Trainer & Od Consultant
Manager Hr And Admin
4th July 2017 From India,
I do not understand this obsession with "games". Many people do not like them, and they will maintain a passive attitude and not participate.
You will achieve far more by dividing the cohort up into small groups of 4 or 5, and giving them various scenarios to discuss and work out solutions to. Then the groups come back together to discuss their approaches to the problem.
With each different workshop, you change the groups, so that everyone gets an opportunity to work with different people. Too often there is a tendency for friends to stick together. This helps to foster collegiality between the staff.
Not only are they learning how to deal with the various aspects of the business that they need to know, they also learn to work co-operatively in groups, develop problem solving skills, and develop their confidence in speaking and putting forward ideas. That's a win-win for everyone.
5th July 2017 From Australia, Melbourne
I agree with Mr.john on the views on "games". Often games do not help in bringing the required environment for training. Either it dilutes the focus on training or makes it a time pass activity.
It depends on
1. The age and cadre of the participants.
2. The time constraints with senior positions.This is one of the reasons for micro-learning classes with small content phased evenly for higher impacts in learning.
However there are exceptions too..
At times the ice breaker games work well in the situation that the trainees are from different geographies are pooled together at the corporate [ - true to India with diverse culture and languages especially for marketing / sales teams or integrated factories].
Also, some activity which can be a puzzle, or narration of a story or an experience or a game will bring ease of togetherness to the participants, especially during the induction programs conducted for graduates who have joined as trainees or apprentices fresh from college.
6th July 2017 From India, Tiruppur