Sign up Log in. Web icon An illustration of a computer application window Wayback Machine Texts icon An illustration of an open book. Books Video icon An illustration of two cells of a film strip.
The editors will have a look at it as soon as possible. Delete template? Cancel Delete. Cancel Overwrite Save. Advanced Search Links. This product is not available for expedited shipping. Add To Cart. My Big Book of Summer Activities.
Add To Cart 0. Games can be a terrifically effective way to build team spirit, communication, and trust among people who work together day in and day out. Choose from 70 varied and imaginative games and activities that have been specifically designed for the manager who's looking to: Raise sagging morale in a department Liven up boring staff meetings Improve communication Promote a culture of harmony and cooperation Have fun with your work team Each of these games is fast, creative, easy-to-lead, and will help you accomplish your team building goals.
Learn valuable tips on how to present games and how to select activities for particular situations. Get essential advice on what not to do when leading games, and much more! Paperback: pages. After the presentations, tape all the drawings and fact sheets to the walls for the duration of the program.
Explain that the color of the card they are holding indicates the type of first impression they will be creating during the activity. Those with green cards like meeting others and enjoy interacting. Ask the team what they would do to create that type of face-to-face impression e. They would be content to go crawl in a corner and be left alone! Have the team describe what they would do to create that type of first impression e.
That impression should be based on the color of the card they received. Have them interact with as many people as possible in 25 seconds.
Green Cards, could you tell who the Red Cards were? How could you tell? Red Cards, when the Green Cards approached you, was it difficult to main- tain your Red Card demeanor? Why is it important to create a positive first impression? Each pair is required to come up with a hand- shake. The handshake has to have three moves and a sound effect or phrase. Give them a few minutes to develop and practice their handshake.
Have each pair team up with another pair. Have them put their hand- shakes together to form a six-part handshake with two sound effects. Give the new foursomes time to practice. Have each foursome join with another foursome to put their handshakes together for a twelve-part, four-sound-effect handshake. Time permitting, have each team of eight present their handshakes to the whole group.
Variations You can stop this at four or continue with the eight-person version more challenging. There are many ways to adapt this one, depending on the number of people you have in your team. How did you learn the twelve-part handshake without becoming overwhelmed? What aspect about this process was easy? In what ways does this relate to sharing information and learning from each other at work?
In your right hand hold a koosh ball or something simi- lar. In your left hand hold a hacky sack or similar any two different types of items will work. With each repetition of passing of the knick, heads turn back and forth as the questions and answers make the way around the circle. Discussion 1.
What was your biggest challenge in this activity? Why was it so difficult to keep track of what you were doing? What are some of the downfalls of hopping back and forth between tasks, rather than focusing on one thing? What are some ways multitasking impacts the team?
Mo capable it. Ask everyone to consider what their goals are for the next three to five years. With their goals in mind, invite every- one to cut out any words or pictures from the magazines that resonate with those goals and dreams to create their personalized vision board.
Next, have the team members write out their own personal vision state- ment, mission statement, and goals for the next three to five years based on their vision boards. While this is largely an individual activity, working with a team and being able to share ideas helps clarify ideas and provide insight for the individuals. Since the vision boards, vision statements, and mission state- ments can be a source of inspiration for the team members, have them present to the group or post them in appropriate locations in their work areas.
If you use a high-quality heavy-weight paper, the overall look and feel of the finished product will be a high-quality reminder of the goals they set that day. Tips Encourage accountability by scheduling a follow-up. Have them put it on their schedules right away. Even though our goals and vision or mission statements are highly personal, what impact could it have to open up and share this information as we are doing today? Now that you have created this vision for yourself, what is the next step?
How can you implement that step and future steps? Each team gets 12 plastic cups. Next, demonstrate how to stack and unstack the cups by making three pyramids of cups.
The pyramids on the left and right have two cups as a base and one on top. The stack in the middle is a three-two-one-cup pyramid: three on the bottom, two in the middle, and one on top. Each team has six stackers and one timer. The teams time themselves doing the task and then have two additional attempts to improve their time. The task: the first person stacks, the second unstacks, the third stacks, the fourth unstacks, the fifth stacks, and the sixth unstacks.
The clock stops when the sixth person places his or her hands on the table. Unstacking can begin only after the stacker has completed all three stacks. What did your team do to improve productivity?
How could we create a similar context with our tasks at work? Tips This activity is a great springboard for a discussion of task and context. Any task is neutral—neither good nor bad, neither fun nor boring. The con- text we create makes the task rewarding. Each group gets a flip chart and markers. The first group discusses a bad work experience e. Have them record their ideas along with illustrations on the flip chart. The second group discusses a positive work experience e. Have them record their discussion along with illustrations on their flip chart.
While the groups are talking, provide any necessary coaching. Also, notice the differences in the overall energy and enthusiasm, or better yet, ask a couple of participants to act as observers—they can provide valuable insight in the debrief discussion.
Have them take notes about what they observe. After 10 to 15 minutes, bring everyone together. Have each group give a brief presentation of their highlights of bad and good experiences. When the group who dis- cussed their positive experiences is finished, jump right into the debrief discussion.
Tips After the presentations, you may want to let the team who discussed bad work experiences know that you appreciate the residual emotions they experienced due to their discussion and thank them for their willingness to endure those emotions one more time. After the debrief discussion, do a fun energizing game such as Partner Stretch to raise the overall energy level. How did you feel when discussing your poor experiences?
Observers: What did you notice? When we focus on the negative, energy levels tend to go down and as a result we feel drained.
By focusing on the positive, our energy levels go up and we feel energized. If energy is motivation, how can we use this informa- tion to improve our current work team and environment?
Ask participants to fill in each box with tips, information, and takeaways regarding their experience. After five minutes, have them work in small teams of four or five to share ideas and add to their forms.
Open the discussion to the entire team, inviting participants to con- tinue to add to their forms as necessary. Variations Pass out the form at the beginning of a workshop, and encourage partici- pants to add to the form as they wish throughout the day, or provide time before breaks to track their thoughts and share ideas.
As a review, go over the discussion questions at the end of the program. How do you feel about your experience today? To what do you attribute those feelings? What knowledge or information will you take from today? Where did that knowledge come from?
How can you continue to learn from each other after this workshop? What new ideas did you come away with? What were some good reminders? What action do you plan to take as a result of your experience today? Provide each group with flip-chart paper and markers. The groups must create a drawing that depicts the qualities of a suc- cessful team, including the individual contributions that are necessary to bring out those qualities.
For example, the group could draw a sun. In the middle of the sun, they could write all the qualities that make up a team trust, communication, etc. After 15 minutes, have the groups present their posters to the whole team. Tips Rather than stifle any creativity, let the groups run with this one. Prepare to be amazed! What are some ways these qualities and characteristics were demonstrated throughout this program?
What can we do to ensure we incorporate these qualities and characteristics into our everyday work? Just as their favorite sports teams have logos and mascots, so will the team. The first step is to brainstorm, so divide any large team into groups of four to seven people. Ask them to think about the team they have come together to create. Remember this is the whole team they are considering, not just the four to seven members of each brainstorming group.
Ask each group to take four minutes to brainstorm about who they are and what they are all about. These ideas can be tracked on a flip chart by the facilitator or a volunteer from the team. Assign each group a different task: 1. Figure out a team name. Come up with a team logo. Create a team mascot. Write a team slogan. When all of the groups are finished, have them present their portion of the new team identity. Variations Have each group develop all four components of the team ID.
When all of the groups are finished, have them pitch their team ID to the whole group. The whole group then decides which team ID best describes them or takes components from different groups to create their team ID. In what ways does it benefit the team to have an identity? What are some creative ways we can incorporate our identity into our daily work environment?
Group Size Any Materials Flip-chart paper, markers Time 20 to 30 minutes Procedure Split the team members into groups of five to seven. Give each group flip- chart paper and markers. The groups then have 20 minutes to create a poster depicting the worst team ever, including the qualities and charac- teristics of the worst team and an illustration. After 20 minutes, have the groups present their work.
Tips You may have to monitor this so it does not turn into a gripe session. It is meant to be done in fun and have a positive outcome.
Have we all experienced or displayed some of these qualities? What can we do about it? In your discussion of the worst team ever, did you come up with some quali- ties of the best team ever? What were those? How can this activity help us become the best team ever? What is our individual responsibility in creating the best team ever? Surprisingly often, the result is the expectation, as if by magic, comes true.
Ask the group if they are familiar with the musical My Fair Lady. Review for them the premise that people often rise to the level of expectations that others or they themselves set. In fact, a number of studies have verified that this approach to working with people really works. In groups of three or four, ask teams to discuss examples they have heard about or perhaps were even involved in personally wherein a man- ager or team leader used this principle. What have you heard about the Pygmalion effect?
Can you think of any examples when a superior, manager, or perhaps a teacher may have employed this idea? Have you ever used this principle with any of your own team members? How about with your boss?
Anyone in your own family? What was the result? Can you see any downside to following this principle? This activity consists of two rounds. Each person will have a chance to relay some information.
Have the partners decide who will go first or just assign the person with the shortest com- mute, biggest shoes, or some other fun characteristic. Round One: The first person tells his partner something he enjoys doing or something he has a passion for.
Discuss how they communicated their passions. The difference is the attitude. Give each partner one min- ute to share this version of the story.
Discuss how they communicated their negative attitudes. Tips Be ready with a quick energizer to end on a high note! For an easy one, just have participants put their pens between their teeth, forcing their faces into a smiling position.
This has been proven to send out energy-enhancing endorphins. What did you notice about the energy level during the two rounds of play?
If we can turn these positives into negatives so easily, is it possible to turn negatives into positives just as easily? Why or why not? What is the benefit of adjusting our attitude? How does this impact the team? What are some strategies we could use to do this? For a large group, split into smaller teams. Materials Copies of the drawing handout provided , additional sheets of paper, pens Time 10 to 20 minutes Procedure Have all the participants stand one behind the other in a single line.
Briefly show the original drawing to the last person in line. Compare all the final drawings with the original to see how many dif- ferent messages were received. When does communication start to break down? What are some reasons for our communication breakdown?
What can we do to make sure our message is understood? What did you learn about communication that you can take back to the workplace? Ask for volunteers to play a quick game of emoticons—a game where they will demonstrate an emotion without using any words or sounds.
Because there are 12 Human Emoticon cards, 12 volunteers would be ideal. Allow each volunteer to choose a card; then ask all the volunteers to leave the room to prepare for their roles.
Give them two to three minutes to practice their roles and help the other volunteers. Tell those who are still in the room that they are not to shout out their response to each demonstration. Rather they can write down their inter- pretation on their copy of the Human Emoticons handout or a numbered sheet of paper. This will open up a discussion on interpretation. Call the volunteers in, and one at a time, have each one act out the emo- tion on his or her Human Emoticon Card.
Have the rest of the team write down their interpretations of all the emoticons being demonstrated. Have the volunteers make a note of the guesses on the back of their cards. Then discuss the guesses after all the volunteers have presented their roles. Do we all interpret nonverbal messages in the same way? Why not? Based on this activity, what are some things we should keep in mind regard- ing the messages we send nonverbally?
Sadness 2. Amusement 3. Shock 4. Curiosity 5. Anger 6. Surprise 7. Disbelief 8. Understanding 9. Happiness Fear Excitement Ask them to say the word, and lead them in saying the word aloud.
Then read each of the following intentions, and wait for the team to ver- bally demonstrate the tone. You may want to say it with them for the first one to get them started. How can one word mean so many different things? What can this simple activity teach us about the power of tone? What is a good takeaway from this activity?
Pass out copies of the script cutout: one partner gets the Valencia cutout; the other gets the Navel cutout. Each per- son reads his or her cutout and can share only the information that is spe- cifically requested by his or her partner.
Give them a minute to read their script; then have them start their negotiations. Did anyone have to cut their orange in half?See what's new with book lending at the Internet Archive. Uploaded by admin-venus-jones on March 10, Search icon An illustration of a magnifying glass. The big book of team building games free download icon An illustration of a person's head and chest. Sign up Log in. Web icon An illustration of a computer application window Wayback Machine Texts icon An illustration of an open book. Books Video icon An illustration of two cells of a film strip. Video Audio icon An illustration of drum set software for pc free download audio speaker. Audio Software icon An illustration of a 3. Software Images icon An illustration of two photographs. Images Donate icon An illustration of a heart shape Donate Ellipses icon An illustration of text ellipses. EMBED for wordpress. Want more? The big book of team building games free download embedding details, examples, and help! There are no reviews yet. Be the ibg one to write a review. Books for People with Print Disabilities. Internet Archive Books. American Libraries. Download [PDF] The Big Book of Team Building Games: Trust-Building Activities, Team Spirit Exercises, and Other Fun Things to Do (Big Book Series) By - John. Free Download: The Big Book of Team Building Games: Trust-Building Activities, Team Spirit Exercises, and Other Fun Things to Do,The book "Tool Tavern. The Big Book of Team Building Games: Trust-Building Activities, Team Spirit Exercises, and Get your Kindle here, or download a FREE Kindle Reading App. Shop for the Big Book of Team Building Games motivational training guide. Our office Trust-Building Activities, Team Spirit Exercises, and Other Fun Things to Do Sign up for free tips and exclusive offers! Name: Shop. ; Printable Order Form · Download our PDF Catalog · Payment Options · On Sale! we continue to grow "The BIG Book of. Fun Icebreakers and Team Building. Activities". As always happy Paper Ball Game.. Dilemma Play. Desired outcome: Teams can use their experiences in the game to overcome work problems and relational issues. Page 3. 3. HR ETS M download © . DOWNLOAD The Big Book of Team Building Games: Trust-. Building Activities, Team Spirit Exercises, and Other Fun. Things to Do (Big Book Series) KINDLE By. fer the game to real life and helps to build confidence in the new skills. Conflict is healthy for a team as long as it is handled in an effective manner. By engaging. Did you know that games can be a terrifically effective way to build team spirit, communication, and trust among people who work together day in and day out? Fun Team Building Activities – Over Free Team Building Games The structure must be big enough so a team member can completely pass under it in check out our Team Building Activity Book, available as an instant download PDF. Give teams time to come up with a strategy. The team then turns over their clues and gets started. Ask them to think about the team they have come together to create. Then have the team mingle and choose someone different to sign his or her name in each box. Trust that they will bring out the important dynamics within the team. What qualities and characteristics are counterproductive? Was it difficult to get consensus? Building Your Team When creating a new team, many questions need to be asked and answered. What were your initial responses? You will receive a link via email to download the electronic book immediately after purchase.