How do you deal with awkward silences or resistance to participate in meeting icebreakers?

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Meeting icebreakers and energizers can be a great way to boost engagement, creativity, and collaboration among your team members. But how do you deal with awkward silences or resistance to participate in these activities? Here are some tips and examples to help you plan and facilitate effective and fun meeting icebreakers and energizers.

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Iain White

Tech Consultant | IT Leader | Mentor | Virtual CTO | Leadership Coach | Project Manager | Scrum Master | IT Strategy |…
Andre Ottlik

(hybrid) leadership and pitching top voice with 15+ years of experience as a coach, trainer and speaker with lots of…
Joshua Kahoun

Business Process Analyst

1 Know your audience

Before you choose an icebreaker or energizer, you need to know your audience. What are their interests, personalities, and preferences? How well do they know each other? What are their goals and expectations for the meeting? You want to select an activity that is relevant, appropriate, and comfortable for your team. For example, if your team is introverted, you might want to avoid activities that require too much self-disclosure or public speaking. If your team is diverse, you might want to avoid activities that rely on cultural assumptions or stereotypes.

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Joshua Kahoun

Business Process Analyst
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Additionally, avoid the cliche type ice breaker games like 2 truths and a lie. While these games are interactive, most groups do not respond as well as hoped.

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Kevin S.

Account Executive, Medical Diagnostics
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Simple is better. You can have everyone share one accomplishment they’re proud of. Something easy but meaningful. Starting with a personal example helps break the ice.

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2 Set the tone and purpose

Once you have chosen an icebreaker or energizer, you need to set the tone and purpose for the activity. You want to make it clear that the activity is not a waste of time, but a valuable way to enhance the meeting. You can do this by explaining how the activity relates to the meeting topic, agenda, or objectives. For example, if your meeting is about problem-solving, you might use an icebreaker that challenges your team to find creative solutions to a hypothetical scenario. You can also use humor, enthusiasm, and positive feedback to create a relaxed and supportive atmosphere.

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Mike Mathias NCPS, CRS

Creating & Clearing Paths to Stability with the Chronically Homeless | Executive Director of Anything Helps
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In most workplaces I've ever been in, I've known I was risking embarrassment, a loss of status, or even punishment if I spoke up about an issue or an idea. In those moments, I did not feel psychologically safe at work. Psychological safety is?a belief that others on that team won’t?embarrass or punish you for bringing your whole, authentic self to work.? An environment that is safe for interpersonal risk-taking has been proven to?increase engagement and provide better exchange of creative ideas. It also improves the well-being of employees and reduces turnover. All those things come from team members, in a positive team climate, feeling safe in an inclusive workplace culture.

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3 Provide clear instructions and examples

Another way to deal with awkward silences or resistance to participate in meeting icebreakers and energizers is to provide clear instructions and examples. You want to make sure that your team understands what they are supposed to do, how long they have, and what the expected outcome is. You can do this by demonstrating the activity yourself, using visual aids, or asking for volunteers to model the activity. You can also check for understanding by asking questions, repeating key points, or summarizing the instructions.

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Andre Ottlik

(hybrid) leadership and pitching top voice with 15+ years of experience as a coach, trainer and speaker with lots of passion for innovative and successful products, cultures and personal growth based in Lisbon & Berlin
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Du solltest Dir der Auswirkungen Deiner Fragen und übungen bewusst sein und ein paar Moderationsskills mitbringen, um die Gruppe einzufangen, falls die Stimmung abgleitet oder die Gruppenenergie in die falsche Richtung geht. Ich arbeite viel mit sichtbaren Timern und biete dein TeilnehmerInnen die M?glichkeit vorher ein oder zwei Minuten nachzudenken, bevor sie antworten müssen. Du kannst auch mit Post-Its arbeiten, dann sind Antworten schon niedergeschrieben und einfacher im Anschluss zu teilen. Sorge für eine vorurteilsfreie Stimmung im Team. Zeige Wertsch?tzung auch wenn jemand die übung nicht so toll findet - alles halb so schlimm!

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4 Adapt and improvise

Sometimes, despite your best efforts, meeting icebreakers and energizers might not go as planned. You might encounter technical issues, misunderstandings, or unexpected reactions. In these situations, you need to adapt and improvise. You can do this by being flexible, responsive, and open-minded. You can also use humor, empathy, and honesty to acknowledge and address any challenges or difficulties. For example, if your team is not enjoying or responding to an activity, you might switch to a different one, modify the rules, or end it early.

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Iain White

Tech Consultant | IT Leader | Mentor | Virtual CTO | Leadership Coach | Project Manager | Scrum Master | IT Strategy | Digital Transformation | IT Governance | Agile | Lean | Theory Of Constraints | SaaS | Brisbane ????.
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Navigating awkward silences or resistance during meeting icebreakers is a challenge I've often faced. Flexibility is key. If an activity isn't resonating, I don’t hesitate to switch tactics—this might mean shifting to a more relevant icebreaker or simply moving forward with the agenda. Drawing from Agile principles, I prioritize responsiveness to the team's mood and needs. Embracing humor and empathy helps in acknowledging the hiccup without causing discomfort, making the space safer for everyone to engage. This approach not only smooths over bumps but also strengthens team dynamics over time.

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5 Debrief and connect

Finally, after you have completed an icebreaker or energizer, you need to debrief and connect. You want to make sure that your team reflects on what they learned, shared, or experienced during the activity. You also want to make sure that you link the activity to the meeting topic, agenda, or objectives. You can do this by asking open-ended questions, inviting feedback, or summarizing key takeaways. You can also use praise, appreciation, or recognition to celebrate your team's achievements, contributions, or insights.

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How do you deal with awkward silences or resistance to participate in meeting icebreakers?

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1 Know your audience

2 Set the tone and purpose

3 Provide clear instructions and examples

4 Adapt and improvise

5 Debrief and connect

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