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r.k.rada Started The Discussion:

Dear Friends,



In today’s world effective communication skills are important for success regardless of the extent of the business. It is all about conveying information to other people clearly and unambiguously. It's also about receiving information that others are sending, with least possible distortion.


The communication skill training games are the most impressive tool for enhancing communication skills within a group of individuals. In addition to providing fun to the participants it illustrates the significance of clear communication, and lets the group explore their communication style and make improvements as necessary.


Here is a collection of top 10 among the most popular Communication Skill Training Games. (For more, see Communication Skill Training Games.) Let's have a look on these excellent games.


Kind regards,


R. K. Rada


Colored Brain Communication Cards
The Colored Brain Communication (CBC) cards were devised to exhibit the power of the subconscious mind and identify how to bring out the best in each individual. It helps us to discover a convenient, faster and better way to take effective decisions, find out solutions to problems, and put forward creative ideas. It evolved into a more effective tool when managers, facilitators and trainers began to use it and they discovered new ways to improve learning retention and to point out work processing and motivational fit. Moreover, they revealed interview techniques that helped to make better selection of candidates. They uncovered coaching techniques that helped them to develop personal effectiveness in others, and found games they could play with their children to develop and bond with them in stronger ways.


CBC Cards can be used very effectively in making better decisions, assessing the process of having insights of a situation, developing relationships, revealing the emotional needs, establishing the motivational factors, originating productive ideas and so on.


More details on CBC cards can be found at Management Tools for Training and Coaching - CBC Cards

The I's Have It!
The main objective of this game is to illustrate how we are likely to be more self-centered than we may have supposed, and to manifest the significance of focusing on others.

After having a review on inter-personal skills or any viewpoint of communication, it can be casually mentioned that a large number of people don't focus on others and on the contrary turn out to be somewhat self-centered, albeit not in a conscious way. Considering this fact, participants are asked to find a partner and for the next 2 minutes, they will be allowed to talk about anything in the world they want to discuss. There is, however, one rule - THEY CANNOT USE THE WORD 'I'. They can do anything else they want; they just can't say I. After 2 minutes, time out may be called to terminate the game & lead the discussion.


The Discussion Questions regarding games are as follows:
  • How many of the participants were able to talk for those 2 minutes except using the pronoun "I"?
  • Why do so many of the participants face problem in avoiding the use of "I" in conversation?
  • How does it feel when talking to (listening to) someone who starts every sentence with "I"?
  • How can our communications be phrased to better focus on the other person?
  • If the word "I" is not used, what strategies should be employed to avoid it? Can those things be done more often in work (or social) environment?

Does a Straight beat a Flush?
The main objective of this excellent game is to stimulate a higher level of member participation in whole group discussions.


It has been noticed that some groups are not interested to participate in open discussions, specially when they are attending a training for the first time, face a complex or threatening issue, or yet to feel comfortable with the trainer. This game can be used as an excellent ice breaker, and a larger (even competitive) group can be encouraged just by following this method. The group is informed that they will have the opportunity to play one hand of poker at the end of each instruction module (or the end of the day). The individual with the best overall poker hand will win some prize. One card will be given to each person every time they make a meaningful contribution to the discussion. Liberally participants are rewarded with randomly drawn cards as they engage in discussion. Clarification is made regarding the winning order of poker hands, and the best 5 card hand in the group is selected.

This game involves the following Discussion Questions:
  • What impact did this method have on the involvement of the individuals?
  • Did this help or interfere with the participants’ learning of the course material?
The game requires at least 2 decks of cards (depending on total number of participants and length of discussion) and it takes around 5 minutes to judge the best hands.

Who am I? Who is he/she?
This game is an excellent resource to the trainers for a wide range of information about the group members, to provide a format for information sharing among the participants of an extended seminar, course or work group.


The group members who will be spending significant time together are identified at first. A copy of the form is sent to all prospective participants in advance, explaining that the information maybe shared with their colleagues. They are asked to return the form by a certain date prior to the beginning of the training. If possible, complete sets of the completed forms may be reproduced and distributed to participants prior to their arrival. Participants are also encouraged, at the beginning of their time together, to seek out different partners during coffee breaks, lunches, dinners, etc. to explore common interests and probe interesting perspectives.

This game includes the following Discussion Questions:
  • What did others say that a participant admired? What comments attracted the interest of an individual?
  • How did others' answers make someone reflect on his / her own? Does it involve a subsequent change in any of the perspectives of a participant?

How sharp are you?
The main objective of this training game is to encourage participants to read carefully, and to look for "hidden wrinkles" that distinguish simplistic answers; to simulate participants to be careful about tiny details and assumptions that hold the key to success.


A quiz ‘How sharp are you’ is given to the participants, allowing a very tight time limit (3 minutes). Before presenting the correct answers to them, they are asked how many had the incorrect answer for each question. Finally the answers are presented to them and a discussion is led. This game takes around 10 to 15 minutes to complete.


This game involves the following Discussion Questions:
  • What aspects caused a participant to err?
  • How might those elements influence his / her work performance?
  • How to control such factors?

Know Your Customer
This excellent training game is considered as a very effective tool to stimulate participants to make use of their brains; to serve as an ice-breaker exercise or warm-up; to accent the 'wealth' that exists in customers if participants will just look for it.


This game begins with the identification of a key word which is relevant to the training program or central theme of the workshop or presentation. An example could be the usage of word Customer for illustration. The participants have to point out as many legitimate words as they can from the letters available to them, using each only once. They are also asked to predict two things - the number of words they can individually recognize, and the word score of the highest producer. Finally they are given a tight time limit (e.g. 5 minutes) to work it out.
This game involves the following Discussion Questions:
  • How many words did a player predict he / she would find? How does his / her own performance expectation compare to the expectations others held for themselves?
  • Did he / she go beyond his / her expectations, or fall short? Why?
  • How many words did he / she predict could be found? How does this compare to the actual total?
  • How does a participant describe the actual results?
  • What does this exercise illustrate to a participant? (Are "Customers" a rich source of information?)

Give me a hand!
This exciting training game is used to project participants' future successes by applying concepts learned at real world jobs.


Just before the end of the session, participants are told that they are about to take an imaginary journey one year hence. They are asked to close their eyes and imagine that they are all right back in this very room for a VIP Awards Banquet. The winners are being recognized for skills and concepts learned and successfully applied over the past year (since attending this programme). Each participant will receive grand prize, and their acceptance speech will describe the things they did this last year to win the award. And then they are told to open their eyes and write out 2-3 paragraphs of important elements that they will use in that acceptance speech. Some volunteers are called on - as time permits - to hear their speeches. Groups are asked to give a huge round of applause after each of the presentations. This game takes around 10 – 15 minutes.


This game involves the following Discussion Questions:
  • What are the main themes (topics) that received multiple mentions in the acceptance speeches?
  • What is the importance of the variety of items that were mentioned?
  • How many of the participants will commit, right now, to write a letter one year form today indicating his / her actual use of items from this workshop?

I'm gonna write myself a letter
The main objective of this game is to provide a formal method of follow up and self contracting for behavior change following a skills oriented workshop.


Towards the end of a full day (or longer) workshop, copies of a form are distributed among the participants. The group has to be informed that a lot of materials have been covered during the past day of so and their help is needed to facilitate transfer of the training to their jobs. They are given sufficient time to fill out the form, and then they are provided blank envelopes which the participants will address to themselves. The participants need to insert the form in their own envelopes, seal them and pass them on to the trainer. These envelopes are posted to the participants about 2-3 weeks after the programme.


This training game involves the following Discussion Questions:
  • What impact will writing these contracts have on a participant and on his / her behavior?
  • How many think that he / she will be able to do the things that he / she told himself / herself that he / she would do?
  • What kinds of obstacles would make it difficult or even turn aside one from carrying out his / her promise?

Managerial Time Wasters
The main objective of this excellent training game is to provide a light hearted opportunity for individuals or groups to assess their knowledge of contemporary business study regarding time-wasters.


This can be used either as a quick break during a concentrated training session, or as a device to draw trainees' attention back to the training session following a refreshment break. The group is asked to find out the 10 most significant ways in which a manager wastes his valuable time. Answers can be asked either individually (in open discussion) until all 10 correct answers come out, or individual 'quizzes' can be distributed and unofficially scored by exchanging papers. Prizes can be awarded to those who are most successful in generating the answers, either due to the fact that they have a high score, or because they have come up with the missing link - the difficult tenth item. Group competition works particularly well, with a tight time limit. In this way, no one feels embarrassed for not knowing any of the 10 items. Generally it does not take more than 10 minutes to complete the game.


The Discussion Questions are as follows:
  • How did a participant know the answers?
  • What helps the players to retain information such as this?
  • Why might a participant block data such as this from his / her permanent brain storage?
  • How does this exercise exhibit the merits of collective effort?
  • What are the ideas for more effective utilization of time?

Reasons why people get fired
This training game provides a light hearted opportunity for individuals or groups to assess their knowledge of up-to-date business facts.


This can be used either as a quick break during a concentrated training session, or as a device to draw trainees' attention back to the training session following a refreshment break. The group is asked to identify the 10 most significant causes why people get fired from work. Answers can be solicited either individually (in open discussion) until all 10 correct answers come out, or individual 'quizzes' can be distributed and unofficially scored by exchanging papers. Prizes can be awarded to those who are most successful in generating the answers, either because they have a high score, or because they have come up with the missing link - the complicated tenth item. Group competition works particularly well, with a tight time limit. In this way, no one feels embarrassed for not knowing any of the 10 items. This game takes 5 – 10 minutes.

This interesting training game includes the following Discussion Questions:
  • How did a participant know the answers?
  • What is helpful for a participant to retain information like this?
  • Why might a participant block data such as this from his / her permanent brain storage?
  • How does this exercise exhibit the advantages of collective effort?

imranazim -  Member Since: Apr 2007
Hello Rada,

Thanks for such an excellent post. Like 'Leadership Training Games' and 'Team Building Training Games', these games will obviously be very effective for the trainers.

Keep up the good job.

Imran

r.k.rada -  Member Since: Nov 2008
Thanks Nidhi, Imran and Simmy for expressing your interest on these training games. Best regards, R. K. Rada




 
 
 
 





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