…any those are my thoughts on the matter, now go away and make your own mind up.

It struck me that these should be the final word of any training course.

Resources

A set of poker chips. 200 in four colours works fine, the less you have in more limited colours, the harder the task will be.

Instructions For Tutor

Give the group a box of poker chips. Tell them

“You have 20 minutes to create a means of transferring a message from one half of the group to the other using only the chips placed on the table.

No paper or pencils are permitted.

After 20 minutes I will split the group in two and half of you will be asked to leave the room. I will give the remaining participants a 20-30 letter message that may involve letters or numbers but no punctuation, which you must pass to the other group using only the poker chips”

Facilitate the creation of the code. This is where the bulk of the team dynamics and personal development takes place as the participants try to refine their aim, then develop the code and finally to ensure that everyoe understands the code.

Use whatever means you like to capture this discussion, we have successfully used video, notes, phrases used jotted on a blackboard and having observers taken from within the group.

When they have a code, split the group into two and send half out of the room. Give the other half a short (20-30 letter) message on a piece of paper and help them encode it.

The messages are best if they have several words, and aren’t too easy to guess once you have 2-3 of the words. We’ve used short Shakespeare quotes and the names of the building we are in.

Invite the other half back in to decode it and ensure that there is no  cheating.

Swap the two halves of the group over and try with a different message.

Using it elsewhere

We have used variants of this task in a number of places.

• On a beach with different coloured stones.
• In a forest using sticks.
• On a draughts (checkers) board using the pieces.
• In a park using “whatever you can find”.
• In a mountain campsite using “the contents of your rucksack”.

Doing it outside makes it a much more physical, tactile task and adds whole new areas of discussion such as role allocation “You go and collect black stones” or even “What shall we use?”.

“While doing his national service in a Swedish infantry regiment, he trained for Alpine climbing expeditions by sleeping in a gravel pit. His tough, self-imposed programme included setting his alarm clock at random: if he woke at 3am he would walk 30km in full combat gear; if he woke at 6am, he would walk 60km. “I wanted to get used to living with the unexpected,” he said.”

The rest of the obituary further emphasises how dedicated this man was to both adventure and minimal impact techniques.

“Kropp aimed to tackle each expedition “in harmony with nature”, without support and leaving no trace of his passing. “It is important for me to leave nothing behind me on a mountain,” he said.”

You can read the rest of the obituary on the Telegraph website.

Photo from MountainZone.com.

Green people are fully engaged in the discussion that’s is going on. They form the ‘yolk of the egg’ They will be sat at the centre of the group, often with a piece of paper in their hand, contributing ideas, extracting ideas from other green people and attempting to solve the problem or formulate a plan.

Orange people are following the discussion but they do not feel full engaged. They might have ideas but they won’t contribute them or, if they do, will not fight to make them accepted. People for whom the consequences of the discussion will have little effect often sit in this ‘white of the egg’. Also people who aren’t confident or who are overwhelmed by the green people will be here. They often have useful input to the conversation that will be missed unless they can be drawn into the ‘yolk’ and become green people.

Red people are totally disengaged from the discussion. They are sat at the outskirts of the group, barely even following what is going on. They normally feel totally disconnected from the topic being discussed, either because they feel they can’t change the course of the discussion or because they have resigned themselves to going with whatever the group decide. They make no attempt to contribute and often feel bitter about being sidelined.

People don’t stay within one section of the egg but drift between them as the discussion goes on. The important thing as a chairman, facilitator or team manager is trying to stop people drifting outwards into the white or out of the egg entirely.

As a participant you can be aware that the tendancy is to look inwards towards the yolk and you can occasionally glance behind you and see if there are any orange or red people who can be brought back into the discussion.

So next time you are involved in a group discussion, have a think about where in the egg you sit and where the other participants are. You might be able to help bring people back to the yolk.

Equipment: Post-Its, Whiteboard/Flipchart/Flat Surface and chalk/markers

Down the left hand side or along the bottom of the board write the numbers 0 to 5. Ensure they are spread out along the whole width to give the maximum room and that they are evenly distributed.

Ask each person to write their name on five post its. Then get them to write five activities or concepts that you have chosen underneath that. These activities/concepts should be things that people are commonly afraid of and should be pertinent to the course you are running or the daily lives of the group. For example, a group about to embark on an adventure week might be given “Deep Water, Heights, Confined Spaces, Mud and The Dark”. There is a list of possible ‘fears’ below but try to think about what fears the group might have already.

Once they have done this, ask the group to bring their post-its up to the board and stick them onto it in the appropriate position. Explain that the numbers have the following meanings.

0 – No fear at all
1 – Mildly Concerned
2 – Apprehensive
3 – Scared
4 – Very Scared
5 – Absolutely Terrified

Once the group have stuck their post-its on the board, you can look at it as a group and discuss the results. Particular attention can be paid to those that have a lot of high or low placements or those who are mostly low with one especially high one.

Done at the start of a course or session, this provides the trainer with a good feeling for both the general ‘fear factor’ in the group and specific concerns of members. It also allows members to make their fears public in a manner which is easy to articulate and reduces the chance of humiliation when those fears surface during an activity/session. By looking at the spread, it also allows others in the group to realise when members might need support.

If possible the arrangement should be left in place and displayed during the course/session so it can be referred to when appropriate.

Possible Follow Up

After the discussion, or after the course, ask the group to move their post-its to represent how they now feel about the fears and whether it has changed at all. If it has, there can be a discussion as to why

Possible ‘Fears’

Deep water, heights, confined spaces, mud, the dark, public speaking, confrontation, creepy crawlies, betrayal, letting people down, getting hurt, technology, flying, spiders, death, crowds, clowns, responsibility, failure