourages collaboration and critical thinking, improves problem-solving skills by identifying root causes, and promotes teamwork as the group works together to address underlying issues. This method helps teams uncover the real problems and develop more effective solutions.

• Provide each leader with a worksheet to individually reflect on and identify their core values.
• Allow time for each person to think deeply about the values that matter most to them, writing down those that guide their actions and decisions.
• Once everyone has completed their reflection, gather the team in a quiet space for an open discussion.
• Invite each leader to share their core values with the group, explaining how these values influence their work and leadership approach.
• Facilitate a group discussion on how these personal values align with the organization’s mission and objectives, encouraging open communication and mutual respect.
• Explore ways the team can integrate these shared values into daily actions to strengthen cohesion and commitment to the organization’s goals.
• Conclude with reflections on how understanding each other's values fosters a sense of belonging, trust, and shared purpose within the leadership team.

Fosters open communication, encourages alignment of personal values with team goals, and strengthens mutual understanding. Leaders gain a clearer sense of purpose and their connection to organizational objectives, which enhances their commitment to team success.

• Provide each leader with a template for a coat of arms, along with paper and markers for designing.
• Instruct participants to create a personal coat of arms that visually represents their core values, leadership style, and strengths, using symbols or drawings.
• Allow time for leaders to reflect on their identity and leadership qualities as they design their coat of arms.
• Once completed, invite each leader to present their coat of arms to the group, explaining the meanings behind the chosen symbols.
• Encourage active listening as each person shares, fostering empathy and appreciation for the diverse leadership styles within the team.
• Facilitate a group discussion on how these individual identities contribute to the team’s collective strengths and goals.
• Conclude by reflecting on how this exercise enhances team cohesion, mutual understanding, and collaboration through a deeper appreciation of each leader’s unique values and style.

This fun leadership game promotes self-reflection, enhances team cohesion, and strengthens understanding of diverse leadership styles. This activity helps leaders appreciate each other’s values, fostering stronger collaboration and team identity.

How to Conduct Establishing Purpose and Culture in Leadership Activity :

• Begin by setting up a whiteboard and providing discussion prompts focused on purpose, identity, and values for the team to consider.
• Initiate the activity by encouraging each team member to reflect individually on how their personal leadership style and role align with the organization’s goals.
• Bring the team together to discuss their reflections, sharing insights on individual and collective purposes within the team.
• Facilitate an open dialogue where leaders collaboratively define their collective purpose, identity, and core values that align with the organization’s mission.
• Use the whiteboard to document key points from the discussion, ensuring that everyone’s input is recorded for visibility and alignment.
• Encourage each leader to articulate their commitment to the team’s unified purpose, promoting a sense of accountability and ownership.
• Conclude with a final group reflection on how this shared purpose and culture will guide the team’s actions and improve collaboration, morale, and overall team performance.

This leadership activity for team building strengthens alignment between team values and organizational goals, fosters accountability, and enhances collaboration within leadership teams. Leaders leave with a clear, shared sense of purpose, improving team performance and morale.

• Pair up leaders or divide them into small groups, ensuring each person has a partner or group to listen to and interact with.
• Instruct each participant to take turns speaking on a chosen topic, while the others practice listening without interruptions or interjections.
• Encourage the listeners to focus fully on the speaker’s message, paying attention to tone, body language, and key points.
• Once the speaker finishes, have the listener summarize or paraphrase what they heard to confirm understanding and demonstrate active listening.
• Allow the speaker to provide feedback on the listener’s summary, clarifying any misinterpretations to reinforce accurate communication.
• Rotate roles so each participant has the opportunity to practice both speaking and active listening.
• Conclude with a group discussion on the importance of active listening, emphasizing how it fosters empathy, improves communication, and strengthens collaboration within the team.

Improves active listening skills, builds respect and empathy, and enhances communication within the leadership team. It also fosters thoughtful responses and collaboration.

• Distribute rating charts or printed worksheets to each leader, along with instructions on using a 1-10 scale to rate their level of trust toward each team member.
• Ask participants to rate each team member privately, considering factors that contribute to their level of trust.
• Once the ratings are complete, invite the team to engage in an open discussion, where they can voluntarily share their trust ratings and the reasoning behind them.
• Encourage leaders to discuss what actions and behaviors have built or diminished trust, promoting transparency and openness.
• Facilitate a dialogue around any identified trust challenges, helping team members work through misunderstandings or conflicts that may impact trust.
• Conclude by discussing actionable steps the team can take to strengthen trust, fostering a commitment to improve relationships and collaboration.
• Wrap up with reflections on how increased trust enhances teamwork, decision-making, and overall team effectiveness.

Key Takeaways from the Trust Battery Activity:

Builds openness and transparency, uncovers trust issues, and facilitates conflict resolution. Leaders leave with a stronger foundation of trust, leading to better collaboration and decision-making.

• Provide each leader with worksheets or sticky notes labeled with three sections: "Start," "Stop," and "Continue."
• Ask each participant to think of specific behaviors or practices they feel others should start, stop, or continue doing, focusing on actions that impact team performance and culture.
• Allow time for each leader to write down their feedback, keeping it constructive and actionable.
• Once completed, invite each participant to share their list with the group, explaining their reasoning behind each item.
• Facilitate open discussion, encouraging team members to ask questions and clarify feedback where necessary to ensure understanding.
• After all feedback has been shared, discuss how the team can commit to implementing the suggested changes for improvement and accountability.
• Conclude with reflections on how structured feedback fosters a positive feedback culture, driving continuous improvement and strengthening team performance.

Promotes constructive feedback, encourages accountability, and drives continuous improvement. Leaders gain a deeper understanding of behaviors to enhance or change, fostering a performance-driven culture.

How to Conduct Team Discussions Activity :

• Provide each leader with worksheets or sticky notes labeled with three sections: "Start," "Stop," and "Continue."
• Ask each participant to think of specific behaviors or practices they feel others should start, stop, or continue doing, focusing on actions that impact team performance and culture.
• Allow time for each leader to write down their feedback, keeping it constructive and actionable.
• Once completed, invite each participant to share their list with the group, explaining their reasoning behind each item.
• Facilitate open discussion, encouraging team members to ask questions and clarify feedback where necessary to ensure understanding.
• After all feedback has been shared, discuss how the team can commit to implementing the suggested changes for improvement and accountability.
• Conclude with reflections on how structured feedback fosters a positive feedback culture, driving continuous improvement and strengthening team performance.

Builds alignment, strengthens relationships, and fosters transparency within the leadership team. Leaders gain a deeper understanding of each other’s perspectives, enhancing trust and ensuring that the team stays connected with shared goals.

• Set up a flip chart or whiteboard, dividing it into three sections labeled "What," "So What," and "Now What."
• Begin with the What Stage by asking participants to outline the conflict, focusing on the facts—what happened and who was involved. Use sticky notes if needed for clarity.
• Move to the So What Stage, where each leader reflects on the impact of the conflict. Encourage participants to consider how it affected team dynamics, goals, or morale, fostering empathy and understanding.
• Facilitate a discussion to deepen insights into the conflict’s impact, ensuring that everyone has the opportunity to share their perspective.
• Transition to the Now What Stage, where the team brainstorms actionable solutions to resolve the conflict and prevent similar issues in the future.
• Encourage participants to focus on realistic and collaborative solutions, promoting a constructive approach to conflict resolution.
• Conclude with a reflection on how this structured method improves communication, builds empathy, and strengthens the team’s conflict resolution skills.

Enhances conflict resolution skills, builds empathy, and improves communication within the leadership team by focusing on facts and actionable solutions.

• Distribute cards with the five conflict response styles (avoidance, accommodation, competition, compromise, and collaboration) and provide each leader with a self-assessment worksheet.
• Ask participants to reflect on past conflicts and identify their default conflict response style, noting any patterns on their worksheet.
• Once everyone has completed their self-assessment, invite each leader to share their identified response style with the group and discuss how it has influenced past conflict outcomes.
• Facilitate a group discussion, encouraging team members to provide constructive feedback and share observations on how different response styles impact conflict resolution.
• Discuss the strengths and limitations of each conflict response style, promoting adaptability by encouraging leaders to consider alternative approaches based on the situation.
• Conclude with reflections on how increased self-awareness and adaptability in conflict management can lead to more collaborative and effective problem-solving.
• Wrap up by discussing the importance of using varied conflict responses to build a collaborative and resilient leadership team.

Builds self-awareness, enhances adaptability in conflict management, and promotes collaborative problem-solving within the leadership team.

• Set up a flip chart or whiteboard with three sections labeled "Bright," "Blurry," and "Blind."
• Ask each participant to reflect on a recent conflict and categorize its elements into the three groups: "Bright" for clear aspects, "Blurry" for uncertain aspects, and "Blind" for unseen or overlooked factors.
• Provide sticky notes for participants to write down their categorized elements and place them in the corresponding section on the board.
• Once all notes are displayed, facilitate a group discussion, starting with the "Bright" section to confirm the clear aspects of the conflict.
• Move to the "Blurry" section, encouraging participants to share insights
• ask questions to clarify uncertain aspects.
• Conclude with the "Blind" section, where team members can share perspectives that may uncover overlooked elements, fostering a deeper understanding of the conflict.
• Wrap up by discussing how this exercise enhances empathy, helps identify blind spots, and promotes collaboration through open-minded, shared perspectives.

Enhances empathy, uncovers blind spots in conflicts, and fosters collaboration by promoting open-minded discussions and shared perspectives.

• Begin the workshop by introducing structured feedback frameworks that emphasize clarity, empathy, and a growth-focused approach.
• Provide each participant with worksheets detailing these frameworks, highlighting key elements of effective feedback.
• Share role-play scenarios with the group, designed to help participants practice delivering constructive feedback in realistic situations.
• Divide participants into pairs or small groups, allowing each leader to role-play both the feedback giver and receiver, practicing their skills in a supportive setting.
• After each role-play exercise, encourage peers to provide constructive feedback on delivery style, clarity, and tone.
• Facilitate a group discussion on the importance of transparent communication and the role of effective feedback in building trust and resolving conflicts.
• Conclude with reflections on how mastering feedback skills supports a culture of continuous improvement, enhancing open communication and trust within the team.

Improves feedback delivery skills, promotes open communication, and strengthens trust within the team by fostering a culture of continuous growth and conflict resolution.