How can you use icebreakers to connect with remote team members?

The simplest ice breaker is a poll question or two and then have a discussion about the results. After reading the poll results, the facilitator can ask for volunteers to add more granularity to their response.

Icebreakers can be used as a catalyst for a better connection with the audience , initially letting the participants choose their teams or groups as per their comfort zone helps to achieve higher objectives.Slowly involving non interactive team members with the help of simple things like grouping them on the basis of similar colour clothes or likes can be asked to make groups which will again help all participants to feel more comfortable as they will have a reason of being with similar minded individuals ...helping to bridge the gap working as an icebreaker ....

Every employee has their own story. If you want to "break the ice" and bring them into a common pool, you need to consider what can be a common "water." In this case, it's why employees work at your company. There's no one-size-fits-all solution for every individual. However, when considering a working group, you can think about Vision, mission, core values, and, even further, the corporate culture.

Two examples I've used in the past to get a read on how my team is doing: Ask your team either : 1. If you could describe your mood today as a type of weather, how would you describe it and why? Or 2. Describe how your month is going in only 6 words.

Something I like to do is to bring in the full body and environment into the virtual room as much as possible or the participants feel comfortable doing and drive playful work. A simple and easy approach is to use body polls - thumbs up or down for opinions, facial expressions for reactions etc. When it comes to the environment, asking people to have or find relevant props can be useful. It connects them to where they are, just as much as the virtual room they need to be in!

Obviously this is something you want to put in the beginning of your meeting, session, etc., but you'll need to also have already set the "norms" or expectations for the meeting. The icebreaker should fit within those norms.

Thorough preparation is key to the success of any icebreaker. Anticipate potential challenges related to the virtual environment, such as technical issues or time zone differences. Ensure that all team members are familiar with the icebreaker format and have the necessary resources. Preparation fosters a seamless and enjoyable experience for everyone involved.

One thing I've found useful in leading online teams, is starting almost every team huddle with an ice breaker of sorts. How was your weekend? Did you try a new place this past week? Anyone cook something new? I've found food to be a great connector, regardless of group, and is easy to move people into other topics from it. Everyone seems to have a comment about food.

I have found' It's ME ' to be a very useful as an Ice breaker for teachers. I would start with seeminly innocuous statements like I have one brother, have one sibling and so on and gradually move to teacher studnt interactions, classroom management execises. I would have a helper to note down their responses which we coud use later in our facilitation process to discuss.

I’ve found that if you have a smaller group, it’s more comfortable for participants if the facilitator calls people by name to answer the icebreaker activity. It ensures everyone has a chance to be recognized, helps everyone learn each other’s names, and prevents any anxiety some people feel of not knowing when to start. I’ve also found that continuing to call people, in the same order, throughout the whole meeting also helps to relieve anxiety and establish a “routine,” which helps everyone to focus on the actual content and discussion. Finally, encourage others to keep their mic on so everyone can hear their reaction in real time. Keeping the mics on helps the interactions be more like they would in person, and lightens the mood.

Since ice breaker is used to build rapport among participants and to create positive atmosphere to start the session, the facilitator should be able to show real presence and to maintain positive responses. Simple yet genuine encouragement like: That's amazing! Excellent! What a great example! can be really powerful to promote inclusion and energize the group in general.

Act as a facilitator who guides the team through the icebreaker activity. Clearly explain the purpose and instructions, and encourage active participation. Foster an open and inclusive atmosphere where team members feel comfortable sharing. Balance structure with flexibility, allowing the icebreaker to unfold naturally while keeping participants engaged and focused.

Extend the impact of the icebreaker by following up with meaningful interactions. Encourage team members to share reflections or continue discussions sparked by the icebreaker. Leverage the connections made during the activity to foster ongoing collaboration. A thoughtful follow-up reinforces the value of the icebreaker and contributes to sustained team cohesion.

One example of this is an exercise I call "Avoid the Hazmat." Team members are asked to stand in a specific area outlined on the floor in masking or painters tape. We specifically make it small enough that everyone fits but they must be uncomfortably close. They have to arrange themselves alphabetically by first name and then again alphabetically by last name. No other directions are given except if they step out of the ta[e they will burn up in the hazmat. Once everyone has completed the tasks, we ask questions about how it relates to leadership and get many great answers which we discuss right then, but then tell them that we are going to refer to this exercise during the entire week of training...and we do!

This is why it is critical to think through the purpose of the ice breaker during initial planning. How will you want to extend it? What is the key connection(s) you want your team to make to your current work? To future work? By starting with the answers to these questions, you can plan an intentional and thoughtful and ice breaker that will allow for powerful follow up in the future.

Be open to picking up on any critiques of the icebreaker - sometimes indicated in tacit forms of withdrawal rather than explicit comments - and create a safe space for these to be explored and acted upon

Following up on icebreakers allows the facilitator to let the participants know they are valued and determine their comfort level and engagement with the activity. A tangible way to demonstrate care and concern is by sending a message or calling to thank them for participating and acknowledging their contributions. The follow-up is a good time to ask them how they are doing, what they are working on, or if they need help or support. Facilitators can also use this chance to remind participants of potential connections with each other and help them foster relationships.

We can ask directly to the participants to get their ideas: what experience did you get from the previous activity? Or we can simply ask them to show their gesture or facial expression to show what do they feel from the ice breaker activity they have just participated.

Assess the effectiveness of the icebreaker by seeking feedback from team members. Use surveys, polls, or open discussions to gather insights on what worked well and areas for improvement. This evaluation process helps refine future icebreakers, ensuring they remain relevant, engaging, and contribute positively to remote team dynamics.

We want the icebreakers to help remote teams get to know each other, build trust, and have fun. To ensure effective icebreakers, it is crucial to evaluate them as thoroughly as you plan them. One way to measure the effectiveness of icebreakers is to ask some questions related to the icebreaker activity. For example, ask them to name one thing they learned about another person. A higher number of answers related to an icebreaker indicates that it was memorable and informative. Another way to evaluate icebreakers is to survey participants after the meeting or event. Use open-ended questions and rating scales to get their opinions and satisfaction. Higher ratings mean the icebreaker was effective and enjoyable.

Use Text-Based Icebreakers: Not everyone may be comfortable speaking or appearing on camera. Consider using text-based icebreakers (Mentimeter, Poll Everywhere, Zoom Polls, Etc.) where team members can type their responses in the chat or a dedicated platform. Also break into smaller groups if you have a large team. Divide them into smaller breakout rooms for icebreakers. This can make it easier for quieter team members to participate. Creating an inclusive environment for icebreakers in a remote team requires empathy, flexibility, and a commitment to ensuring that every team member feels valued and heard. Be sure to use appropriate humor, laughter makes people feel more comfortable knowing things are not so serious and we can laugh.

I recently helped an instructor implement the "three truths and lie" game as an ice-breaker in a 100% asynchronous online class. We created it as a discussion prompt. The prompt required not only that the student create a post with the required number of true and false statements, but the student was also required to reply to at least two other students, attempting to guess the false statement in their lists. We did this as text, but the initial posts might be even more fun as videos (e.g., via Kaltura, Flip, etc.).

Icebreakers are a great way to connect, just make sure its not an overkill, or impedes on personal spaces, as many cultures may take offence to getting too personal. I tend to appreciate the question: Can you tell us one thing about you that we can never be able to guess that about you.. eg" i would say something like, i used to enjoy drag racing as a University student, . This sort of question, and the way its phrased, gives the participant a choice to make it personal or non personal, thus involving everyone. It also allows co- team members who painted a wrong perspective of you to adjust that. Its a healthy psychological enhancer. Use icebreakers as its is great tool. Just dont overkill the vibe

Choosing an icebreaker that allows everyone to participate is essential. Provide prompts, perhaps with a PPT slide or email before the event, to allow people to formulate an answer without pressure. Select an overarching category for the icebreaker rather than a specific activity or item when asking for participation in sharing something personal. For example, not everyone enjoys or can eat chocolate, but they can relate to the experience of eating something that stops them in their tracks, and their mouths emit a satisfied "Mmmm." The variety of responses is sure to spark conversations and memories.

Icebreakers are an enjoyable and effective way to foster deeper connections among team members. Developing a better understanding of one another can significantly enhance collaborative efforts within a group. One of my personal favorite icebreakers is the 'One-Word Introduction' activity, where each team member shares a single word that describes themselves and provides a brief explanation of why they chose that word. This simple exercise encourages individuals to express their uniqueness and enables the team to connect on a more personal level, creating a more cohesive and collaborative working environment.

Facilitate with sensitivity to cultural differences and avoid icebreakers that may make some team members uncomfortable or are culturally insensitive. Follow up privately if you notice that a team member is consistently not participating, reach out to them privately to check in and see if there are any specific reasons or concerns.

Essentially all exchanges- visual n verbal b auditory must at some point cohere or else there’s no Harmony: this basic n simple statement sums up the most critical understanding between and among one and all. Sadly many dun seem or dun want to understand it????

One thing I have found helpful is to demonstrate empathy when leading icebreakers. While it is beneficial for everyone to participate, there may be some team members who for whatever reason, do not feel like sharing their perspective or response. Feel free to reach out to those individuals separately after the meeting.

An icebreaker that I have found to be interesting and informative is to ask: what’s in your wallet and why do u carry it with you? From there you learn so much about the person -Sometimes it is a picture of a family member, Covid vaccine card, an affirmation, good luck charm, etc.