THE PROBLEM WITH ICEBREAKERS
There are clearly some people who do not like icebreakers. I find, however, that that number is significantly higher when the icebreaker is labeled as such and is disconnected from the purpose of the gathering.
When I design trainings, facilitated sessions, or meetings, it is rare that an icebreaker isn’t part of my plan. But I don’t think I ever announce it as such which has the benefit of achieving the value of an icebreaker while avoiding the negative judgment of some in the room. Too many people have felt the discomfort from sharing an embarrassing story, exposing information about themselves they didn’t intend to share, or feeling like they are wasting valuable time engaging in an activity that doesn’t address the reason they are attending.
With all that negative energy around icebreakers, you might wonder why I include them at all. There is significant value from icebreakers when they follow some basic guidelines. You set the expectations of the gathering (yes, you are invited and expected to talk and engage), you help create connections across participants (it’s nice to know a name and have someone I can talk to), and you create a transition to the content (aha moments that propel us toward meeting a goal).
What makes a good icebreaker?
Use an icebreaker as your session opener. Get the participants talking right away before reviewing agendas and goals or doing traditional introductions.
Call it an “opening activity” or a “quick activity” or “challenge for the group.” There is no need to label it as an icebreaker.
Make it completely relevant to your content. It can be an activity connected to a training goal or a topic on your meeting agenda. It can be the lead into something you will spend more time on or build on later.
When possible, use a combination of small group discussion or activity and then large group report outs or debrief. This will give a preferred “style” for everyone and provides variety right from the start.
Consider a challenge as part of your icebreaker such as: Get as many _____ in 3 minutes; Find what is wrong with __________; What are the main problems in _____.
Make it simple. You do not want to create confusion or concerns right at the start.
Be sure a connection is made when you are done. Show how it ties into a goal of the training/meeting/session. You can ask them to help you make the connection or you can use the activity as a way of reviewing the goals and/or agenda.
There is an advantage of an icebreaker for the trainer or facilitator as well. If you experience nerves, they will likely be strongest at the start. If you immediately turn it over to the participants in an icebreaker, you can watch and observe and get caught up in the energy in the room. When it is time to move on, the participants are moving on with you. It’s a great strategy for calming nerves.
Once you have designed and executed a great icebreaker you need to ensure that the rest of your design delivers to those expectations. If you have them believing that the session will include challenge and discussion and activity, you need to deliver on that.
Interested in more information? There are several trainings to improve your meetings from GetSavvy and train-the-trainer options from DazzleThem!
