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What's the right setting for delivering Experiential Learning content?
In the blog I wrote last month I tried to address some of the assumptions about experiential learning that seem to be getting in the way of people including elements of this approach in their programming. It seems that the most pervasive of these assumptions is about the physical spaces that are needed to deliver effective experiential content. To ...
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Are your assumptions about Experiential Learning getting in the way of a breakthrough in performance?
My friend and colleague Graham Cook is heading to Florida later this month where he'll be delivering a session at Training Magazine's 'Training 2024' conference and exhibition. His session is titled 'How to Design Behavioral Change Using Experiential Learning Activities'. I'm not going to be alongside him for this conference but that doesn't mean I...
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Continuous Professional Development for Focused Experiential Learning
Most good trainers and facilitators I meet tend to have a strongly developed intuition about the needs of others. It doesn't take long for them to get to understand what will help a student to learn, and how learning material needs to be presented to make it easier for that learning to take place. As these trainers and facilitators become more ...
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What's The Best Seasonal Gift You Could Give?
It’s a question I often read around this time of year, and it inevitably provokes responses from extremes of opinion. There are those who go full-on consumerist and suggest expensive cars, jewellery, homes etc, ideas that are balanced by those who reject these ideas and suggest good health, happiness, close family etc.
So, as I&rsquo...
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How do facilitators work with groups who have had an 'easy win'?
There were some interesting responses to last month’s blog which considered how to handle a session where your group are unsuccessful at completing the experiential task you have set them. For some people this was accepted as very sound advice, and it seems to have taken away some of the ‘fear of failure’ that was out there. ...
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The Leadership Game
Learning Focus
- Change Management
- Coaching Skills
- Decision Making
- Feedback
- Improving Performance
- Reflection
Group Size
2 - 6
1 - 16
Duration
20-40 Minutes
£35.00
Leading and being led are part of any business. What is effective leadership exactly and what does it involve?
Opinions on this issue are divided. Research has shown that managers often find it difficult to lead their employees effectively, and that many employees are dissatisfied with their managers.
Developed by Peter Gerrickens and Marijke Verstege, The Leadership Game helps you reflect on how you function in your role as a leader.
This involves some important questions such as:
- What is your leadership vision and how do you put it into practice?
- Does your leadership vision match that of your organisation?
- What do your employees expect from you as a manager and a leader?
Reflecting on your own vision of leadership is not something you should only do once. As your management style changes you need to reconsider your vision for leadership and if need be, make adjustments.
This game can help you identify and implement these changes in a practical and effective way. It will also make discussing the topic with your employees an easier, more engaging and productive process.
The Leadership Game covers all the main aspects of leadership. Therefore, the game is suited for all kinds of leaders & managers, for a range of situations and alternative visions on
leadership.
Downloads
- Leadership Development
- Reflection on Leadership Capabilities
- Peer, manager and employee feedback
- Explore positive and negative leadership experiences
- Personal development - exploring leadership strengths and weaknesses
- Coaching to improve leadership practice
- Aspects of leadership.
These aspects (leadership is ...) describe a mix of behaviour, attitude and values and comprise six themes.
The six themes are:
- Managing values (for example: treating everyone fairly).
- Aims and results (for example: bringing out the best in your employees).
- Managing people (for example: knowing what is going on among your employees).
- Managing (for example: setting and monitoring procedures).
- Decision-making (for example: making sure that decisions are fully understood and supported by your employees).
- Self-management (for example: adjusting your own behaviour).
- Pictures.
This series of striking images and photographs can be used as a medium to discuss concepts of leadership.
Possible applications
The instructions suggest several options so that you can select the method of play that best suits your specific situation.
Applications include:
- Applications for individual use
- Coaching managers who want to investigate the way they function as leaders or are looking for ways to Improve
- Appraisal interviews with managers
- Coaching employees who are having difficulties with the leadership styles of their manager
- Applications for groups and teams
- Peer-group sessions involving managers, aimed at discussing the way they perform their job whilst giving each other feedback on their performance and leadership
- Peer-group sessions involving employees who are moving into management and who want to discuss and explore what the role requires
- Balancing employees’ and managers’ expectations about leadership in a team
- Giving feedback: the manager requests direct feedback from a particular employee about the way he/she/they performs and leads
Activity Contents:
The Leadership Game consists of 115 full-colour cards and instructions for six different methods of play, divided into two groups:
- Aspect of leadership (75 cards)
- Managing values - 13 x cards (for example: treating everyone fairly)
- Aims and results - 10 x cards (for example: bringing out the best in your employees)
- Managing people - 13 x cards (for example: knowing what is going on among your employees)
- Managing - 15 x cards (for example: setting and monitoring procedures)
- Decision-making - 10 x cards (for example: making sure that decisions are fully understood and supported by your employees)
- Self-management - 14 x cards (for example: adjusting your own behaviour)
- Pictures (40 cards)
You will also find a small bag containing 60 coloured counters that can be used with some of the methods to show any agreements or differences among players
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Delivery
Product prices shown do not include delivery costs (these will be shown when you add the product to the basket). We use international and local courier services to provide a fast, secure and trackable shipping service to our customers. Typically we will ship within one working day of receiving your order (if received by 14.00 local time), and your goods should be with you wherever you are in the world within one week!
Returns
We provide a 12 month unconditional guarantee. If you have any problems with our materials, we will replace any defective parts, or you can return the unopened/unused product for a full product refund.
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