Hi Everyone! Thanks in advance for any ideas or thoughts you have on my current challenge. I am working with a small team where there is significant conflict between two managers. I have been brought in to help the team (n=5) figure out what is working and what isn't and how do we move forward? I plan to use the sailboat exercise to better understand their world and it will enable those team members that feel shut down to have a voice – I love this exercise. I have completed individual interviews with each team member to better understand their challenges. All have an issue with their senior manager. They are however all keen (including the senior manager) to attend the workshop because the conflict in the system is causing so much grief and poor performance it cannot continue. There are also members who have reported mental health challenges as a result of the conflict and one manager has ADHD. I mention this because these have been contentious challenges with the senior manager who feels they have accommodated these challenges but "at what point do you have to have the poor performance" discussion. My question is regarding the heightened emotion within the team. Have any of you facilitated a session with a team that is in significant conflict and has the potential for members to shut down or react during the session? Any specific prep/set-up? Have you set any specific expectations? Handling reactive responses during the session that have worked/not worked? I am a healthcare professional, so have a good idea of how to manage conflict, however I am reaching out to the group to get different perspectives that may help inform my workshop next week. Thanks so much Leanne

Project Lessons Learned - How To Reflect and Learn In An One Hour Session You run a project and at one moment in time, you figure out you could have learned from some situations and act differently next time. How about doing a "Lessons Learned" session either in the middle of the project or at the end? It was last year when I was asked to come up with a short session where one team could reflect upon their learnings during their project. The request was to be able to run in ONE HOUR. Wow, I said, this is really hard! I usually need sessions of a minimum of 1,5 hours to be able to run a session similar to a retrospective. And now one hour? I was thinking of having some kind of Mentimeter word cloud, to ‘read the room’ fast so I created one in Miro or with sticky notes in person. Then I went through the reflection part, decided, and committed. It went super cool in one hour and the participants were so amazed at how much they could do in this time. Afterwards, I was iterating on it in person, online and this initial version was the best one. This is why I decided to share it after trying it out with other teams as well. Here you can find the exact steps in Miroverse: https://miro.com/miroverse/project-lessons-learned-template/ I used the amazing learning cards from Strategyzer which work smoothly every time with the participants and have a great impact! If you like it, give it some love in Miroverse please :) ❤️ Let me know if you use it and how it works for you :)

I am currently working with a client to create some ways up to 60 participants can connect with each other BEFORE they join a 10-day virtual leadership training. Here are some ideas I am thinking about, but more importantly: I am super curious if you have experienced or applied a cool idea that you're willing to share i the comments 🙏 🙂 1. Miro Profile Wall Set up a digital whiteboard where all participants can add their profile and browse who else is attending. I am envisioning adding a photo (or an avatar), their social links and answering a few questions about themselves. If you have examples of something like this or similar, please post them below. 2. Onboarding Bingo Create 12 challenges that need to be completed before the first session on a Bingo card. Challenges like: create your profile in the community, comment on someone else's post, send a message to someone, add the sessions to your calendar etc. I have done this several times, but extended the challenges throughout the whole cohort, so we announced winners at the very end. 3. Collective Art Piece I am not exactly sure what technology I would use for this, but I an thinking of a mosaic of individual drawings that create something larger. If this reminds you of something, please let me know. What other ideas do you have?

hey everyone! I will facilitate a two day workshop with a leadership team (9 people) where they will decide on - The 3 year goal for the organisation - What initiatives to invest in that are aligned with the goal? - How to best structure the org in order to deliver these initiatives? The size of the engineering organization is around 140 engineers. The third bullet point above will include questions such as: - Does the current team structure still make sense - Should we merge currently separate teams (i.e. operations) with the engineering teams - Do the teams have the right skills needed for the new initiatives or do we need to move team members around I'm thinking about using the meddlers game from management 3.0 in order to guide the reorg discussion and visualize the potential new team structure. I've never done this before, so I'm open to any other suggestions from the community. Does anyone of you have experience in facilitating a reorg discussion? Any cool activities you would suggest? Thanks! Toby

I read the book “From Contempt To Curiosity - Creating the Conditions for Groups to Collaborate using Clean Language and Systemic Modelling” by Caitlin Walker and I had some takeaways that I apply already in my sessions about it here. How clean language can help teams bond through metaphors and specific questions? Which questions would help a team reflect upon their values and how to work together as ONE TEAM? In many cases, teams are formed and they are supposed to work together with the best performance and produce fast results. How could they do this if they do not take the time to reflect upon their values, ways of collaborating, and what kind of work fits them as one team? One of my preferred ways to help a team become a TEAM is to guide them in finding their values. In this way, they avoid starting point conflicts and broken collaboration. I use powerful questions and Playmobil Pro in situations that fit the team. Here are some questions inspired by Caitlin Walker’s book that are helpful for this and help reflection through metaphors: - “What could be a model or metaphor that encapsulates all the things that are most important to you as individuals in a team?” - “When you’re working at your best, you’re like what?” - “An ideal team for you, that would support you to work at your best, would be like what?” An example when I used a metaphor to create a safe environment for a teambuilding: I did not know back then that it was clean language, but I knew it was a reflection based on a metaphor. I was co-facilitating a team building and the starting point of that afternoon was an invitation to the participants to complete the sentence “Our Team Is Like…” The idea was that the participants would find their pair through a little game, and then take some moments to think and share the end of that sentence and why with each other.