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Activity 4: Did you hear that?

Ian Nicholls HRD Press PDF

50 Activities for Developing Supervisory Skills

Preparation

Photocopy Exercises 4.1 through 4.8 for each participant.

Method

1. Divide the entire group into teams of seven.

2. Each team consists of six members and an observer.

3. The team of six is to form a task force that will be given an instruction sheet (Exercise 4.1).

4. The observer is given a different instruction sheet (Exercise

4.2) and will not join in the activity. Observers are to record what they see and hear and report the findings to the entire group at the end.

5. When the task force(s) have been formed, hand the solution sheet (Exercise 4.1) to one member in each.

6. When the task force(s) have read the instructions, hand out an information sheet (Exercises 4.3 through 4.8) to each of the individual members.

7. Start the task and stop it after 30 minutes.

8. Reassemble the teams into the entire group for feedback.

9. Assess the results and see if any team completed the tasks.

10. Ask members of the team for their comments, in turn, about how well they worked together. Then invite the observer(s) to report their findings.

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Activity 19: It’s Mine

Ian Nicholls HRD Press PDF

50 Activities for Developing Supervisory Skills

Preparation

Photocopy Exercises 19.1 through 19.6 to distribute to the participants (see Materials).

Method

1. Read the information in Exercise 19.1 aloud to the group.

2. Either ask for volunteers or, alternatively, select participants to play the roles.

3. Distribute a copy of Exercise 19.1 and one of the role plays

(Exercises 19.2 through 19.5) to each person taking part in the meeting.

4. Distribute a full set of Exercises 19.1 through 19.5 to the rest of the group.

5. Ask the remaining participants in the group to observe and record their comments on Exercise 19.6.

6. Start the meeting.

7. Stop the meeting after 30 minutes and ask the players to return to their places.

8. Ask the person playing the part of the supervisor how he/she felt about the meeting.

9. Next ask the other role players, in turn, how each of them felt about the meeting.

10. Invite comments from the observers.

11. Write the answers on the flipchart.

Trainer Guidance

This activity may be used with work on running meetings, meeting behavior, body language, and decision making. You may wish to record the meeting and use the video to examine learning points or, alternatively, the exercise may be given to a number of different teams simultaneously and results compared at the end.

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Activity 8: Extension 246

Ian Nicholls HRD Press PDF

50 Activities for Developing Supervisory Skills

Materials

A copy of Exercise 8.1 for the supervisor

A copy of Exercise 8.2 for the subordinate

A copy of Exercise 8.3 for each of the other participants

Flipchart stand, paper, and marker pens

Preparation

1. Test the equipment.

2. Include Observer’s Comment Sheet (Exercise 8.3) in conference packs or hand them out before this activity.

Method

1. Read the role play in Exercise 8.1 and ask for a volunteer to play the part of the supervisor. If no one volunteers, select someone.

2. Give the supervisor a copy of Exercise 8.1 and ask the participant to leave the room and plan his/her approach.

3. When the supervisor has left the room, read aloud the subordinate’s description in Exercise 8.2 and provide the extra piece of information to the remaining participants.

4. Ask for a volunteer to play the subordinate. If no one volunteers, select someone.

5. Position the subordinate in front of the camera and invite the supervisor back into the room to role play the situation.

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Activity 11: Giving Instructions

Ian Nicholls HRD Press PDF

50 Activities for Developing Supervisory Skills

Method

1. Introduce the activity by suggesting that an important part of a supervisor’s job is being able to give clear instructions.

2. Explain that this activity is a short test to find out how well supervisors can follow instructions.

3. Distribute Exercise 11.1 face down, one to each participant.

4. Announce that the participants will be given 2 minutes to complete the test and that they are not to start until told to do so.

5. Look at your watch and announce the start.

Trainer Guidance

All participants will turn over the test paper and most, if not all, will immediately start to write. Because of the time pressure the participants will assume that they understand the instructions written at the top of the page.

Within a minute or so, some will begin to sit up, put down their pens, and fold their arms while the others continue to write. To maintain the pressure, after 1 minute announce that there is 1 minute left. By the time the 2 minutes have elapsed, most participants will have stopped writing and will be sitting smiling at the fact that they were caught by the trick. If others continue to write at 2 minutes do not stop the test but let them continue until they discover the trick for themselves.

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Activity 31: One on Ones

Ian Nicholls HRD Press PDF

50 Activities for Developing Supervisory Skills

Preparation

1. Before using this activity, conduct Activities 34, 45, 24, 5, 10, and 14 with the participants.

2. Photocopy Exercise 31.1 for each participant.

Method

1. Ask the participants to choose a partner and work in pairs for this activity.

2. Distribute a copy of Exercise 31.1 to each participant.

3. One person in each pair acts as the problem owner and the other as the process leader.

4. Explain that for the first 15 minutes, each pair will work on one partner’s problem, then stop, exchange roles, and for the next

15 minutes, work on the other partner’s problem.

5. At the end of the half hour, ask participants to return to their places for a review.

6. Invite each participant to say how he/she felt about using Exercise 31.1. Was it easy or difficult? Did it work? What were the differences between using the process in this way compared to using it in a meeting?

7. Then ask each participant, in turn, to say what his/her problem was, how many ideas were generated, what the preferred solution was, and what the action plan is.

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