When you want to create energy in the team and break the ice and get the participants to talk to one another, you must invite everyone out onto the floor, out onto the lawn, out into the parking lot or into the drying loft.

 

Then you stand there. Now you distribute or let them choose one or more dialogue cards for each participant and then you instruct them in the procedure. Perhaps you show what a 'transaction' looks like by borrowing a participant and showing it. Also explain that you will probably have to make a sound when they have to pause or stop.

 

This is how you can start an energetic dialogue card exercise. More variants to follow!

 

At the same time, they inspire and motivate a relevant dialogue.

 

Let's take an example: We produce 1 dialogue card with the text: 'How do I become your best colleague?' An excellent question that can be used many times during a day. The question is reasonable, relevant and can even provide a nicely energetic dialogue between 2 colleagues. The question will work very well in a room full of colleagues. Try asking this question and listen very carefully to the answers. I'll sound off in 5 minutes when you've had a quick chat about it.

 

If you want to involve your participants, you can slightly change the question: 'How do I become your best...?' Now the participants can choose to complete the question themselves. This will also lead to some interesting conversations. Perhaps some of the colleagues have other types of relationships. And all of a sudden your participants are involved in the conversations in a new way.

 

When you interrupt the conversations, you can ask the participants to mention the most important highlights from their conversations or what they particularly noticed.

 

This is how you can initiate several energetic conversations based on one question. More variants will follow.

 

Picture cards do not contain many language barriers. However, remember to select the image cards you want to use. Or said in a slightly different way. Remember to sort out the image cards you don't want to use.

 

The question you ask your participants coupled with a method provides the appropriate disruption and creates the value. The question can be about your current or burning reality, your desire for a bright future, cooperation, mission, vision, etc.

 

The method: Who must find how many picture cards, which must then be processed how and for how long and lead to...?

 

Picture cards can be used again and again and again. Every time a 'case' requires involvement.

 

Picture cards (Visual Explorer, Emotion Cards, Dialoogle etc.)

Half sentences (The most provocative thing that happened this morning is ...')

Half question (How do I become your best ... ?)

1 question on each card (Uptions, Brief Encounters, 117 good reasons to meet)

2 questions on each card (Brief Encounters)

4 questions on each card (Speed ​​FISH!)

12 questions on each card (Dialogue BINGO)

Quotes (The quote game with associated questions)

 

What else might be relevant to put on dialogue cards?

 

In today's corporate cultures, there are some quite sharp perceptions of what we as managers and employees can inform each other about, discuss and decide. This is what it takes place in the meetings - either one, the second or the third - or mixtures thereof.

 

In the process, I think we overlooked the value of conversation. Good old Grundtvig believed that people develop best through conversation. People develop by talking to each other. Wow, that sounds pretty delicious. And quite effectively.

 

And some things I can just discuss with the colleague. For that, we can be well helped by some well-chosen dialogue cards - that is, a way of talking together. When we talk together, we develop. Lovely.

 

Do we evolve when we are informed? Not necessarily. Then we will simply be better informed.

 

Do we develop when we discuss? Not necessarily. Because there we just want to persuade each other and win the discussion.

 

Do we evolve when we make decisions? Not necessarily. After all, we just agree something with each other.

 

Do we develop when we talk together? YES, because there I learn more about me and you and us. And I can use that in my daily work when I assess, when I formulate, when I reflect, etc.

 

Before you distribute your cards to your participants, remember to flip them through. Think about the purpose and title of the meeting or course and then sort your cards.

 

Regardless of whether you have picture cards, whole or half questions, words or half sentences, there may be cards you should leave out because they are inappropriate or irrelevant. Put them in a pile by themselves and be left with the number you need.

 

You can only sort the cards based on your very own assessment. Will this card inspire me, give me the right idea, stretch the processes that are already going on inside my head? If YES, then it must be included. If NO, then it needs to be in a pile by itself.

If you wish to involve one of your participants, ask her or him to sort them for you.

 

When you have practiced something, it is always a good idea to ask your participants: 'What did we practice here?' or 'What did we train here?' or 'What did we try here?' or 'What did we discover here?'

 

When all the good conversations inspired by dialogue cards are over, we will have to deal with what just happened, what we talked about, how can we use what we talked about? In this way, the individual participant progresses and in this way we progress as a group.

 

When we have talked about what we practised, there may be a need to go a little further. Try the question: What do you think should be the next step? What could be the next steps? And when would we like to take these steps?

 

Whether you use questions, images, quotes or sentences, these follow-up questions are very useful to use. Enjoy!

 

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