At 09:05 AM 8/04/99 -0400, Steve wrote:
>Icebreakers can fall into this general touchy-feely category. The intended
>outcome of the icebreaker defines it. If it is to get the target audience
>to feel good about participation or each other or themselves, then it may
>well be touchy-feely. Problem? Measurable or not, managers are looking
>for return on investment (ROI). Touchy-feely doesn't make it, and the
>interventionist may not either, for vary long weather the label is
>deserved or not.
I use icebreakers to warm people up to the task and also to the other
people in the group. If it is not task focussed I don't use it. Many
icebreakers/energisers are in my expereince excuses for poorly designed
workshops - wait till the energy is low and then throw one in and hope for
the best!
I think touchy-feely is ok as long as group members recognise the value -
it needs to be seen to progress the group.
A favourite icebreaker of mine is to ask group members to describe an
animal - real or imagined - to describe
the.....(organisation/team/management style/ etc). I used this recently at
a cultural change program and the images were fantastic - mythical
creatures, elephants, serpents, rats etc. It added a dimension to the day
in that it uncovered some deep-seated feelings very quickly, and was a
wonderful reference point throughout the day ...So went you see the
organisation as a snake this happens etc. The other thing to consider is
the organisational culture - for example I don't know if my current
organisation - a police service - is ready for this one...at least not at
my first workshop...
Cheers
Nicky
Nicky Kain
HR Planning and Development Consultant
WA Police Service
Ph (08) 9268 7849
--Nicky Kain <pd84241@wapol.gov.au>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>