leadership problem solving scenarios

7 Examples of Problem-Solving Scenarios in the Workplace (With Solutions)

What is problem-solving anyway, problem-solving scenario #1: tight deadlines and heavy workload.

  • Problem-solving Scenario #2: Handling a Product Launch

Problem-solving Scenario #3: Internal Conflicts in the Team

Problem-solving scenario #4: team not meeting targets, problem-solving scenario #5: team facing high turnover, problem-solving scenario #6: team member facing discrimination, problem-solving scenario #7: new manager unable to motivate a team, building an effective problem-solving framework, wrapping up, frequently asked questions for managers.

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Problem-Solving Scenarios for Managers

  • Talk to the team members: John begins by asking what’s holding them back. Based on their responses, he realizes that he needs to delegate better. Immediately, John schedules meetings to  clarify each member’s expectations , priorities, and roles and ensure everyone is on the same page. He also makes a note to work on his delegation skills.
  • Plan things: John creates a project timeline or task list that outlines the deadlines and deliverables for each team member and shares this with the team to ensure that everyone is aware of what is expected of them.
  • Support the team: The team sits together to establish regular check-ins or progress updates to ensure members can ask questions or raise concerns.

Problem-solving Scenario # 2 : Handling a Product Launch

  • Review and redraw plans:  Emily revisited the project plan and identified areas where the team could reduce the scope or prioritize features to meet the budget constraints.
  • Go for alternatives:  The team then explored alternative resources or suppliers to find cost-effective options. Are there any underutilized resources, equipment, or personnel from other projects or departments that can be temporarily assigned to this project? Moreover, they revisited their suppliers and negotiated further.
  • Outsourcing parts of the project:  Emily considered outsourcing some project functions to external contractors or freelancers. Eventually, they outsourced the marketing to another team and continued working on the core features.
  • Upgrade the available capacity:  Emily and her team invested in upskilling the present workforce with additional skills. It allowed some team members to explore exciting areas and supplemented the team.
  • Get both sides onboard: Taylor begins the conflict resolution process by talking to both team members. She recognizes the issue and first goes into individual discussions with both. Later, she sets up a meeting for both to share their perspectives.
  • Mediation:  In the next step, the manager encourages the two team members to talk to each other and resolve the conflict independently. Taylor describes how the optimal contribution can look different for different team members. Additionally, she encourages them to be more open and collaborative so that they understand what the other one does.
  • Preventing mistakes again:  The team holds a meeting to discuss the issue and allow other team members to express their thoughts and feelings. By not hiding the problem that happened in front of everyone, Taylor acknowledges the issues and shows that she cares about the things happening inside the team. Further, by discussing and sharing, they can build a healthy relationship to prevent similar issues in the future. 
  • Use formal tools: Lastly, they establish clear guidelines and expectations for behavior and communication within the team to prevent future conflicts. Training and coaching are also added to help team members improve their communication and conflict-resolution skills.
  • Discussions with the Sales Representatives: Donna starts by having one-on-one conversations with each team member to understand their perspectives on why the targets are not being met. After gathering insights from personal discussions, Donna calls for a team meeting. During the session, she allows team members to share their experiences, challenges, and suggestions openly. 
  • Analysis of Sales Process: Donna conducts a detailed sales process analysis, from lead generation to closing deals. She identifies bottlenecks and areas where the team might be facing difficulties. This analysis helps her pinpoint specific stages that need improvement. 
  • Setting Realistic Targets: Donna understands that overly ambitious targets might be demotivating. She collaborates with her team to develop more achievable yet challenging sales targets based on their current performance and market conditions. She organizes training sessions and workshops to help team members develop the necessary skills and knowledge to excel. 
  • Recognition and Incentives: Donna introduces a recognition program and incentives for meeting and exceeding targets to motivate the team. This helps boost morale and encourages healthy competition within the team. She closely monitors the team’s progress toward the revised targets. 
  • Conduct Exit Interviews:  As the stream of resignation continues, Neil adopts a realistic approach and starts by attempting to understand the issues his former team members face. He conducts exit interviews with the people leaving and tries to determine what’s wrong. 
  • Understand the current team:  In the next step, Neil tries to learn the perspectives of staying people. Through surveys and conversations, he lists the good parts of working in his team and emphasizes them. He also finds the challenges and works on reducing them. 
  • Change and adapt to employee needs:  These conversations help Neil enable a better work environment to help him contain turnover and attract top talent. Moving forward, he ensures that pay is competitive and work is aligned with the employee’s goals. He also involves stakeholders to create development and growth opportunities for his team.
  • Be approachable and open: Erica first ensures she can gather all the details from the team members. She provides them with a safe space and comfort to express their concern and ensures that action will be taken. She supports the targeted team members, such as access to counselling or other resources.
  • Adopt and follow an official policy: Developing and enforcing anti-discrimination policies that clearly state the organization’s commitment to diversity and inclusion is the first step to creating a safe workplace. Erica refers to the policy and takes immediate action accordingly, including a thorough investigation.
  • Reiterating commitment and goals: Providing diversity and inclusion training to all team members to help them understand the impact of discrimination and how to prevent it is essential to create a safe workplace. Erica ensures that the team members are aware of the provisions, the DEI goals set by the organization, and 
  • Connect with the team: Andrew starts by conducting one-on-one meetings with team members to understand their personal and professional goals, challenges, and strengths. Observing team dynamics and identifying any issues or obstacles hindering motivation and productivity also helps.
  • Involving team members in the process: Seeking feedback from team members on what motivates them and what they want to see from their manager to feel more inspired.
  • Enabling and empowering: Offering opportunities for growth and development, such as training, mentoring, or leadership roles, helped Andrew contribute to his team’s development. 
  • Take help from Merlin: Andrew reached out to Merlin, the AI chatbot of Risely, to get tips whenever he got stuck. Merlin sought details about his issues and shared some tips to help out Andrew. Here is what it looked like: 

andrew motivating a new team

  • Develop a problem-solving process: To get problem-solving right for multiple scenarios repeatedly, the key is to remember and set a problem-solving approach that works across the board. A wide-ranged problem-solving process that begins with identification and concludes at the resolution helps managers navigate various challenges the profession throws us. 
  • Learn to identify problems: The key to solving problems is placing them at the right moment. If you let some problems pester for long, they can become more significant issues for the teams. Hence, building the understanding to identify issues is essential for managers.
  • Think from multiple perspectives: As a problem-solver, you must care for various parties and stakeholders. Thus, thinking from numerous perspectives and considering ideas from a broad spectrum of people is a core skill. 
  • Consistently work on skills: Like other managerial skills, problem-solving skills need constant practice and review. Over time, your skills can become more robust with the help of assessments and toolkits. Tools like Risely can help you with resources and constant guidance to overcome managerial challenges. Check out Risely today to start reaching your true potential.

problem solving scenarios

How well do you perform in different problem-solving scenarios?

Learn more about your problem-solving skills with the help of a free assessment now.

What are some problem-solving scenarios?

What are problem scenarios, what is one example of problem-solving.

conflict mediation

Top 15 Tips for Effective Conflict Mediation at Work

Top 10 games for negotiation skills to make you a better leader, manager effectiveness: a complete guide for managers in 2023, 5 proven ways managers can build collaboration in a team.

leadership problem solving scenarios

83 Leadership Activities, Building Games, and Exercises

leadership activities and exercises

Leadership activities are associated with benefits to business, including increased performance and productivity.

However, perhaps the sign of a truly successful leader is a happy, healthy workplace. Interested in what leadership activities can do for your workplace or school? Read on.

With the activities below, there may be some overlap with activities found under certain headings – for example, activities suitable for adults may also be useful for groups, or with employees.

Before you continue, we thought you might like to download our three Positive Leadership Exercises for free . These detailed, science-based exercises will help you or others adopt positive leadership practices and help organizations thrive.

This Article Contains:

What are leadership activities, what are they used for, 8 examples of leadership activities, 4 leadership workshop ideas, 2 activities that showcase different leadership styles, 3 situational leadership activities and scenarios, 8 games and activities for kids to learn leadership skills, 6 leadership development activities for teens and youth (pdf), 3 classroom leadership activities for students in elementary and middle school, 6 leadership activities and games for high school students, 3 activities and exercises for college students (pdf), 7 leadership games and activities for adults, 5 leadership group and team activities, 8 leadership training activities for employees, 5 leadership building exercises for managers, 11 leadership exercises for team building in the workplace, a take-home message.

Increasingly, people are assuming positions of leadership in the workplace (Cserti, 2018). However, the journey to becoming a leader is lengthy (Cserti, 2018). Leadership activities are valuable on the journey to becoming an effective leader , and also develop confidence in leadership teams (Cserti, 2018; Stepshift, 2016).

Leadership activities may be conducted on or off site, and be physical or sedentary (Stepshift, 2016). Leadership activities can either be performed by a leader in their own team, or with an external facilitator (Cserti, 2018). They may take the form of specially organized themed events, such as scavenger hunts (Stepshift, 2016). Or, they may be smaller, office-based tasks built into an ordinary workday.

For example, leadership activities could consist of meeting openers or conference break activities (Stepshift, 2016).

Leadership activities can be an effective way for individuals to practice and strengthen their leadership and team-building skills (Cserti, 2018). They can also be fun!

The structure of leadership activities is essential. It is important that the participants can relate the activity to the workplace setting (Stepshift, 2016).

The 10 Skills Every Leadership Coach Should Teach

The working style, principles, and values of a leader is a crucial aspect in determining the behavior within an organization (Cserti, 2018). Leadership training can help leaders become role-models (Cserti, 2018). The behavior of leaders and what they consider the “norm” determines which behaviors are enforced and those which are punished (Cserti, 2018).

Given the importance of a leader’s behavior, it is also essential that they learn skills, such as:

Communication

Leaders need to develop the ability to clearly, succinctly explain to employees everything from the goals of a company to the details of specific work-tasks (Doyle, 2019). Many components are important for effective communication , including active listening, reading body language and written communication such as emails (Doyle, 2019).

Leaders need to inspire employees. They may do this by increasing worker’s self-esteem , by recognizing effort and achievement, or by giving a worker new responsibilities to further their investment in the business (Doyle, 2019).

Leaders can achieve this by identifying the skills that workers have, and as such assign tasks to each worker based on the skills they have (Doyle, 2019).

Being positive helps develop a happy , healthy work environment, even when the workplace is busy or stressful (Doyle, 2019).

Trustworthiness

By demonstrating integrity , workers will feel at ease to approach their leader with questions or concerns (Doyle, 2019). Building trust is one of the most essential leadership skills.

Good leaders are willing to try novel solutions or to approach problems in a non-traditional way (Doyle, 2019).

Leaders are constantly on the lookout for opportunities to provide team members with information about their performance, without ‘micromanaging’ their work (Doyle, 2019).

Responsibility

A good leader accepts mistakes or failures and instead look for solutions for improvement of a situation (Doyle, 2019). This skill also includes being reflective and being open to feedback (Doyle, 2019).

A leader should strive to follow through with everything that they agree to do (Doyle, 2019). It also involves applying appropriate feedback and keeping promises (Doyle, 2019).

Flexibility

Leaders need to be able to accept changes and creatively problem-solve, as well as being open to suggestions and feedback (Doyle, 2019).

While these skills are explained in a workplace context, they can easily be applied to other leadership situations such as sports or community groups.

Now that you have more clarity as to what leadership activities are, and what they are used for, let us look at a wide selection of activities. While some of the activities and games may not immediately appear to be ‘leadership activities,’ the chosen activities might develop and promote the leadership skills outlined above.

7 Ways to Practice Leadership Without Actually Being a Leader

Here are eight such activities:

  • Sports Sports provide the experience of being a team member and developing leadership skills (Flavin, 2018).
  • Cross-cultural experience Experiences with a different culture provide new, potentially uncomfortable situations and help develop communication skills that may not be learned elsewhere (Flavin, 2018). Overseas travel, or working with a different cultural group within your community can provide an opportunity to learn new skills, or may involve barriers that must be overcome – all teaching leadership (Flavin, 2018).
  • Social groups Involvement in social activities helps potential leaders develop a well-rounded, confident personality which enhances their capacity to lead a team (Flavin, 2018).
  • Internships Taking an internship position demonstrates initiative in finding opportunities to learn and seeking practical work – valuable skills in leadership (Flavin, 2018).
  • Volunteering As well as showing ambition, volunteering shows that you are willing to commit yourself to something that you are passionate about (Flavin, 2018).
  • Student government and organizations Specifically considering students, being involved in co-curricular organizations help individuals develop leadership (Flavin, 2018). Being involved in student government or organizations can provide opportunities to demonstrate leadership and have an impact on those around you (Flavin, 2018).
  • ‘Passion projects’ Showing commitment to a passion for better communities; for example, mentoring shows that you are likely to focus on the greater good for a team (Flavin, 2018).
  • ‘Teamwork’ This can be anything at all, from helping out with planning a family event or participating in a volunteer day, will demonstrate and develop leadership skills (Flavin, 2018).

leadership problem solving scenarios

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Effective leaders are aware that continuing professional and personal development is the key to ongoing success (Higgins, 2018). As such, they recognize that leadership workshops are important (Higgins, 2018). What activities can be used in such a workshop?

Here are four suggestions:

Idea 1: ‘Tallest Tower’ (from Stepshift, 2016)

Participants are provided with everyday items such as toothpicks, wooden blocks, uncooked pasta and so on. The task is to build the tallest possible free-standing structure from the materials provided. This activity is designed to encourage creative problem-solving and developing collaboration skills.

Idea 2: ‘Centre Stage’ (from Higgins, 2018)

Select four team members as volunteers. One team member plays the role of an employee who has missed meetings or been late to work in recent times. Each of the other three participants demonstrates a different style of leader (to save time, nominate the particular personality trait). Ask all participants to form a circle, and put two chairs in the middle of the circle.

After each demonstration of how to deal with the employee, ask the whole group to reflect on the different leadership approaches. For example, the group could consider what worked and what did not. Finally, to conclude this activity, ask the group to consider what the ‘ideal’ leader would do in the scenario.

Idea 3: ‘Minefield’ (from Stepshift, 2016)

This activity helps build trust and improve communication skills. It involves participants working in pairs, with one team member being blindfolded. Then, using only specified communication techniques, the pair negotiate their way around or over a ‘minefield’ of obstacles.

So, for example, the participants may be told they are only able to use commands such as the words ‘left’ or ‘right,’ ‘forwards’ or ‘backwards.’ The aim is to help the blindfolded team member to navigate the ‘minefield’.

Idea 4: ‘Magic Carpet’ (from Higgins, 2018)

Provide a small tarp or rug, which has enough room for all workshop participants to stand within its boundaries. Then, inform the group that their task is to work together to flip the rug or tarp over without any participant stepping off. If (or when) a participant steps off the teams have discussed all of the paragraphs or tarp, the team must begin again.

Leadership styles

These are: autocratic (also known as authoritarian), delegative (also called ‘free reign)’ and democratic (which is also called participative) (Clark, 2015; Johnson-Gerard, 2017).

An autocratic leader makes decisions without first consulting others, while a delegative leader allows the staff to make the decisions (Johnson-Gerard, 2017). Finally, a democratic leader consults with the staff in making workplace decisions (Johnson-Gerard, 2017).

Here is an excellent resource for exploring different leadership styles.

The workbook also provides some helpful worksheets.

The following two activities help participants think more deeply about styles of leadership. The group should be divided into small groups of 3 – 4 participants. The participants work in groups for the first activity, and then they work individually on the second activity.

Activity One (Clark, 2015)

Provide a list of approximately 10 – 12 scenarios displaying the three different leadership styles. For example, “a new supervisor has just been put in charge of the production line. He immediately starts by telling the crew what change needs to be made. When some suggestions are made, he tells them he does not have time to consider them”.

The group then works together to figure out which leadership style is used in each scenario and to talk about whether it is effective, or if a different style could work better.

Encourage participants to think about themselves in a similar situation and their reaction to the particular leadership style.

Activity Two (Clark, 2015)

Provide participants with the statement ‘consider a time when you, or another leader, used the authoritarian (autocratic), participative (democratic) or delegative (free reign) style of leadership’.

Ask participants to reflect on the statement and make a few comments, such as: was it effective? Would a different leadership style have worked better? What were the employees’ experiences? Did they learn from the leadership style? What was it they learned? Which style is easiest to use (and why)? Alternatively, nominate the style which the participant prefers (and why).

To conclude these two activities, come together as a whole group and discuss what was learned about the three styles of leadership.

Leadership building activities – Project management training – ProjectManager

Situational leadership is when a leader is flexible in their approach and uses different leadership strategies depending on the situation (Johnson-Gerard, 2017). The following three games, from Johnson-Gerard (2017) provide an opportunity to explore situational leadership:

1. ‘Jumping Ship’

The aim of this game is for participants to reflect upon different leadership styles and come up with a list of actual workplace scenarios which would need a leader to abandon a natural leadership style for one that is more effective (i.e., to ‘jump ship’).

Each group is given three large pieces of paper. Ask the teams to write one style of leadership on each (i.e., autocratic, delegative, democratic). Then, allow the groups 45 minutes to come up with real work situations for which employing the particular leadership style would be disastrous.

Ask the groups to place the sheets of paper up on the wall, and to discuss the sheets as a team. As a whole group, review the posters.

2. ‘Who Ya Gonna Call’

Each participant begins by writing a one-paragraph description of a work situation that is not going well. Collect these, and at the top of each page, number them in consecutive order. Then, divide the participants into two teams.

Give each team half of the paragraphs. Then, ask the teams to choose the style of leadership that would be the least and the most effective in solving the problem. Have the teams note their answers on a piece of paper, being sure to identify the paragraph number on the top of each page, and their choices.

Then, ask the teams to swap paragraphs and repeat the activity.

When the teams have discussed all the paragraphs, discuss the scenarios and review the choices as a group. Where the team’s choices are different, discuss as a group.

3. ‘Ducks in a Row’

This particular activity enables participants to devise a 3-to-5 step decision-making process they can use when challenging leadership situations occur.

Ask participants to form pairs. Then, ask them to come up with the steps that an effective leader goes through in order to work out how to manage a difficult situation. After about 30 minutes, ask each pair to review the steps they have come up with for the group, and to write them on a large piece of paper.

Ask every pair to review their process, and after all the pairs have done so, have a group discussion that enables a consensus to be reached about the three to five most effective steps to take in a difficult leadership situation.

Fun exercises for children

Edsys (2016) provides eight suggested activities for children to learn leadership skills:

1. ‘Create a New You’

Provide children with materials such as textas, crayons, poster/construction paper, magazines, and scissors. Then, ask them to draw themselves, using things that clearly show that the picture is theirs – such as using cut-outs of their most favorite things to do, foods they like, pets, and whatever else makes them unique.

Once the children have finished their posters, they can show their completed work to the other children – helping kids to improve their confidence to lead.

2. ‘Same or Different’

The children sit in a circle. Ask the first child to point to another child in the circle who is similar to them, either in appearance, hair-style or clothing color. Then, when the child has chosen someone, ask them to note other differences and similarities they have with the child they have chosen.

3. ‘Move the Egg’

Ask children to form groups of four or five. Then, have the children select a leader for their team. Each participant is given a spoon and an egg. The leader has the task of finding an effective way to move the eggs from one point to another. For example, one option may be for children to form a line to pass each egg along.

Another leader may suggest forgetting about the spoons altogether and merely tell their group to make a run for it. The winner of the game is the group that can get their egg safely across the finish in the most creative way.

4. ‘Lead the Blindfolded’

This game requires a large indoor or outdoor area. Divide the children into two groups and give them enough blindfolds for everyone except one member to put on. The teams are placed at opposite sides of the space. The child who is not blindfolded is required to lead their team to the other side of the designated space, using clear commands.

Ensure that each member of the team has an opportunity to lead their team. The winner is the team that sees its members successfully cross the finish line.

5. ‘Charity Support’

Help children support a charity by organizing a fundraiser. Each child can have a different task. For example, one child may select the charity, another may find a suitable space to hold the fundraising activity, and another child can collect donations.

6. ‘Planning Strategies’

Teach children to divide a large task into smaller steps. Set the children a large task, such as holding a class function. Show the children a plan that enables them to achieve the task step by step. This activity can involve a number of children sharing tasks. Suggest to the children how they may be able to improve.

7. ‘Volunteer Roles’

Volunteering plays a role in leadership. Discuss with children how they would like to help someone in need. Older children may be interested in taking a role in an organization in their community. The children should be helped to select a volunteer opportunity that gives them a chance to practice leadership and work with other children.

8. ‘A Quick Quiz’

In this task, ask students to be prepared to evaluate an experience when it is over. Then, after the experience, ask the child questions. For example, inquire “Do you remember the name of the dog we saw?”, “What was it?”, “Did you touch the dog?”, “What is the owner’s name?” and so on.

This is an excellent introduction to leadership for kids in grades 4 – 6 (children aged approximately 9 – 12 years).

The following resources are appropriate for helping teens and youth to develop leadership:

1. “Leaders are, can, and think”

This looks at what a leader is, and what their role can and should be.

2. “Who do you admire and why?”

This worksheet examines leadership role models and the qualities we see in them that we want to develop in ourselves.

3. “4 Ways leaders approach tasks: Leaders Motivation”

This handout focuses on leadership attitude.

4. “Lesson Planet”

Links to 45+ reviewed resources for teen leadership which can be accessed free by registering your details.

5. The Women’s Learning Partnership

This partnership has created a comprehensive manual for promoting leadership for teens aged 13 – 17 years. The manual outlines a number of sessions which guide leadership development activities.

6. “I Care Values Activity”

This is a fun, engaging and introspective activity . It is suitable for students aged 13 and upwards, so it can be used with older students or adults too.

Leadership games

Examples of such activities are:

1. ‘Just Listen’ (Edsys, 2016)

Make an agreement that you and the student(s) will refrain from talking about yourselves for a whole day. Ask them, rather, to listen to others, and if they do talk to another person, it should be about the person whom they are talking to. This game helps children to learn how important it is to focus on other people rather than themselves, which forms the basis of ‘relational leadership’.

2. Silence Classroom Leadership Game (Stapleton, 2018).

To begin the activity, the teacher divides students into two teams, and the teams move to either side of the classroom. The desks may be pushed aside to create more space. The teacher instructs the students to, for example, ‘line up according to the first letter of your surname’ or ‘arrange yourselves into age order by the month your birthday is in’. The students then follow the directions without speaking a word to one another.

Students are permitted to use hand signals, or even write instructions down on paper. The teacher’s instruction to the students is that they are not allowed to talk. The winning team is the one that completes the task successfully.

3. ‘The Cup Game’ (Tony, 2018)

Divide students into pairs and select one student to be the leader. Each team should face each other standing up, with a plastic cup in the middle. The leader calls out simple directions, such as ‘touch your knee’, ‘close one eye’ and so on.

When the leader calls out “cup” the students should try and be the first to grab the cup. The player who successfully grabs the cup should pair up with another player who also got the cup. Those without a cup sit down and watch.

Once the new teams of two have formed, the cup is put in between the players and the game begins again. This process continues until only one person is left standing – and the resulting winner becomes the new leader… and play can begin all over again.

By high school, students are more sophisticated. Here are some interesting activities for high school students to develop leadership.

1. Brainstorming for change (Stapleton, 2018)

The teacher puts students into groups of 4 or 5. The goal is for students to come up with possible solutions to social, political or economic problems. Working together, students brainstorm both small- and large-scale solutions to a given problem topic.

Once the groups have finalized their list of detailed solutions, the teacher facilitates a discussion with the whole class, and together they examine which of the identified solutions could be a viable option and why.

2. Leadership characteristics (Stapleton, 2018)

The teacher puts students into pairs or groups of three. Then, each group member shares a story about someone whom they consider to be an influential leader. After each story has been shared, students discuss the characteristics that they think made the person in the story an effective leader.

Once each student has shared a story, students compile a list of all the characteristics of an influential leader they identified. Post these characteristics on the walls around the classroom.

3. Blindfold leader game (Stapleton, 2018)

The teacher arranges the students into a single line, and comes up with a starting point and finishing point. Then, the teacher places a blindfold on every student except for the student who is at the front of the line.

The teacher tells each student to put their left hand on the left shoulder of the person in front of them. Next, the teacher says “go”. The aim is for the leader (who is not blindfolded) to walk towards the finishing point, providing instructions to students behind, who are blindfolded.

An extra challenging game sees the teacher putting obstacles in the path – the leader must direct followers on how to avoid the obstacles and successfully reach the finish line. When this goal is achieved, a different student takes a turn of being the leader.

4. Buckets and balls (Cohen, 2017)

This game aims to move all the balls from one box to another. The catch is, team members cannot use their hands or arms. In equal-sized teams, players choose one ‘handler’ per team. This is the only person who can touch the balls with their hands.

The handler must remain behind the start line throughout the game. Team members attempt to get balls from their bucket at the finish line, and get them to the team’s handler without the ball touching their hands or arms.

The handler places the balls into the empty bucket at the start line. If a team member touches the ball, they are disqualified and can no longer participate. Give teams a 5-minute time limit. All teams play at the same time, and the team that has the most balls in the handler’s bucket at the end of the game wins.

5. Team jigsaw (Cohen, 2017)

Two teams have to complete a jigsaw puzzle within a 20 – 30-minute time limit. Give each team a box containing a puzzle. At first, A body will assume that their task is to complete the puzzle. As they work on it, however, teams will realize that the puzzle is missing some of its pieces and has some additional pieces that do not fit their puzzle.

Teams then have the task to communicate with one another, and they will eventually realize that they need to work together to complete the puzzle. Teams are only allowed to exchange pieces of the puzzle one at a time.

6. ‘Sneak-a-peak’ (Cohen, 2017)

Divide participants into two teams. Build a structure out of Lego. Make it complicated, but able to be replicated. Ensure that there is sufficient Lego left to build two similar copies of the structure.

Make sure that this structure is kept out of eyesight.

A player from each team is allowed to see the structure for 10 seconds. Then, the players will return to their respective teams and have 25 seconds in which to give his/her team instruction as to how to build the structure. Then, the teams have 1 minute to build the structure.

When that minute is up, another team member takes a look at the structure for 10 seconds and has a further 25 seconds to deliver their instructions to their team.

This process continues until all the team members have had a chance to examine the structure and provide instructions. The team that successfully built the structure is the winner.

Leadership and team building exercised for students

  • “ The Leadership Training Activity Book ” by Lois. B. Hart and Charlotte S. Waisman (2005) contains 50 handouts for leadership activities that would be suitable for college students. Find it on Amazon .
  • This resource provides helpful leadership tip sheets that are suitable for college students. Examples of tip sheets are “ten keys to effective listening” and “basic confrontation guidelines”.
  • Another valuable resource that can be used to develop team-building – an aspect of leadership.

A wide range of leadership activities are suitable for adults:

1. The Marshmallow Challenge

In this activity , teams use spaghetti sticks, tape and string to construct the tallest free-standing structure. They are given one marshmallow, which must be placed at the top of the structure. Devised by Tom Wujec.

2. ‘Stand up’ (Landau, 2018)

This game is convenient in that it requires no materials. It involves two people. They sit on the floor, facing one another. They hold hands, and the soles of their feet are placed together. Then, the task is for both people to stand up at the same time. This game builds trust and teamwork, and also develops skills in problem solving and collaboration.

3. Zoom (Stepshift, 2016)

A set of randomly provided sequential pictures are given to the participants. The task requires participants to put the pictures in the correct order to recreate the story, without knowing which pictures the other participants have. This activity can be an effective way to improve communication, patience, and tolerance.

4. ‘You’re a Poet’ (Landau, 2018)

To harness creativity and reflect on leadership concepts, one activity for adults is to write a poem. This activity can be done individually or in small groups. The aim is to consider leadership in creative ways to find new perspectives.

5. ‘Leadership Pizza’ (Cserti, 2018)

This activity can help adults develop leadership. It does so by providing a self-assessment tool. People begin by identifying the skills, attitudes, and attributes that they consider being important for successful leadership. The individual then rates their own development in the defined areas. The framework can also provide a helpful tool in assisting adults in identifying their leadership development goals in a coaching session.

6. Leadership advice from your role model (Cserti, 2018)

Each participant considers a role model who they admire. They then think about a young person they know. If the young person was to ask the role model for leadership advice, what kind of advice would the role model give?

In groups, discuss and share the sort of advice identified and talk about contradicting points and how they can be reconciled. This sharing discussion may be a practical introduction to the idea of situational leadership.

7. ‘Crocodile River’ (Cserti, 2018)

This outdoor activity challenges a group to physically provide support to the group members’ behavior move from one end of a designated space to the other.

Participants are told to pretend that the whole team must cross a wide river which contains dangerous crocodiles. Magic stones (which are represented by wooden planks) provide the only supports to be used to cross the river (which has ‘banks’ that are marked out by two ropes).

These ‘stones’ only float on the water if there is constant body contact. These ‘stones’ (i.e., the wooden planks) are placed next to the ‘river bank’ – there should be one less plank than the total number of participants. As part of the game, if a participant’s hand or foot touches the ‘water’, it will be bitten off (if this happens during the challenge, the participant must hold the hand behind their back).

The facilitator then pretends to be the ‘crocodile’, keeping a close eye on the group as they attempt to cross the river. When one of the stones (the planks) is not in body contact, it is removed. When participants mistakenly touch the ground with their hands or feet, tell them that the limb has therefore been bitten off and the player must continue without using it.

This activity continues until the group succeeds in getting all group members to the other side of the ‘river’. If anyone falls in, the group is deemed to have failed, and they must begin the river crossing attempt again.

1. ‘Feedback: Start, Stop, Continue’ (Cserti, 2018)

Leadership group activities

Openness creates trust, which then promotes further openness. This activity is designed to be used by a group that has spent sufficient time together in order to have a range of shared experiences they can draw from when they are providing feedback.

Each participant takes a post-it and writes the name of the person who they are addressing on it. Then, they write on the post-it:

“To…. Something I would like you to START doing is…. something I would like you to STOP doing is…. something I would like you to CONTINUE doing is……Signed: ___________”

In groups of around 4 to 6 people, participants complete these sentences on one post-it for the other participants in their group.

If they cannot think of relevant feedback for one of the prompts (i.e., start, stop, continue), they do not need to include it. Once the group has finished writing, they provide the feedback verbally, one at a time, and afterward hand the post-it to the relevant person.

2. Round Tables (Stepshift, 2016)

Four tables are set up with different tasks. Each task has separate steps that participants can be responsible for carrying out. The group select a team member, who is only allowed to communicate and delegate tasks but not take a part in the task. Each table is timed to record how long the task takes to be completed. Round Tables improves leadership and delegation skills.

3. ‘Pass the hoop’ (Landau, 2018)

This game requires participants to stand in a circle and hold hands. One person in the group has a hula hoop around their arm. The game aims to pass the hula hoop the whole way around the circle.

As well as promoting teamwork and problem-solving, this game develops communication skills. Being able to communicate effectively is a crucial skill for any successful leader to have.

4. ‘Improv night’ (Landau, 2018)

One key responsibility of the leader of a team is to encourage team bonding. One way to facilitate bonding is improvisation. ‘Improv’ develops skills in communication – helping teams to listen and pay attention. It also builds self-awareness, self-confidence, and creativity.

Arrange the group into ‘audience’ and ‘performers’. Then, members of the audience take turns in calling out the specified location, profession, and scenario (e.g., coffeehouse, cop, and purchasing a donut). Chosen suggestions are fun and should promote creativity.

5. ‘Shape-Shifting’ (Landau, 2018)

This game requires a rope that is tied at both ends to form a loop. The loop needs to be big enough for all group members to hold onto with both hands as they stand in a circle. The group is instructed to make a chosen shape (e.g., circle, square, triangle). The group attempts to create the shape on the floor.

Progressively, ask the group to make more complex shapes – e.g., a dog, or a tree. To add another layer of difficulty, instruct the team to communicate without talking – i.e., to rely on hand gestures. Afterward, have the group reflect on their experience and discuss the importance of communication.

Leadership is an integral feature of any workplace. Here are some activities to promote leadership in employees:

1. Your favorite manager (Cserti, 2018)

To begin this activity, employees individually take the role of three different people and brainstorm the particular behaviors that each person’s most favorite and least favorite managers demonstrate, from the chosen person’s perspective. After the employees have had the chance to reflect, the participants compare their list of behaviors – in pairs, and then subsequently, in groups.

The teams then prepare a list of ‘dos and don’ts’ for developing better employee perceptions of the leader’s style.

2. Explore your values (Cserti, 2018)

The values of a leader are reflected in their organization. In this activity, each participant writes ten things that they value most in their lives, each one on a post-it. Then, ask the employees to spread the Post-its in a way in which they can see them all clearly. Then, explain to them that they will have 30 seconds to select the three Post-its that are of least importance to them.

It is essential to time strictly, so that the participants rely on their gut feelings.

Repeat the process, this time allowing participants to have 20 seconds to discard two more values. Finally, give the participants a further 20 seconds to throw another two away. Participants should have three Post-its in front of them, showing their top three important values.

Following the activity, have participants reflect individually for about 15 minutes about what was found, and then to discuss reflection questions in pairs or groups of three.

Because this activity is done quickly, participants are encouraged to follow their own intuition – rather than over-thinking and finding what they perceive to be the ‘right’ values.

3. ‘Leadership Coat of Arms’ (Cserti, 2018; Landau, 2018).

Each leader has their own values and the things that they consider valuable and important. These values guide the behavior of the leader and make up a person’s unique leadership philosophy.

This activity sees participants drawing their own ‘leadership coat of arms’ embodying their leadership philosophy.

Individuals have 10 – 15 minutes to draw their coat of arms. They can divide the coat of arms (or ‘crest’) into four sections. To fill each section, consider the categories of leadership skills, values that help influence others, recent achievements/accomplishments and what you like most about your current work.

They should be encouraged not to be overly concerned with how visually appealing their picture is but rather that it expressed what they personally believe to be important aspects of a leader.

Once the drawings are complete, the participants can show their drawings to the others in the group and explain their unique coat of arms. It is also helpful to reflect on the activity – consider which section was easiest to complete and whether your crest reflects your company’s values.

4. Communication: Coach the Builder (Goyette, 2016)

Divide employees into groups of four to seven people. Each group should be given two sets of blocks (such as Lego). Each set should have a minimum of 10 blocks.

Beforehand, you should construct a sample object (e.g., a house) from one of the sets of blocks. In each group, select a leader, a delegator, a builder and a note-taker. The note-taker watches and records the group’s behavior during the task. They take note of what appeared to be done well and how employees could improve.

The leader is given the item that you built – however, they are the only group member to see the object. Set a timer for ten minutes. To begin with, the leader describes to the delegator how the builder should build a replica of the item. However, the delegator does not see the object, and at this stage of the activity, the builder should not hear the instructions.

The delegator can speak with the leader as often as necessary during the 10 minutes. The builder attempts to build the same item that the leader can see. However, they are only relying on the delegator’s instructions. At this stage, the delegator should not see the object that the builder is constructing.

When the time is up, reveal both objects to all participants and see how closely they match. Finally, to wrap up the activity, employees can discuss what was either frustrating or easy about the process and discuss how they may do things differently in order to achieve better results.

5. Accountability (Goyette, 2016)

Begin a meeting by saying to the group – “the seating arrangement is totally wrong for today’s meeting. You have 60 seconds to improve it”. If the employees ask further questions, only repeat the instructions. While some employees may continue asking questions, others may start moving the furniture around straight away. Observe the team and what they do without giving any further information, feedback, or instructions.

After 1 minute, let the employees know to stop. Then, ask them whether the objective was achieved, and how. Discuss with employees how and why a lack of clarity makes it challenging to complete a task.

Then, discuss who asked for clarification and how they felt when the leader refused to give further details. Use this opportunity to highlight to employees how if they fail to ask questions, and when the person in charge of a project doesn’t provide the necessary clarification, the whole team is at risk of making mistakes or even not completing a task.

Finally, ask how the time pressure affected behavior. Discuss how employees may be more likely to respond to pressure, or stress, by taking action without first confirming a plan and the significant problems this approach can lead to.

6. The “what if” game (Deputy, 2018)

Present different hypothetical problematic scenarios to employees. Either individually or by providing a document that requires written answers, present situations such as “you didn’t follow the rules, and subsequently lost an important client. You have lost a lot of money for the company. How do you justify this? What is your solution?”.

The questions only need to be rough, and employees should only receive a short time with which to think of their responses. If there is a particularly challenging question, provide a time limit of five minutes.

7. ‘Silver Lining’ (Cohen, 2017)

Employees form teams of at least two people who have shared a work experience – e.g., working on a project together. One person shares an experience from working together that was negative for them.

Then, the second person reflects on the same experience but instead reflects on the positive aspects of the experience (i.e., the ‘ silver lining ’). Then this same person shares their own negative experience, and this time it is up to the other person to focus on the positive aspects of it.

Often, when people reflect on an experience, they do so with a particular perspective . By looking at the positive aspects of a ‘negative’ experience, this helps individuals shift perspectives. Furthermore, by sharing experiences, employees develop deeper relationships, and team bonding is promoted.

8. My favorite brand (Training Course Material, n.d.).

Ask employees to bring three or four printed logos/brands that they use regularly or admire most. Then, form groups of 3 – 4 people. Teams have a period of ten minutes to share and discuss their chosen logos.

Their task is to agree upon the team’s top 2 logos or brands which is their team’s choice. The team also selects a team spokesperson who will report to the bigger group about why the team chose the specific brands/logos.

Participants are encouraged to share personal experiences or stories that they had with their chosen brand. After the ten minutes elapses, each spokesperson presents the logos that the team began with as well as their two top chosen logos/brands. It is their role to explain to the group why the team voted on their top brand/logo.

1. Manager or leader? (Training Course Material, n.d.)

Positive communication at work

Small groups of managers work together to create two tables, one titled ‘leader’ and one titled ‘manager’. In each table, the group writes statements describing either management behavior or leadership behavior.

For example, the ‘manager’ table may contain statements such as “schedules work to be done” or “delegates tasks”. On the other hand, statements in the ‘leader’ table could be “motivating staff” and “creating culture”.

The purpose of this activity is to demonstrate to managers the difference between management versus leadership, and show that while ‘every leader can be a manager, not every manager can be a leader’. However, by brainstorming leadership behaviors, managers begin the process of becoming a successful leader.

2. The race of the leaders (Deputy, 2018)

This activity encourages leadership behaviors. To begin with, write a list of leadership qualities – approximately 10 – 20 statements – on a piece of paper. Describe the qualities – e.g., ‘I determine everything that happens to me’, and ‘I will not blame others for my problems’.

Read these statements out loud, and participants take a step forward if they believe a statement describes them. They must be prepared to give reasons as to why they think they possess each quality. Continue reading the statements until there is a definite ‘winner’.

3. The best team member (Training Course Material, n.d.).

Divide the group into teams of about 4 – 5 participants. Give each team a large, blank piece of paper and markers. Each group has the task to come up with as many characteristics of their ‘ideal’ team member as they can. Teams should consider what this ‘best team member ever’ would be like.

After ten minutes, the groups should examine the characteristics that they have written and work out the portion which are ‘technical’ skills and those which are ‘interpersonal’. The aim is to work out whether most of the traits can be classified as technical or interpersonal skills.

Teams usually come to realize that interpersonal skills in employees are especially critical and that these have a tremendous impact on the quality and quantity of workplace performance.

This activity can be adapted according to the setting. For example, if the focus is on leadership development, teams could discuss their ideal leader/supervisor.

4. The importance of feedback (Training Course Material, n.d.).

Divide the group into three teams. Provide each team with poster paper and markers or pens.

Team A is required to consider as many reasons as they can that would make them apprehensive to provide feedback to another person.

Team B is asked to consider what feedback can help them so, i.e., what feedback will help them accomplish.

Team C comes up with as many things as they can that would make a feedback session effective.

Each team has 15 minutes to brainstorm their ideas, then, each team can present their ideas.

Point out to Team A that the hurdles they suggested are self-imposed ideas that will lead to the manager fearing the worst. Instead, managers should be encouraged to share feedback on a more regular basis to gain the necessary experience in having such conversations. Furthermore, by having an awareness of the most effective way to prepare and deliver feedback can help a manager conquer the issues holding them back.

Point out to Team B that providing constructive feedback as needed is imperative for developing a productive work environment. A feedback discussion that is well-planned and thought out delivers an opportunity to share what you have noticed about another person’s job performance and bring about productive change.

Finally, after Team C has shared their ideas, point out that effective feedback is specific, honest, and backed up with evidence. The feedback will help others to come up with goals, make and reinforce positive changes, promote self-confidence and encourage action in the workplace.

Thank all the teams for their participation and input.

5. ‘Shark Tank’ (Deputy, 2018).

This activity is derived from a famous TV show that gives people a chance to show their entrepreneurial skills. Managers may work individually or in groups. The aim of this activity is for employees to come up with a business plan that outlines the steps of how to build a successful company from ‘startup’.

Once the managers have a plan, they can create a ‘pitch’, which should contain the brand’s name, its’ tagline (or slogan), a detailed business plan, a detailed marketing plan, financial predictions (sales, profits and market) and potential problems (competition, lack of resources).

In a role play, appoint a few chosen managers to be the ‘sharks’ (the ones who consider the projects’ merit and offer imaginary ‘investments’). The winning group, or individual, is the one who raised the most money from the ‘shark’.

1. The Human Icebreaker (Stepshift, 2016).

This is a simple activity that can alleviate tension and promote discussion and contribution. Participants devise a list of questions that relate to people generally – for example, “who is left-handed?”. Participants then discover which team members meet the question’s criteria. After 10 minutes, the participant who has the most answers wins. This activity promotes communication and helps team members build inter-personal skills.

2. ‘Office trivia’ (Cohen, 2017)

This quick activity can help as an ice-breaker and provides a flexible option for team building. Create a list of trivia questions that are related to the workplace. For example, “how many people named ‘John’ work in the accounting department?” or, “how many people work in the IT department?”. Read the questions out loud to the whole group. The employee with the most correct answers at the end is the winner.

3. Plane crash (Stepshift, 2016)

The participants imagine that they are on a plane which has crashed on a deserted island. They are allowed to select a specified number of items from around the workplace that would help the group to survive. Each chosen item is ranked in importance. The whole group must agree on their decision. This activity helps with creative problem solving and collaboration.

4. ‘Magazine story’ (Cohen, 2017)

Each team works together to come up with an imaginary cover story of a magazine, about a successful project or business achievement. The team designs the images, headlines, and come up with quotes.

5. The Human Knot (Stepshift, 2016)

Relying on cooperation, this is a good problem-solving and communication activity. Participants stand shoulder to shoulder in a circle. Then, they put their right hand in the hand of a person who stands across from them. They then put their left hand in the hand of another different person (but not someone standing directly next to them).

Participants are required to untangle the human knot without breaking the chain. If the chain is broken, the participants must start over.

6. Make your own movie (Cohen, 2017)

This is a fun activity that is suitable for both indoors and outdoors. Although it requires the necessary equipment (i.e., camera, tripod, and microphone), teams enjoy it. Employees should work in large groups (more than eight people) and divide responsibilities. Teams work together to come up with scripts for a 5 – 7-minute movie.

7. Radio Play (Cohen, 2017)

This activity can provide an alternative to making a movie. Employees work together, spending about one-hour planning and writing a play and taking a further 15 – 20 minutes to ‘perform’ it, keeping in mind that it is designed for radio.

Each participant places their chair, in no particular order, around the room. The room should be cleared of tables and other furniture. Each person should sit on their chair, pointing in a different direction. Then, request one manager to volunteer and come to the front of the room. Their task is to walk slowly back to their empty chair and sit down.

If their chair is occupied, they can move to the next empty chair available and sit on it. However, everyone else has the task of stopping the volunteer from sitting down.

Only one person at a time can stand and move. No one can make two consecutive moves. A person cannot sit on the chair that they have just left. Once the activity begins, the room is required to be silent. No one is allowed to touch the volunteer.

Give the managers 2 minutes to come up with their strategy. After every round, the participants should discuss what happened and select a new volunteer for the next round. The team is given 2 minutes preparation time each round. It is important that the volunteer’s movement is kept at a slow walk.

At the conclusion of the activity, it is beneficial for the team to discuss the activity. They may reflect upon whether they need a leader, what made planning difficult, whether everyone agreed on the plan, and what would make the task easier.

9. Back to back drawing (Cohen, 2017)

Provide vector shapes on separate pieces of paper (they can be shapes of signs, objects or merely abstract shapes). Participants sit in pairs, back-to-back. Employee A is given a sheet of paper and a pen, and employee B is provided with one of the printed shapes.

The aim of the activity is for employee A to draw the shape relying only on verbal instructions from employee B. Person B cannot only tell the other person what the shape is – he/she is only able to provide directions about how to draw it, or to describe its uses. Each team has two 2 minutes to draw the shape.

10. ‘All Aboard’ (Stepshift, 2016).

Teams use various materials, for example, pieces of wood or mats, to build a pretend ‘boat’. All the participants must stand on the ‘boat’ at once. Then, pieces of the ‘boat’ should be removed. The team should still strive to stand in the diminished space on the ‘boat’. All Aboard can promote communication, problem-solving and critical thinking.

11. Body of words (Cohen, 2017)

Participants are divided into teams of between four and eight people, and each team elects one leader. To prepare the activity, record words that have one less letter than the number of people in the team (i.e., if there are five people in the team, a suitable word could be ‘book’ which has four letters). Randomly select a word, and then the teams have the task of making the word using only their bodies.

Each team member moves and bends their body to form a letter. The team leader can direct their team.

What stands out to me from this article is the complexity of leadership. This article demonstrates that even if one is not a ‘natural’ leader, there are plenty of activities that can promote leadership skills. Even children can develop leadership, and what’s more, have fun with activities at the same time.

What do you think espouses leadership? Do you think that there are people who might tend to be leaders more than others? Perhaps you have a story about a leadership activity you have participated in or delivered – I would dearly like to hear about your experiences.

Thank you for reading.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Leadership Exercises for free .

  • ‘tony’ (2018). Leadership games and activities for middle school students . Retrieved from https://www.kidsactivties.net/leadership-games-activities-for-middle-school-students/
  • Clark, Donald (2015). Leadership Styles Activity . Retrieved from www.nwlink.com/~donclark/leader/styles.html
  • Cohen, Esther (2017). 31 Team building activities your team will actually love . Retrieved from https://www.workamajig.com/blog/team-building-activities
  • Cserti, Robert (2018). 12 Effective leadership activities and games . Retrieved from https://www.sessionlab.com/blog/leadership-activities/
  • Deputy (2018). 6 Impactful leadership activities to try at work . Retrieved from https://www.deputy.com/blog/6-impactful-leadership-activities-to-try-at-work
  • Doyle, A. (2019). Top 10 leadership skills employers look for . Retrieved from https://www.thebalancecareers.com/top-leadership-skills-2063782
  • Edsys (2016). 1 0 Activities for teachers to grow leadership skills in children . Retrieved from https://www.edsys.in/10-activities-for-teachers-to-grow-leadership-skills-in-children/
  • Flavin, B. (2018). 8 Leadership Experiences You Didn’t Know You Already Have . Retrieved from https://www.rasmussen.edu/student-experience/college-life/leadership-experience-you-didnt-know-you-already-have/
  • Goyette, P.(2016). 3 Leadership activities that improve employee performance at all levels . Retrieved from https://www.eaglesflight.com/blog/3-leadership-activities-that-improve-employee-performance-at-all-levels
  • Higgins, R. (2018). 5 Fun and Inspirational Leadership Workshop Ideas . Retrieved from https://www.eventbrite.com.au/blog/leadership-workshop-ideas-ds00
  • Johnson-Gerard, M. (2017). Situational Leadership Games . Retrieved from https://bizfluent.com/list-6762581-situational-leadership-games.html
  • Landau, P. (2018). The 9 best leadership games for skill development . Retrieved from https://www.projectmanager.com/blog/the-9-best-leadership-games
  • Stapleton, S. (2018). Leadership activities for High School classrooms . Retrieved from https://classroom.synonym.com/leadership-activities-high-school-classrooms-7855904.html
  • Stepshift (2016). Leadership Training Activities . Retrieved from https://www.stepshift.co.nz/blog/developing-team-performance-with-senior-leadership-teams/strategic-planning-with-an-independent-facilitator/leadership-training-activities.html
  • The Pennsylvania State University (2012). I can be a leader! Leadership fun for children . Retrieved from https://extension.psu.edu/programs/betterkidcare/knowledge-areas/environment-curriculum/activities/all-activities/i-can-be-a-leader-leadership-fun-for-children
  • Training Course Material (n.d.). Leadership and management activities . Retrieved from https://www.trainingcoursematerial.com/free-games-activities/leadership-and-management-activities

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Power Ogunseitan

This great. Thank you

Jelena Acević

Great ideas, thank you!

Peter Harding

Thank you so much for providing such a useful list of activities to demonstrate and for such a varied target population. Innovative and attention-seeking exercises yet practical.

FullTilt Teams

Thank you for posting this informative blog. keep sharing.

Norita E. Manly

Too interesting for me to try all.

Chloe Mansergh

Great article! Having group activities Melbourne helps the team to enhance working together. I love how it brings people together and motivates employees to learn from each other.

Lauriel

Great activities. Thank you.

Nann Htet Win

This is an excellent article for every manager and leader tn build successful leadership. Thank you.

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Team Building Exercises – Problem Solving and Decision Making

Fun ways to turn problems into opportunities.

By the Mind Tools Content Team

leadership problem solving scenarios

Whether there's a complex project looming or your team members just want to get better at dealing with day-to-day issues, your people can achieve much more when they solve problems and make decisions together.

By developing their problem-solving skills, you can improve their ability to get to the bottom of complex situations. And by refining their decision-making skills, you can help them work together maturely, use different thinking styles, and commit collectively to decisions.

In this article, we'll look at three team-building exercises that you can use to improve problem solving and decision making in a new or established team.

Exercises to Build Decision-Making and Problem-Solving Skills

Use the following exercises to help your team members solve problems and make decisions together more effectively.

Exercise 1: Lost at Sea*

In this activity, participants must pretend that they've been shipwrecked and are stranded in a lifeboat. Each team has a box of matches, and a number of items that they've salvaged from the sinking ship. Members must agree which items are most important for their survival.

Download and print our team-building exercises worksheet to help you with this exercise.

This activity builds problem-solving skills as team members analyze information, negotiate and cooperate with one another. It also encourages them to listen and to think about the way they make decisions.

What You'll Need

  • Up to five people in each group.
  • A large, private room.
  • A "lost at sea" ranking chart for each team member. This should comprise six columns. The first simply lists each item (see below). The second is empty so that each team member can rank the items. The third is for group rankings. The fourth is for the "correct" rankings, which are revealed at the end of the exercise. And the fifth and sixth are for the team to enter the difference between their individual and correct score, and the team and correct rankings, respectively.
  • The items to be ranked are: a mosquito net, a can of petrol, a water container, a shaving mirror, a sextant, emergency rations, a sea chart, a floating seat or cushion, a rope, some chocolate bars, a waterproof sheet, a fishing rod, shark repellent, a bottle of rum, and a VHF radio. These can be listed in the ranking chart or displayed on a whiteboard, or both.
  • The experience can be made more fun by having some lost-at-sea props in the room.

Flexible, but normally between 25 and 40 minutes.

Instructions

  • Divide participants into their teams, and provide everyone with a ranking sheet.
  • Ask team members to take 10 minutes on their own to rank the items in order of importance. They should do this in the second column of their sheet.
  • Give the teams a further 10 minutes to confer and decide on their group rankings. Once agreed, they should list them in the third column of their sheets.
  • Ask each group to compare their individual rankings with their collective ones, and consider why any scores differ. Did anyone change their mind about their own rankings during the team discussions? How much were people influenced by the group conversation?
  • Now read out the "correct" order, collated by the experts at the US Coast Guard (from most to least important): - Shaving mirror. (One of your most powerful tools, because you can use it to signal your location by reflecting the sun.) - Can of petrol. (Again, potentially vital for signaling as petrol floats on water and can be lit by your matches.) - Water container. (Essential for collecting water to restore your lost fluids.) -Emergency rations. (Valuable for basic food intake.) - Plastic sheet. (Could be used for shelter, or to collect rainwater.) -Chocolate bars. (A handy food supply.) - Fishing rod. (Potentially useful, but there is no guarantee that you're able to catch fish. Could also feasibly double as a tent pole.) - Rope. (Handy for tying equipment together, but not necessarily vital for survival.) - Floating seat or cushion. (Useful as a life preserver.) - Shark repellent. (Potentially important when in the water.) - Bottle of rum. (Could be useful as an antiseptic for treating injuries, but will only dehydrate you if you drink it.) - Radio. (Chances are that you're out of range of any signal, anyway.) - Sea chart. (Worthless without navigational equipment.) - Mosquito net. (Assuming that you've been shipwrecked in the Atlantic, where there are no mosquitoes, this is pretty much useless.) - Sextant. (Impractical without relevant tables or a chronometer.)

Advice for the Facilitator

The ideal scenario is for teams to arrive at a consensus decision where everyone's opinion is heard. However, that doesn't always happen naturally: assertive people tend to get the most attention. Less forthright team members can often feel intimidated and don't always speak up, particularly when their ideas are different from the popular view. Where discussions are one-sided, draw quieter people in so that everyone is involved, but explain why you're doing this, so that people learn from it.

You can use the Stepladder Technique when team discussion is unbalanced. Here, ask each team member to think about the problem individually and, one at a time, introduce new ideas to an appointed group leader – without knowing what ideas have already been discussed. After the first two people present their ideas, they discuss them together. Then the leader adds a third person, who presents his or her ideas before hearing the previous input. This cycle of presentation and discussion continues until the whole team has had a chance to voice their opinions.

After everyone has finished the exercise, invite your teams to evaluate the process to draw out their experiences. For example, ask them what the main differences between individual, team and official rankings were, and why. This will provoke discussion about how teams arrive at decisions, which will make people think about the skills they must use in future team scenarios, such as listening , negotiating and decision-making skills, as well as creativity skills for thinking "outside the box."

A common issue that arises in team decision making is groupthink . This can happen when a group places a desire for mutual harmony above a desire to reach the right decision, which prevents people from fully exploring alternative solutions.

If there are frequent unanimous decisions in any of your exercises, groupthink may be an issue. Suggest that teams investigate new ways to encourage members to discuss their views, or to share them anonymously.

Exercise 2: The Great Egg Drop*

In this classic (though sometimes messy!) game, teams must work together to build a container to protect an egg, which is dropped from a height. Before the egg drop, groups must deliver presentations on their solutions, how they arrived at them, and why they believe they will succeed.

This fun game develops problem-solving and decision-making skills. Team members have to choose the best course of action through negotiation and creative thinking.

  • Ideally at least six people in each team.
  • Raw eggs – one for each group, plus some reserves in case of accidents!
  • Materials for creating the packaging, such as cardboard, tape, elastic bands, plastic bottles, plastic bags, straws, and scissors.
  • Aprons to protect clothes, paper towels for cleaning up, and paper table cloths, if necessary.
  • Somewhere – ideally outside – that you can drop the eggs from. (If there is nowhere appropriate, you could use a step ladder or equivalent.)
  • Around 15 to 30 minutes to create the packages.
  • Approximately 15 minutes to prepare a one-minute presentation.
  • Enough time for the presentations and feedback (this will depend on the number of teams).
  • Time to demonstrate the egg "flight."
  • Put people into teams, and ask each to build a package that can protect an egg dropped from a specified height (say, two-and-a-half meters) with the provided materials.
  • Each team must agree on a nominated speaker, or speakers, for their presentation.
  • Once all teams have presented, they must drop their eggs, assess whether the eggs have survived intact, and discuss what they have learned.

When teams are making their decisions, the more good options they consider, the more effective their final decision is likely to be. Encourage your groups to look at the situation from different angles, so that they make the best decision possible. If people are struggling, get them to brainstorm – this is probably the most popular method of generating ideas within a team.

Ask the teams to explore how they arrived at their decisions, to get them thinking about how to improve this process in the future. You can ask them questions such as:

  • Did the groups take a vote, or were members swayed by one dominant individual?
  • How did the teams decide to divide up responsibilities? Was it based on people's expertise or experience?
  • Did everyone do the job they volunteered for?
  • Was there a person who assumed the role of "leader"?
  • How did team members create and deliver the presentation, and was this an individual or group effort?

Exercise 3: Create Your Own*

In this exercise, teams must create their own, brand new, problem-solving activity.

This game encourages participants to think about the problem-solving process. It builds skills such as creativity, negotiation and decision making, as well as communication and time management. After the activity, teams should be better equipped to work together, and to think on their feet.

  • Ideally four or five people in each team.
  • Paper, pens and flip charts.

Around one hour.

  • As the participants arrive, you announce that, rather than spending an hour on a problem-solving team-building activity, they must design an original one of their own.
  • Divide participants into teams and tell them that they have to create a new problem-solving team-building activity that will work well in their organization. The activity must not be one that they have already participated in or heard of.
  • After an hour, each team must present their new activity to everyone else, and outline its key benefits.

There are four basic steps in problem solving : defining the problem, generating solutions, evaluating and selecting solutions, and implementing solutions. Help your team to think creatively at each stage by getting them to consider a wide range of options. If ideas run dry, introduce an alternative brainstorming technique, such as brainwriting . This allows your people to develop one others' ideas, while everyone has an equal chance to contribute.

After the presentations, encourage teams to discuss the different decision-making processes they followed. You might ask them how they communicated and managed their time . Another question could be about how they kept their discussion focused. And to round up, you might ask them whether they would have changed their approach after hearing the other teams' presentations.

Successful decision making and problem solving are at the heart of all effective teams. While teams are ultimately led by their managers, the most effective ones foster these skills at all levels.

The exercises in this article show how you can encourage teams to develop their creative thinking, leadership , and communication skills , while building group cooperation and consensus.

* Original source unknown. Please let us know if you know the original source.

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leadership problem solving scenarios

32 Powerful leadership activities & games for your team

leadership problem solving scenarios

Don’t let the word “game” and “activities” in the title put you off; they’re serious business when it comes to developing leadership skills. They offer a hands-on approach to learning by giving participants the chance to practice their skills, or improve their skills, in real-world scenarios. Who knows, you might just discover a natural-born leader among your team members.

What are the benefits of a leadership activity?

Try to see leadership games and activities as an opportunity for your employees to flex their leadership muscles and develop critical skills that will benefit your company in the long run. Think of it like a group workout session, but instead of building physical strength, your team builds essential leadership skills like communication, delegation, and problem-solving. 

Not only are they beneficial for your team, they’re also an excellent chance to show that you’re not the scary, stereotypical boss that has been etched into the minds of many employees for decades. By taking part in these types of games and activities, you show that you are a dedicated part of the squad. 

Let us take you on a journey through 32 of the best leadership games and activities . We hope to inspire you! ‍

1. Marshmallow Challenge

Instructions:

  • Gather your team in a designated workspace with a flat surface.
  • Distribute spaghetti, tape, and a marshmallow to each team.
  • Explain the objective: Build the tallest freestanding structure using the materials, with the marshmallow on top.
  • Set a time limit and encourage planning before construction.
  • Emphasize collaboration, effective communication, and leveraging strengths.
  • Encourage creativity and experimentation with different construction techniques.
  • Measure the height of each tower once the time is up. Tallest wins! ‍

Forget about eating marshmallows - now it's all about constructing with them! This game encourages your team to think outside the box, unleash their creativity, and work collaboratively. Balancing the weight of the marshmallow requires strategic planning and efficient teamwork. Plus, it's a chance to see if your tower can withstand the "sticky" situations that leadership often entails. ‍

2. Leadership TED Talks

Instructions: Watch inspiring TED Talks on leadership and engage in discussions about the insights and lessons shared.

TED Talks are like nuggets of wisdom served on a silver platter. This game brings leaders face-to-face with captivating speakers who share their leadership journeys, insights, and lessons learned. It sparks thought-provoking conversations, broadens perspectives, and ignites inspiration. By exploring diverse voices and ideas, leaders gain fresh perspectives and unlock new possibilities on their own leadership path. ‍

3. Leadership Quotes

  • Share inspiring leadership quotes and allow people to individually reflect on their meaning.
  • Make sure you are the one to lead a lively group discussion around the quotes and their relevance to leadership.
  • Encourage people to share personal experiences related to the themes expressed in the quotes.
  • Foster an inclusive environment for exploring different perspectives and insights.
  • Summarize key takeaways and encourage people to apply the wisdom gained to their leadership journey.
  • Provide resources for further exploration of leadership quotes and their authors. ‍

Who says leadership can't be profound and thought-provoking? This game sparks intellectual conversations and encourages your team to explore different perspectives. By diving into the wisdom of great minds, they'll gain new insights, expand their horizons, and ignite their leadership spark. ‍

4. The Meeting (Game)

  • Choose a leader and participants for the meeting.
  • Assign roles to each participant: a presenter, a skeptic, a supporter, and a neutral observer.
  • The presenter will give a presentation on a topic related to the company, while the skeptic will challenge their arguments and the supporter will defend them. The neutral observer will take notes and provide feedback after the meeting.
  • The leader will moderate the discussion and ensure that all participants have equal opportunities to speak.
  • The goal of the meeting is to reach a consensus or agreement on the topic presented by the presenter.
  • After the meeting, the neutral observer will provide feedback to the presenter and the group on their performance and the effectiveness of the discussion.  ‍

This role-playing game is the perfect opportunity show your team’s leadership skills in a fun and engaging way. With the help of their team-mates, they will learn how to moderate discussions, manage conflicting opinions, and reach a consensus. Plus, with the feedback from the neutral observer, they will receive valuable insights on how to improve their performance. So, grab that gavel, and let's get down to business! ‍

5. Trust Fall

  • Gather your team in an open space, free from obstacles.
  • Explain the objective: to build trust and reliance on each other.
  • Form pairs: one person as the "faller" and the other as the "catcher."
  • Instruct fallers to stand tall with eyes closed and arms crossed, while catchers position themselves behind them.
  • Emphasize trust and encourage fallers to let go, fall backwards, and trust their catchers. ‍

Just like a daring leader, this game builds trust and shows that you're willing to rely on your team. By taking the plunge and falling back, you demonstrate vulnerability and foster a sense of security within your group. ‍

6. Blindfolded Obstacle Course

  • Choose a team member to be blindfolded.
  • Set up an obstacle course with various obstacles such as chairs, cones, and ropes.
  • The team members who are not blindfolded should stand around the obstacle course and guide the blindfolded member through it using only verbal instructions.
  • The blindfolded member must rely on the instructions given by their teammates and navigate through the course.
  • If the blindfolded member touches an obstacle, they must start over from the beginning.
  • Switch roles so that each team member has a chance to be blindfolded. ‍

Blindfolded leadership? Sounds like a metaphor, but it's an actual game! By relying on effective communication and trust, team members learn to guide their team members through the dark and unpredictable paths of life. This game highlights the importance of clear instructions, active listening, and building trust within a team.

If you enjoyed this team communication game, make sure to check out our blog on 33 of the best team communication games for more inspiration! ‍

7. Egg Drop

  • Divide into teams and provide each team with materials such as newspaper, tape, straws, and plastic bags. 
  • Provide each team with an egg that they will need to protect from breaking when dropped from a height. 
  • Set a time limit for teams to build their contraptions. 
  • Once the contraptions are built, take turns dropping each team's egg from a predetermined height. 
  • If the egg breaks, the team is eliminated. 
  • The team with the egg that survives the longest drop without breaking is the winner. ‍

This game challenges to think critically, innovate, and find unconventional solutions. Just like protecting an egg requires careful planning and ingenuity, leading a team through difficult situations demands resourcefulness and the ability to adapt. It's a game that cracks open your problem-solving skills and brings out the leader who can handle even the most delicate situations. ‍

8. Dotmocracy 

Dotmocracy is a decision-making task that involves participants placing dots or stickers on options or ideas to indicate their preferences. It is also referred to as dot voting or sticker voting.

  • Clearly define the decision or topic that requires input from the participants. It could be anything from choosing a new office layout to selecting a team-building activity.
  • Compile a list of options or ideas related to the decision. Make sure each option is concise and clearly understandable. Write them down on a large display, whiteboard, or chart paper.
  • Provide each participant with a predetermined number of dot stickers. 
  • Briefly explain the voting guidelines. Let participants know they can distribute their dots among the options in any way they prefer. They can place multiple dots on a single option or spread them across different options, depending on their preferences.
  • Give participants time to place their dots on the options. Encourage them to think critically and consider their own perspectives.
  • Once the voting phase is complete identify the options with the highest number of dots as the most favored choices.
  • Engage the participants in a discussion based on the results. Encourage them to share their thoughts, perspectives, and reasons for their choices.  ‍

Dotmocracy is the game that's more than just sticking dots, It's a powerhouse for developing leadership skills in the office. Giving everyone a voice and a handful of stickers transforms quiet cubicle dwellers into confident decision-makers. Employees will also learn to assert their preferences, negotiate, and strategize; factors that are necessary for improving leadership skills. ‍

9. Tower Building

Instructions: 

  • Divide players into teams.
  • Provide each team with a set of materials such as blocks, cards, straws, cups, and tape.
  • Set a time limit of 10-15 minutes for the teams to build the tallest tower.
  • Ensure that each team follows the same rules and uses the same materials.
  • Once the time is up, measure the height of each tower and declare the winner.
  • Discuss the strategies used by each team and how they could improve in future rounds.
  • Repeat the game with different materials or variations to continue challenging the players' leadership skills. ‍

This game unleashes potential leaders' creativity, teamwork, and strategic thinking. Just like a tower, leadership requires a solid foundation, balance, and the ability to reach new heights. It challenges leaders to allocate resources efficiently, communicate effectively, and inspire their team to elevate their performance.  ‍

10. Leadership Styles Quiz

Instructions:  

  • Begin by researching and finding a leadership style quiz on the internet.
  • Allow your team to read through the questions and ask them to choose the answer that best reflects their leadership approach.
  • Once they have completed the quiz, review their results and take note of their leadership style.
  • Engage in a group discussion about the different leadership styles and how they can be applied in various situations.
  • Share insights on how to adapt leadership style to different scenarios.
  • Encourage open communication and active listening during the discussion. ‍

Who doesn't love personality quizzes? This activity helps team members to understand their unique leadership style and explore different approaches. By delving into the nuances of leadership styles, you'll gain self-awareness and learn how to adapt your style to different situations. It's like discovering your leadership superpower and unleashing it to save the day! ‍

11. Scavenger Hunt

  • Divide people into teams of 4-6 people.
  • Provide each team with a list of clues and challenges related to leadership.
  • Each team must work together to solve the clues and complete the challenges.
  • The clues may lead to different locations or objects that the teams must find.
  • Some challenges may require physical tasks, while others may require problem-solving or critical thinking.
  • The first team to complete all the challenges and return to the starting point wins. ‍

This game combines adventure, teamwork, and strategic thinking. You and your team embark on an exciting journey to uncover clues, solve riddles, and complete challenges. It fosters collaboration, communication, and quick thinking—all crucial elements of effective leadership.  ‍

12. Leadership Guest Speaker

Invite a guest speaker with leadership experience to share insights and engage in a Q&A session.

Sometimes, wisdom comes in the form of a guest speaker. This activity brings potential leaders face-to-face with experienced professionals who can share valuable insights and inspire greatness. The guest speaker's stories, advice, and lessons learned provide a fresh perspective on leadership. It's an opportunity to learn from the best, ask burning questions, and gain wisdom that can shape your team’s leadership journey. ‍

13. Leadership Case Studies

  • Gather your team.
  • Choose real-life leadership case studies to present.
  • Start discussions on how the leadership challenges could have been handled differently.
  • Encourage critical thinking and analyze different perspectives.
  • Refine your team's problem-solving skills by dissecting the scenarios presented. ‍

3 Real-life leadership examples:

  • Elon Musk and Tesla: Analyze Musk's leadership at Tesla, focusing on his visionary style, innovation in the electric vehicle industry, and overcoming challenges to motivate the team.
  • Indra Nooyi and PepsiCo: Examine Nooyi's leadership at PepsiCo, emphasizing sustainability, diversity, brand diversification, and her ability to navigate a multinational corporation.
  • Jacinda Ardern and COVID-19: Analyze Ardern's leadership during the pandemic, evaluating her communication, empathy, and decisive actions in effectively leading New Zealand through the crisis. ‍

This game immerses your squad in compelling case studies that delve into complex leadership challenges. By dissecting these scenarios, your team members develop critical thinking, analyze different perspectives, and refine their problem-solving skills. It's like stepping into the shoes of renowned leaders and unraveling the mysteries of effective leadership.  ‍

14. Networking Activity

Instructions: Arrange a networking session where people practice their networking skills and build connections with others.

Networking is a vital skill for any working team, and this game provides the perfect platform to sharpen it. Engage in meaningful conversations, exchange ideas, and establish valuable connections. It cultivates communication, relationship-building, and the art of influencing—a trifecta of leadership prowess.  ‍

15. Conflict Resolution Simulation

Instructions: Assign people different roles in a simulated conflict and guide them through the resolution process.

Conflict can be as thrilling as an action movie—minus the explosions, of course. This game plunges your team members into the heart of the conflict, challenging them to navigate through choppy waters. It develops crucial skills such as empathy, active listening, negotiation, and finding win-win solutions. Team members emerge stronger, with the ability to transform conflicts into opportunities for growth.  ‍

16. Cinematic Leadership Video Analysis

Instructions: Watch movie scenes showcasing different leadership styles and analyze the strengths and weaknesses of each approach.

Movie scenes showcasing great leadership skills:

  • "Braveheart" (1995), Scene: The Battle Speech - William Wallace (played by Mel Gibson) delivers a rousing speech to his army, inspiring courage, unity, and purpose. He rallies his troops, showcasing strong leadership skills.
  • "The Lord of the Rings: The Return of the King" (2003), Scene: Aragorn's Coronation - Aragorn (played by Viggo Mortensen) accepts his destiny as the rightful king, demonstrating humility, wisdom, and selflessness. He inspires hope and unites the people against evil.
  • "Remember the Titans" (2000), Scene: Team Integration - Coach Herman Boone (played by Denzel Washington) takes charge of a racially divided football team. He demands respect, breaks down barriers, and fosters unity, displaying strong leadership skills. ‍

This activity takes your team on a cinematic journey, exploring various leadership styles through video analysis. It fosters critical thinking, observation, and the ability to identify effective leadership behaviors. By studying on-screen leaders, you'll expand your team’s leadership repertoire and discover new strategies.  ‍

17. Personal Leadership Vision

Instructions: Have people create and present their personal leadership vision statements, outlining their values and goals.

This game invites your team to introspect, reflect, and articulate their personal leadership vision. It helps define the leader they aspire to be, clarifies their values, and sets a course for their leadership journey. With a compelling vision statement, you'll inspire others, align actions with purpose, and navigate the leadership landscape with clarity.  ‍

18. Escape Rooms

Escape room games in the office are essentially leadership boot camps by promoting must-have leadership skills. They will challenge your staff to make quick decisions, delegate tasks and communicate effectively under pressure.

They’re easy to convert from the traditional ‘escape rooms’ to the office setting too! Instructions:

  • Create a compelling theme or storyline for the office-based escape room. It could revolve around a corporate mystery, a time-sensitive task, or a workplace-related challenge that needs to be solved.
  • Identify a specific area or multiple rooms within the office that can be transformed into the escape room setting. Decorate the space(s) accordingly to match the theme and storyline, incorporating puzzles, clues, and props.
  • Divide employees into teams, ensuring a mix of skills and departments. Encourage cross-functional collaboration and diversity within each group.
  • Establish a time limit for each team to escape or solve the challenge. Clearly communicate the rules, including any limitations or restrictions, to ensure a fair and consistent experience for all participants.
  • Design a series of puzzles, riddles, codes, or tasks that teams must solve within the designated time. Incorporate office-related elements to make the challenges relevant and engaging. Consider using technology, hidden compartments, or interactive elements to enhance the experience.
  • Offer teams a limited number of clues or hints they can use when they encounter difficulty. This ensures they don't get stuck for too long and maintains the momentum of the game.
  • After the game, gather all teams for a debriefing session. Encourage participants to share their experiences, lessons learned, and insights gained during the escape room challenge. Discuss teamwork strategies, problem-solving approaches, and any innovative solutions that emerged. ‍

For more inspiring team building games or ideas. make sure to check out our 50 awesome team building activities , They might just give you the inspiration for your next amazing team building day . ‍

19. Feedback and Reflection

Instructions: Engage in feedback sessions where leaders give and receive constructive feedback on their leadership behaviors and actions.

This activity emphasizes the importance of feedback in leadership growth. Your team members learn to give and receive feedback gracefully, cultivating a culture of continuous improvement. Constructive feedback helps your team to identify blind spots, recognize their strengths, and refine their leadership style. ‍

20. Team Bonding Activities

Instructions: Engage in activities like team lunches, outdoor adventures, or team-building games to foster connections among team members. 

A cohesive team is the secret sauce of outstanding leadership. Team bonding activities create a sense of belonging, strengthen relationships, and boost team morale. They allow leaders to create a positive and inclusive team culture, where individuals feel valued and supported. Whether you're sharing a meal, conquering an obstacle course, or laughing through team games, these activities create bonds that propel your team to achieve greatness.

For more ideas and inspiration, head over to our blog that contains a whopping 25 team bonding activity ideas ! ‍

21. Human Knot

  • Gather your team in a circle, ensuring everyone can hold hands with two others.
  • Explain the objective: to untangle the human knot without letting go of hands.
  • Instruct people to hold hands with two different people across the circle, avoiding those beside them.
  • Challenge them to communicate, work together, and find pathways to untangle the knot while maintaining hand contact.
  • Celebrate success or set a time limit for added challenge. Debrief on communication, teamwork, and problem-solving. ‍

This game ties you up in knots, quite literally! It challenges your team to communicate effectively, think creatively, and solve problems collaboratively. Leading your team towards success requires untangling complexities, and this game helps develop those skills while providing a few laughs. ‍

22. Values Alignment Exercise

Instructions: Have leaders identify and articulate their core values and engage in discussions on aligning their values with their leadership actions.

Values are the compass that guides leaders on their journey. This game allows your team to delve deep into their core values, identify what matters most, and align their leadership actions accordingly. It creates self-awareness, strengthens authenticity, and fosters integrity in leadership.  ‍

23. Leadership Book Club

Instructions: Read and discuss leadership books together, sharing insights and key takeaways from the readings.

A leadership book club provides an opportunity to dive into the wisdom of renowned authors, explore different leadership philosophies, and learn from the experiences of others. It sparks intellectual discussions, expands knowledge, and ignites inspiration. By delving into these books together, leaders cultivate a culture of continuous learning and feed their hunger for leadership excellence. ‍

24. Leadership Panel Discussion

Instructions: Organize a panel discussion with leaders from various backgrounds and industries, addressing leadership topics and answering questions.

Ready to enter the leadership spotlight? A panel discussion gathers leaders with diverse experiences, expertise, and perspectives to share their wisdom. It's a platform for thought-provoking discussions, dynamic exchanges, and gaining insights from successful leaders. By participating in the panel and asking burning questions, your team can expand their horizons, challenge their assumptions, and elevate their leadership acumen. ‍

25. Leadership Role Models

Instructions: Have leaders research and present on their chosen leadership role models, highlighting their qualities and impact.

Role models inspire and guide leaders on their journey. This game encourages leaders to explore the lives and accomplishments of influential leaders. By studying their role models, leaders gain insights into exemplary leadership traits and behaviors. It fosters inspiration, sets a benchmark for excellence, and allows leaders to learn from the best. Dive into the world of leadership icons, discover the secrets of their success, and let their legacies shape your own leadership path. ‍

26. Mind Mapping Challenge

  • Gather your team and divide into groups 
  • Provide people with blank paper and colored markers.
  • Introduce the goal or challenge and set a time limit.
  • Encourage people to share ideas and connect them using branches or lines.
  • Use colors, codes, and symbols to emphasize key concepts or action steps.
  • Have the group collaborate to create a comprehensive map.
  • Discuss and analyze the different strategies and identify common themes or priorities.
  • Present and explain individual or group mind maps.
  • Summarize insights gained, decisions made, and next steps to implement ideas. ‍

Minds, maps, and leadership magic! Mind mapping exercises stimulate creativity, strategic thinking, and clarity of vision. Your team members unleash their imagination, connecting ideas, goals, and action steps in a visual format. It helps organize thoughts, identify priorities, and communicate plans effectively.  ‍

27. Appreciation Circle

Instructions: Create a space for leaders to express appreciation for each other's contributions and strengths.

Gratitude is the secret ingredient of exceptional leadership. The appreciation circle allows your team to acknowledge and celebrate the strengths and achievements of their coworkers. It creates a positive and uplifting environment, fostering a culture of appreciation and recognition. By expressing gratitude , leaders build stronger relationships, boost team morale, and inspire their team to give their best. Gather in a circle, shower each other with praise, and watch your leadership bonds grow stronger. ‍

28. Reverse Mentoring

Instructions: Pair people with different levels of experience in a reverse mentoring relationship. The less experienced individuals mentor the more experienced ones, sharing fresh perspectives and knowledge.

It's like flipping the leadership script and giving the underdogs a chance to teach the old dogs some new tricks. By pairing less experienced individuals with seasoned leaders, reverse mentoring unleashes a whirlwind of fresh perspectives, innovative ideas, and the wisdom of youth. It's a leadership shake-up that challenges status quo and ignites mutual learning, making it a win-win for all involved. Perhaps consider involving yourself in this activity and allowing a newbie to mentor you. You never know, you could be mentored by the rising stars of tomorrow! ‍

29. Leadership Cultural Exchange

  • Divide people into small groups representing different cultures or countries.
  • Encourage each group to share their cultural values, leadership practices, and challenges. Emphasize the importance of open-mindedness, respect, and active listening.
  • Allow time for each group to ask questions and learn from one another.
  • Encourage people to take note of key insights and learnings. ‍

By diving into diverse cultures and sharing insights, this game unearths hidden gems of wisdom from around the world. Discover unique leadership practices, tackle cross-cultural challenges, and become a culturally savvy leader. Buckle up for a leadership journey that transcends borders and unlocks a treasure trove of intercultural leadership know-how.  ‍

30. Leadership Legacy Project

  • Explain that people will be creating a fictional project that leaves a positive impact on their community or organization.
  • Set a timeframe for the project and establish any rules or guidelines people need to follow.
  • Encourage people to brainstorm ideas for their project, and to think about what skills and resources they have to work with.
  • Once people have settled on a project idea, have them plan their approach, including tasks, timelines, and resources needed.
  • people should work on executing their project, while keeping track of progress and making adjustments as needed.
  • When the project is complete, have people take time to reflect on what they learned and how their leadership skills developed throughout the project. ‍

This activity isn't just about leaving a lasting legacy, it's about building one too. By working on a project that benefits their community or organization, people learn how to lead with purpose and impact. It's a chance to test their leadership skills in the real world, get their hands dirty, and make a difference. Plus, reflecting on the journey helps them grow as leaders and creates a ripple effect of positive change. It's leadership that pays it forward! ‍

31. Lead the way

‍ Instructions:

  • Divide participants into small groups of 4-6 people.
  • Explain the game's purpose: Explore leadership qualities and promote collaboration.
  • Set the scenario: Stranded on a deserted island, reach a designated rescue point within a time limit.
  • Provide teams with whiteboards, markers, and roles (Leader, Communicator, Problem Solver, Timekeeper, Recorder).
  • Present challenges related to survival, discuss strategies, and have teams present solutions. ‍

This game is an awesome Icebreaker that encourages leadership skills to be developed. It throws participants into a stranded island scenario where they must navigate challenges and reach rescue. By assigning specific roles and promoting collaboration, it unveils individuals' leadership qualities. Teams strategize, communicate, problem-solve, and make decisions under pressure. Conflicts may arise, but they're resolved through teamwork. It's a crash course in leadership, where participants learn and grow while having a thrilling time. 

If you enjoyed this particular ice-breaker, make sure to check out our blog on large group ice-breaking activities ! ‍

32. The Leadership Jigsaw Puzzle

  • Divide participants into teams of 4-6 with puzzles and workspace.
  • Teams solve the puzzle within a specified time, demonstrating leadership skills.
  • Assign the role of ‘team leader’ and allow them to oversee progress.
  • Set a time limit for completion, emphasizing collaboration and effective communication.
  • Debrief and discuss team approaches, leadership qualities, challenges, and strategies.
  • Reflect on individual and collective leadership skills, share insights and lessons. ‍

This game is no ordinary puzzle-solving extravaganza. It challenges teams to collaborate, communicate, and showcase their leadership prowess. By assigning team leaders, setting time limits, and emphasizing effective problem-solving, this game hones their ability to guide and bring out the best in your team. So grab your puzzle pieces and get ready to unlock your team’s inner leadership maestro in a fun and engaging way.

So there we have it, 32 of the best games and activities that promote and grow leadership qualities.

But you may be asking yourself, “In what setting can I carry out these games and activities?”, and this would be a great question to ask!  ‍

What’s the best setting for leadership activities?   

Of course, the vast majority of these games are designed for the office setting, no matter how small or big your office is! However, if you really want to experience the best from your team, we couldn’t recommend getting away from the office enough. Break the monotony of the 9-5 and watch the results pour in. Let us explain.

Take this scenario as an example: We’re in the UK, a dreary morning greets your team as they trickle into the office, late due to vile weather outside. You've planned a leadership activity to kick off the day, but the tired groans seem to indicate that they aren’t all that thrilled with your idea.

What if you change the setting, though? Picture your team basking in the Miami sun, sharing a seaside breakfast before embarking on a game of Blindfold Obstacle Course. The difference is night and day, and the results will speak for themselves.

At Surf Office, we specialize in providing team-building retreats in stunning locales worldwide. Whether it's next to the beach in Miami or in the heart of snowy Prague, we can help you transform your team's performance like never before.

‍ Contact us now for more information.

leadership problem solving scenarios

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Organize your next company retreat with surf office, 💌 join 15,000+ managers receiving insights on building company culture that people love., stay in touch, work with us.

35 effective leadership activities and games

leadership problem solving scenarios

Good leaders can make or break a team. While more and more people are being asked to step into leadership roles, the path to becoming a good leader is long and not always straightforward . This is where leadership activities come in.

Leadership activities are a great way of developing the skills and competencies needed to be an effective leader . It's not easy to learn these skills, especially when so many leaders don't receive effective training or support. In this article, we'll explore the leadership activities you should master in order to lead a high-performing team and become a better leader!

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Learning the why and how of being a great leader alongside practical techniques and frameworks is one of the easiest ways to become a better leader.

Anyone in a leadership role has both a big influence and responsibility for their team. Some of the aspects they need to pay attention to in order to be a good leader are:

  • Setting the climate of a workplace
  • Making decisions
  • Inspiring team members
  • Setting values for their team
  • Improving team spirit and cohesion
  • Being responsible for their team’s communication and wellbeing
  • Developing leadership skills in other team members

There are a number of tools to help you with leadership development. Coaching, peer support circles, and leadership development workshops can all help one to become a better leader.

Leadership activities such as those featured here are also effective at introducing leadership concepts and learning how to solve common leadership challenges .

In this guide, we’ve grouped leadership activities by these core competencies, so you can choose the right activity to help yourself or others develop their leadership skills. Let’s dive in!

What are leadership activities?

Leadership activities are exercises designed to help develop leadership skills and enable leaders to be more effective in their roles. They can include activities that help train new leaders and improve core leadership skills like problem-solving, active listening, or effective group management.

You’ll also find that the best leadership development activities give leaders tools and techniques they can use on the job. It’s one thing to know that leaders need to be good listeners, but quite another to be given a framework and toolkit that means you are a great listener who always helps their team feel heard and understood.

The exercises below are not only great to use when training leaders, but they are practical techniques leaders can use with every team member immediately, whatever their leadership style.

leadership problem solving scenarios

What are leadership activities used for?

While managers might approach tasks differently based on their leadership style, there are skills and competencies that all leaders should learn in order to be the best they can be. Learning how to be a good leader on the job can be difficult, so using exercises and activities to improve leadership skills experientially can help leaders be more effective in their role.

If you’re running a leadership development program, you might use these activities during the training program. For example, after conducting a self-assessment and deciding how they want to develop as a leader, participants might work on improving a problem area with these activities.

Whether you’re running such a program and developing managers internally with workshops or simply want to brush up on your own leadership skills, these exercises are a great place to begin.

leadership problem solving scenarios

Leadership activities for setting a great workplace climate

Leaders are role models to their colleagues and organization. Their leadership styles, principles, and values determine the culture that drives their organization’s behavior.

That is why a competitive, paranoid leader can easily create an organization where team members are similarly competitive and less open to collaboration. While a leader who is open and inclusive will create a climate of openness and inclusiveness. How they behave, and what they consider the norm, also affects which kinds of behaviors are enforced and celebrated and which behaviors are punished.

The following leadership activities can help you in recognising important leadership behaviors that result in a productive workplace. They can also be used by leaders to set the stage for team bonding and a great workplace environment with their team. A must for all leaders!

Leadership Envelopes

Leadership games like this help groups translate abstract leadership principles into practical on-the-job behaviors. Participants work in groups to come up with real-life applications of different leadership principles.

The groups conduct multiple rounds of discussion to build upon each others’ ideas, and in the end, evaluate the best ideas to identify the most useful behaviors. This is also a great activity to run with all your team members. Seeing how they consider and respond to different leadership styles can help you focus on the right approach as a leader!

Leadership Envelopes   #leadership   #issue analysis   #thiagi   Leadership exercise in groups, working with practical leadership principles. This activity helps groups to translate abstract leadership principles into practical on-the-job behaviours. Participants work in groups to come up with real-life application of leadership principles. The groups take multiple rounds to build upon the ideas of each other, and in the end, evaluate the best ideas to identify the most useful behaviours.

Your Favourite Manager

In this activity, participants take on three different employee personas and list the behaviors of a positive leader or manager and a negative one from the perspectives of those employees. After some individual reflection, participants compare their lists, first in pairs and then in groups. Finally, they collect the ultimate do’s and don’ts for managers and leaders.

Any activity that encourages deep reflection on your own leadership style and those of your role models is a wonderful way to grow. I’ve been especially inspired by how some of my old bosses approach problem solving while I was a team member working beneath them.

My Favourite Manager   #management   #leadership   #thiagi   #teamwork   #remote-friendly   Participants work individually, assuming the roles of three different people and brainstorming their perceptions of three most favourite managers and three least favourite managers. Later, they work with a partner (and still later, in teams) to prepare a list of dos and don’t-s for improving employees’ perception of a manager’s style.

Leadership Pizza

This leadership development activity offers a self-assessment framework for people to first identify the skills, attributes and attitudes they find important for effective leadership, and then assess their own development in these areas. This framework is also a great tool to set individual leadership development goals in a coaching process.

We love activities that allow team members to reflect on different leadership styles and assess their own skills and preferences. The visual format makes it easy to share and reflect on leadership styles later too!

Leadership Pizza   #leadership   #team   #remote-friendly   This leadership development activity offers a self-assessment framework for people to first identify what skills, attributes and attitudes they find important for effective leadership, and then assess their own development and initiate goal setting.

Heard Seen Respected

Standing in the shoes of others, practicing empathy and ensuring that everyone on a team is able to be heard is a necessity for great leaders and your team in general. In this activity, participants shift between telling stories where they were not heard, seen or respected and then being listeners who do not pass judgment. 

Remember that leadership training should often start with the fundamentals of respect and empathy. If you can’t respect and empathize with your team members, how can you expect them to do the same for you? Keeping things simple with an activity like Heard Seen Respected can be an especially effective option whether you’re working online or offline. 

Heard, Seen, Respected (HSR)   #issue analysis   #empathy   #communication   #liberating structures   #remote-friendly   You can foster the empathetic capacity of participants to “walk in the shoes” of others. Many situations do not have immediate answers or clear resolutions. Recognizing these situations and responding with empathy can improve the “cultural climate” and build trust among group members. HSR helps individuals learn to respond in ways that do not overpromise or overcontrol. It helps members of a group notice unwanted patterns and work together on shifting to more productive interactions. Participants experience the practice of more compassion and the benefits it engenders.

leadership problem solving scenarios

Leadership activities for better decision making

An important aspect of leadership development is learning how to make informed and intelligent decisions while also ensuring you listen to your team. A leader who bulldozes their team into a decision without first listening to their expertise is not going to make their team feel valued.

The outcomes of uninformed decisions are often poor or frustrating for those involved too. While leaders are justifiably responsible for making final decisions, it’s integral to find methods to do so in a well-reasoned way.

These leadership activities are useful when it comes to making good decisions while involving your team members in the process and developing a leadership style that creates space for others.

When solving problems as a team, it’s common to have various options for moving forward. As a leader, it often falls to you to make the decision for which solution or direction to pursue. But how can you do that while also creating space for the opinions of your team to be heard?

Dotmocracy is a tried and tested facilitation method for making informed decisions with the help of your team. After presenting the available options, give everyone on your team a number of dots to indicate which option they prefer. You’ll want to adjust the number of votes based on the number of options there are to choose from. A good rule of thumb is to have fewer dots than there are options, giving just a few for every team member.

Leaders want to be on hand to break any ties and to facilitate discussion around what is chosen, but when it comes to making decisions with your team, this method is hard to beat.

Dotmocracy   #action   #decision making   #group prioritization   #hyperisland   #remote-friendly   Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

Impact and Effort Matrix

The hallmark of a good decision making process is transparency. Leaders should know why a decision is made and should be able to clearly explain their thinking to team members. As such, the best decision making activities make the process open and easy to understand.

Start this activity by creating a 2×2 matrix and then place possible options on the matrix based on the expected impact and effort it would take to achieve them. This makes it easy to prioritize and compare possible decisions while also including team members in the process.

An inclusive leadership style means bringing your own knowledge to the table while also listening to the opinions of the team. When running this activity, be sure to combine these aspects to ensure items are placed in the appropriate place on the matrix.

Impact and Effort Matrix   #gamestorming   #decision making   #action   #remote-friendly   In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

Level of influence

Making the right decision is often a process of weighing up various factors and prioritizing accordingly. While there are many methods for doing this, being an effective leader often means making this as simple as possible.

We love this decision making activity because it asks the group (and its leader!) some simple questions to narrow down possible options and makes it easy to prioritize too. Start by asking the level of influence a team has to make possible actions happen and ranking them accordingly.

Next, choose those items that you have the most influence on and then prioritize the ones you really want to happen. This simple, two-step process is a great activity for leadership development as it is something any leader can use with ease!

Level of Influence   #prioritization   #implementation   #decision making   #planning   #online facilitation   This is a simple method to prioritize actions as part of an action planning workshop, after a list of actions has been generated.

Leadership exercises for improving team collaboration

Whether you’re leading a small group or working across a massive organization, part of your role of a leader is to help their team work together more effectively. Removing any obstacles to effective collaboration and creating frameworks for better teamwork is something you’ll be doing as a leader.

Use the activities below to develop the skills necessary to facilitate team building and bring team members together to collaborate effectively.

Circles of Influence

Effective teamwork is often about identifying where each member of a team can have the most impact and use their skills best. Leaders often need to find ways to identify where to direct their team and consider how different skills and working styles fit together to make a cohesive team. This activity makes it easy to facilitate this process and encourage employees to reflect and be proactive too!

We love that this leadership exercise encourages every team member to take responsibility and action. When looking for leadership qualities in a group and considering who you might want to develop into a future leader, this is also a great place to start!

Circles of Influence   #hyperisland   #team   #team effectiveness   A workshop to review team priorities and made choices about what to focus on individually and collectively. The workshop challenges members to reflect on where they can have the most impact and influence. Use this workshop to refine priorities and empower ownership among team members.

Team of Two

Whether you’re leading a team of just a few people or hundreds, the reality is that many of your discussions and interactions with the people you will lead will be interpersonal and one-on-one in nature. Developing the skillset you need to solve issues in your team when they arise and finding ways to ensure these conversations are productive is one of the most important things you can do as a leader.

Use Team of Two whether working online or as part of an in-person session to help your working pairs and interpersonal relationships go from strength to strength. By articulating needs and consequences clearly, this leadership exercise helps people communicate efficiently and see the results they need – a must for anyone in a leadership role! 

Team of Two   #communication   #active listening   #issue analysis   #conflict resolution   #issue resolution   #remote-friendly   #team   Much of the business of an organisation takes place between pairs of people. These interactions can be positive and developing or frustrating and destructive. You can improve them using simple methods, providing people are willing to listen to each other. “Team of two” will work between secretaries and managers, managers and directors, consultants and clients or engineers working on a job together. It will even work between life partners.

What I Need From You

One of the most important leadership skills to cultivate is clarity: being clear in what you expect and need from others in your organisation or group is an integral component of high-functioning teams. With What I Need From You, each team member involved in the exchange is given the chance to articulate their core needs to others and respond in a structured way.

This kind of clear, direct action is great at unblocking conversational roadblocks in both large and small groups, and is something all leaders should have in their toolkit.

What I Need From You (WINFY)   #issue analysis   #liberating structures   #team   #communication   #remote-friendly   People working in different functions and disciplines can quickly improve how they ask each other for what they need to be successful. You can mend misunderstandings or dissolve prejudices developed over time by demystifying what group members need in order to achieve common goals. Since participants articulate core needs to others and each person involved in the exchange is given the chance to respond, you boost clarity, integrity, and transparency while promoting cohesion and coordination across silos: you can put Humpty Dumpty back together again!

Team Canvas

When it comes to enabling true collaboration throughout your organization, it pays to involve your team members in helping shape the way you want to work together. Different leadership styles may call for a different approach to this process, but it’s always helpful to see a complete example of how you might define your team culture and working processes.

In this workshop template, you can see a complete agenda for a team canvas workshop. This will take a team through a process of co-creating and defining everything from your goals, values, assets, and rules. Effective leadership often means tapping into group intelligence and enabling your team to take shared ownership of their success. Team Canvas great way of achieving this!

Team Canvas workshop

Leadership activities for inspiring others

Great leaders inspire others. However, there are many different reasons why someone will find a leader inspirational. Developing the skills to inspire team members and lead with this energy is important, whatever your leadership style.

In order to grasp what facilitates inspiring leadership, try the following exercises. You’ll be surprised at how thinking more deeply about your own role models or what your values can help you in all of your leadership interactions!

Leadership Advice from your Role Model

Everyone is asked to think of a role model they look up to and ask themselves: If a young person would ask these role models for leadership advice and what kind of advice that would be.

Facilitate a group conversation where these pieces of advice are shared and contradicting points are discussed and reconciled. Given diverse enough responses, this structured sharing activity might be a good introduction to the concept of situational leadership.

Leadership Advice from Your Role Model   #skills   #leadership   #thiagi   #role playing   This structured sharing activity provides a faster, cheaper, and better alternative to buying and reading a lot of books: You tap into the wisdom of the group—and of their role models.

Living Core Values

The core values of your organization are a great place to look when you want to inspire your team members. Leaders should be involved in defining and exemplifying their core values and also helping create space for the team to share how they’re living those values. The result is an inspiring leadership exercise that allows a leader to help the group celebrate their wins and also suggest places for improvement.

Start by choosing one of your core values and asking activity participants to share a story of how they have been practicing this core value. After sharing, ask the team to reflect on what inspired them from the story. As with any leadership development game, be the first one to share a story to help guide the discussion. Running this exercise will not only help inspire a team to greater heights but also surface any areas that need improvement – it’s a great method to have in your leadership toolbox!

Living Core Values   #culture   #values   #core values,   #connection   #inspiration   #virtual_friendly   #team   #team alignment   #energizer   #remote-friendly   For use with a team, organization or any peer group forum. Can be done in person or virtual This is designed to create a conversation that brings Core Values alive. This is great for a team that knows what values they stand for. Through this exercise they will celebrate their values in action and therefore be energized to magnify them further. It will also help bring along anyone that is new so they can understand that the group really walks the talk

Throughout human history, stories have been a consistent source of inspiration. Whatever your leadership style, finding time to share more about your own story and create space for others to share theirs can be massively useful as a leader.

In Campfire, start by creating a selection of 10-20 sticky notes relating to a concept you wish to explore with the group. Put these on the wall and then invite your group to review them and consider stories they might tell related to one of those words. Start the storytelling session yourself and think about how you might inspire and elicit further stories from the rest of the team before passing the torch to the next person around the campfire!

This is a great activity to run during leadership training or when team building. Creating safe spaces for people to share their experiences is a leadership skill you absolutely want to cultivate and practice!

Campfire   #gamestorming   #team   #remote-friendly   #storytelling   Campfire leverages our natural storytelling tendencies by giving players a format and a space in which to share work stories—of trial and error, failure and success, competition, diplomacy, and teamwork. Campfire is useful not only because it acts as an informal training game, but also because it reveals commonalities in employee perception and experience.

Letter from the Future

Leaders are often called upon to inspire their team members about the future of their product or organization. Employees who are excited about where you’re going are more likely to work together well and be energized to see results. This activity is useful for helping inspire a team, or even just to inspire yourself as a leader and get your vision for the future down on paper!

Begin by asking your team to speculate on what the world will look like in five years. Next, ask them to write a letter from the future detailing what the group has accomplished in that time and how they overcame any challenges.

Share the results to inspire the group for what you might accomplish and also start creating plans for how you’ll create your desired future. You might even find that running this activity solo is effective when thinking about how you want to develop as a team leader!

Letter from the Future   #strategy   #vision   #thiagi   #team   #teamwork   Teams that fail to develop a shared vision of what they are all about and what they need to do suffer later on when team members start implementing the common mandate based on individual assumptions. To help teams get started on the right foot, here is a process for creating a shared vision.

Leadership activities for personal development

A good leader is one who helps uplift and upskill the members of their team. These leadership activities are designed to help you encourage participants to be more autonomous, take initiative and work on their personal development.

If you’re new to a leadership role or trying on various leadership styles, these can also be great activities to practice on the road to leading a team. Growth and development is a vital aspect of employee happiness and fulfillment – be sure to bring ideas for enabling others to your leadership role.

Roles in a meeting

Learning by doing is an important aspect of effective leadership. Sometimes, you have to try something new and approach the task with an open mind while working to the best of your ability. This simple method is a great way of encouraging participants to take an important role during a meeting and also take part in developing and refining those roles.

If you’re running a leadership development program and want to start upskilling participants, this is a great way of delegating some simple leadership roles. Plus, it helps encourage the group to contribute and engage with how a successful meeting is put together too!

Roles in a meeting   #meeting facilitation   #remote-friendly   #hybrid-friendly   #skills   Organize the day’s meeting by co-creating and assigning roles among participants.

Alignment & Autonomy

One of the most impactful things a leader can do is get out of a team’s way and allow them to perform more autonomously. Doing so effectively means people can take ownership of their work, be more invested, and develop their skills too. But how can you do this without creating chaos or misalignment?

In this activity, you first help every team member align on your goals and then reflect on where they can take more ownership and be more autonomous in their work while still contributing to the goals of the team. Not only is this a great way to help your team develop, but it also takes work off your plate as a leader and can enable you to get out of the trenches if necessary.

Alignment & Autonomy   #team   #team alignment   #team effectiveness   #hyperisland   A workshop to support teams to reflect on and ultimately increase their alignment with purpose/goals and team member autonomy. Inspired by Peter Smith’s model of personal responsibility. Use this workshop to strengthen a culture of personal responsibility and build your team’s ability to adapt quickly and navigate change.

15% Solutions

One of the biggest barriers to personal development is being overwhelmed by what you need to do to achieve your goals. As a leader, you can help your team by enabling them to take the small, important actions that are within their control.

Start by asking participants to reflect on where they have the discretion and freedom to act and how they might make a small step towards a goal without needing outside help. By flipping the conversation to what 15% of a solution looks like, rather than 100%, employees can begin to make changes without fear of being overwhelmed.

15% Solutions   #action   #liberating structures   #remote-friendly   You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference.  15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change.  With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

The GROW Coaching Model

The best leaders are often great coaches, helping individual team members achieve their potential and grow. This tried and test method is a wonderful way to help activate the development of everyone from a new start to an established leader.

Begin by teaching your mentee or group the GROW acronym (Goal, Reality, Obstacles/Options, and Will.) and guide them through a process of defining each section and collectively agreeing on how you’ll make progress. This is an effective leadership activity that is great for leadership training and is equally useful when it comes to help any team member grow.

The GROW Coaching Model   #hyperisland   #coaching   #growth   #goal setting   The GROW Model is a coaching framework used in conversations, meetings, and everyday leadership to unlock potential and possibilities. It’s a simple & effective framework for structuring your coaching & mentoring sessions and great coaching conversations. Easy to use for both face-to-face and online meetings. GROW is an acronym that stands for Goal, Reality, Obstacles/Options, and Will.

Leadership exercises for setting team values

Usually, the values of a leader are mirrored in the organization. If shortcuts are common practice for the leader, then she will see shortcuts made by her team members all across their projects. But if learning and self-improvement are important to the leader, then this will be a good foundation for these values in the whole organization, too.

To be more aware of your own values as a leader and then bring these ideas to your team, try these leadership exercises!

Explore Your Values

Explore your Values is a group exercise for thinking on what your own and your team’s most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitions rather than over-thinking and finding the “correct” values.

It’s a good leadership game to use to initiate reflection and dialogue around personal values and consider how various leadership styles might chime with some values more than others.

Explore your Values   #hyperisland   #skills   #values   #remote-friendly   Your Values is an exercise for participants to explore what their most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitive feeling rather than over-thinking and finding the “correct” values. It is a good exercise to use to initiate reflection and dialogue around personal values.

Your Leadership Coat of Arms

In this leadership development activity, participants are asked to draw their own coat of arms symbolising the most important elements of their leadership philosophy. The coat of arms drawings are then debriefed and discussed together with the group.

This activity works well with equally well with leadership and team members. Creating a visual representation of what you stand for in the form of a coat of arms can help create a memorable asset you can refer to and rally behind in the future.

Your Leadership Coat of Arms   #leadership   #leadership development   #skills   #remote-friendly   #values   In this leadership development activity, participants are asked to draw their own coat of arms symbolising the most important elements of their leadership philosophy. The coat of arms drawings are then debriefed and discussed together with the group. After the exercise you may prepare a coat of arms gallery, exhibiting the leadership approach and philosophy of group members

Team Purpose & Culture

Ensuring all group participants are aligned when it comes to purpose and cultural values is one of the jobs of a leader. Teams and organizations that have a shared and cohesive vision are often happier and more productive and by helping a group arrive at these conclusions, a good leader can help empower everyone to succeed. Even with multi-discipline teams and organizations with different leadership styles, this method is an effective way of getting everyone on the same page. This is a framework you’ll likely use again and again with different teams throughout your career.

Team Purpose & Culture   #team   #hyperisland   #culture   #remote-friendly   This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Leadership games for team building

Every leader has an integral role in the formation of the teams they work with. Whether you are consciously working on it or not, your attitude and actions as a leader will significantly influence team cohesion, communication and the team spirit of the people you work with.

This comes through in small everyday actions, the way you share responsibilities, the way you empower colleagues, and the way you foster a cooperative work environment as opposed to a competitive one.

Sometimes, it can also be effective to run team building activities with your company that are expressly focused on helping teams come together and bond. Try using the following team building activities with new teams, or groups that need to spend a little time getting to know each other better.

Marshmallow challenge

The Marshmallow Challenge is a team-building activity in which teams compete to build the tallest free-standing structure out of spaghetti sticks, tape, string, and the marshmallow that needs to be on the top. This leadership activity emphasizes group communication, leadership dynamics, collaboration, and innovation and problem-solving.

It’s a wonderful game that allows participants’s natural leadership qualities to shine through, and it helps teams have a lot of fun too!

Marshmallow challenge with debriefing   #teamwork   #team   #leadership   #collaboration   In eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one yard of tape, one yard of string, and one marshmallow. The marshmallow needs to be on top. The Marshmallow Challenge was developed by Tom Wujec, who has done the activity with hundreds of groups around the world. Visit the Marshmallow Challenge website for more information. This version has an extra debriefing question added with sample questions focusing on roles within the team.

Crocodile River

The Crocodile River is a team-building activity in which group members need to support each other in a task to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.

Crocodile River   #hyperisland   #team   #outdoor   A team-building activity in which a group is challenged to physically support one another in an endeavour to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.

Chinese Puzzle (Human Knot)

This is a simple game to help team members learn how to work together (better). It can also focus on the group’s understanding of communication, leadership, problem-solving, trust or persistence. Participants stand in a circle, close their eyes and put their hands into the circle to find two other hands to hold. Then they open their eyes and the group has to try to get back into a circle without letting go, though they can change their grip, of course.

Chinese Puzzle   #energiser   #icebreaker   #team   Have your group stand up in a close circle (10 to 16 people is best). They close their eyes put their hands into the circle and find two hands and hold on. Then they open their eyes and the group has to try to get back into a circle without letting go, though they can change their grip, of course.

Leadership activities for better communication

Leaders are usually viewed as the parents of the organization. It is expected from them that they take care of their people and make sure that proper norms and rules are followed. One of the key areas where a leader has a large influence is the style and amount of communication between people.

leadership problem solving scenarios

Active Listening and giving effective feedback are critical skills to have as a leader but are also crucial for your team members. In fact, the issue that leaders rank as one of the biggest barriers to successful leadership is avoiding tough conversations, including giving honest, constructive feedback .

Develop good communication practices with the following leadership games and activities.

Active Listening

This activity supports participants in reflecting on a question and generating their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with this activity. Participants work in groups of three and take turns being “the subject” who will explore a question, “the listener” who is supposed to be totally focused on the subject, and “the observer” who will watch the dynamic between the other two.

Active Listening   #hyperisland   #skills   #active listening   #remote-friendly   This activity supports participants to reflect on a question and generate their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with it. Participants work in groups of three and take turns being: “the subject”, the listener, and the observer.

Trust battery

Every time you work together with someone, your trust battery – the trust you have towards a certain person, or the ‘emotional credit’ that person has in your eyes – either charges or depletes based on things like whether you deliver on what you promise and the social interaction you exhibit. A low trust battery is the core of many personal issues at the workplace.

This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team and encourages focus on actions that can charge the depleted trust batteries.  It also works great when promoting virtual leadership and working with online teams!

Trust Battery   #leadership   #teamwork   #team   #remote-friendly   This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team, and encourages focus on actions that can charge the depleted trust batteries.

Feedback: Start, Stop, Continue

Regular and constructive feedback is one of the most important ingredients for effective teams. Openness creates trust, and trust creates more openness. This is an activity for teams that have worked together for some time and are familiar with giving and receiving feedback. The objective of Start, Stop, Continue is to examine aspects of a situation or develop next steps by polling people on what to start, what to stop and what to continue doing.

For those in charge of online leadership, it’s vital to find ways of having difficult conversations in constructive ways virtually – try this method when working to resolve issues with your distributed team!

Feedback: Start, Stop, Continue   #hyperisland   #skills   #feedback   #remote-friendly   Regular, effective feedback is one of the most important ingredients in building constructive relationships and thriving teams. Openness creates trust and trust creates more openness. Feedback exercises aim to support groups to build trust and openness and for individuals to gain self-awareness and insight. Feedback exercises should always be conducted with thoughtfulness and high awareness of group dynamics. This is an exercise for groups or teams that have worked together for some time and are familiar with giving and receiving feedback. It uses the words “stop”, “start” and “continue” to guide the feedback messages.

Reflection: Team

All leaders know the value of structured and considered reflection. Teams that take the time to reflect and improve are those that can grow and by creating an environment of reflection, team leaders and managers can help their group move forward together. This method is effective for both offline and virtual leadership development. It helps a group progress from individual reflection through to full group discussion in a way that encourages constructive thought and minimizes potential frustration or antagonistic conversation. 

Reflection: Team   #hyperisland   #team   #remote-friendly   The purpose of reflecting as a team is for members to express thoughts, feelings and opinions about a shared experience, to build openness and trust in the team, and to draw out key learnings and insights to take forward into subsequent experiences. Team members generally sit in a circle, reflecting first as individuals, sharing those reflections with the group, then discussing the insights and potential actions to take out of the session. Use this session one or more times throughout a project or program.

Leadership activities for resolving team conflicts

One of the most important leadership skills you’ll want to develop is the ability to mediate and resolve team conflicts. Even the most connected and effective teams can run into conflict and it will fall to managers and team leaders to help get things back on track.

Even for established leaders, navigating conflict can be difficult! These leadership development activities are designed to help groups manage and resolve conflicts more effectively.

Giving leaders a framework they can trust and use with their team right away is always a good use of time, and we’d recommend teaching these methods to all new leaders!

What, So What, Now What?

It’s easy to get lost in the woods when it comes to managing conflict. Helping a group see what happened objectively and without judgment is an important leadership skill, and this framework helps make this process easy.

Start by working with the group to collect facts about what happened before moving towards making sense of them. Once everywhere has been heard and given space to process these facts, you can then move towards suggesting practical actions. By following this kind of framework, you can manage a conflict in a pragmatic way that also ensures everyone in a group can contribute.

W³ – What, So What, Now What?   #issue analysis   #innovation   #liberating structures   You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

Conflict Responses

All of us can be guilty of handling conflicts in a less than ideal manner. Part of developing as a leader is identifying when something didn’t go well before finding ways to do things better next time.

In this leadership activity, ask the group to provide examples of previous conflicts and then reflect on how they handled them. Next, ask everyone to reflect on how they might change their behavior for a better outcome in the future. As a leader, use this opportunity to lead the way and be honest and vulnerable. It’s your role to provide a model for interaction and its always worthwhile to see how you can do better as a people manager dealing with conflict too!

Conflict Responses   #hyperisland   #team   #issue resolution   A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.

Bright Blurry Blind

Finding opportunities to reframe conflict as an opportunity to solve problems and create clarity is a very useful leadership quality. Often, conflict is a signifier of a deeper problem and so finding ways to surface and work on these issues as a team is a great way to move forward and bring a group together too.

In this leadership activity, start by asking the group to reflect on the central metaphor of bright to blind issues or topics, based on whether the problem is out in the open or unknown. Next, invite small groups to ideate on what issues facing the team are bright, blurry, or blind and then discuss them as a group. By working together to illuminate what is blurry or blind, you can create a one-team mentality and start resolving problems that can lead to conflict too.

Bright Blurry Blind   #communication   #collaboration   #problem identification   #issue analysis   This is an exercise for creating a sense of community, support intra and inter departmental communication and breakdown of “Silos” within organizations. It allows participants to openly speak about current issues within the team and organization.
The Art of Effective Feedback Workshop

All leaders will need to give effective feedback in order to help their team develop and do great work. The best leaders also solicit feedback from their direct reports and use this is an opportunity to grow. But how can you teach these feedback skills and help leaders develop this important skill?

Check out our Effective Feedback Workshop template for a complete agenda you can use to develop this leadership skill. You’ll find a ready-to-go workshop with a guide and PowerPoint presentation you can use to help anyone in a leadership role give and receive better feedback.

Leadership games for developing leadership skills

When it comes to developing leadership skills, you can go the obvious route of training courses, books and development programs. These work and you should absolutely use them.

But what if you want to try identifying future leaders in a more light touch, experiential way? How about if you want to help teams develop skills in leadership while also having fun? These leadership games are ideal for identifying and growing leadership skills among team members and are often a lot of fun too!

Blind Square Rope Game

This activity is a tried and tested game that asks teams to communicate well and solve a problem as a team. Not only is this a fun team building activity, but it’s a great way for potential leaders to step up and help their team win! Start by tying a length of rope into a circle and then instruct participants they will have 20 minutes to turn it into a square, with fifteen minutes to plan their actions and five minutes to implement. Here’s the catch – no one may touch the rope until you begin, and every team member is blindfolded during implementation. This is an effective leadership game that is great with both small groups and larger teams separated into breakouts.

Blind Square – Rope game   #teamwork   #communication   #teambuilding   #team   #energiser   #thiagi   #outdoor   This is an activity that I use in almost every teambuilding session I run–because it delivers results every time. I can take no credit for its invention since it has existed from long before my time, in various forms and with a variety of names (such as Blind Polygon). The activity can be frontloaded to focus on particular issues by changing a few parameters or altering the instructions.

Tower of Power

All leaders need to work closely with other members of their organization in order to succeed. This leadership game encourages groups to work together in order to build a tower with specific (and sometimes tricky!) rules before than reflecting on what worked, what didn’t and what they would do next time.

It’s a wonderful activity for leadership training, as it provides an experiential way to explore leadership concepts, all wrapped in a fun game!

Tower of Power   #team   #teamwork   #communication   #leadership   #teambuilding   #skills   This teamwork activity requires participants to work closely together to build a tower from a set of building blocks.  The players need to coordinate their actions in order to be able to move the wooden blocks with the crane they have, and this can only be solved by precise planning, good communication and well-organised teamwork. You may use this exercise to emphasise the following themes and outcomes: In Leadership training : identifying interdependencies in systems, leadership communication, dealing with risk, giving feedback In Team building : communicating effectively, cooperating, being an active listener, maintaining the balance, working with values In Project management : simulating strategic planning, working under time pressure In Communication training : meta communication, facilitating, dealing with different perspectives

When teams work together well, something magic happens. But what elements constitute a high performing team? As a leader, how can you help ensure those conditions are met? In this leadership game, participants must work together to get every team member across an obstacle while blindfolded.

It’s a simple concept that creates a perfect space for exploring how teams operate and the role leaders have within them. Bring plenty of fun obstacles (squeaky toys are best) and encourage groups to think strategically for best results!

Minefield   #teampedia   #teamwork   #action   #team   #icebreaker   A fun activity that helps participants working together as a team while teaching the importance of communication, strategy and trust.

Workshop design made easy

Designing and running effective workshops and meetings is an important leadership skill; whether it’s staying organized and on time during your daily stand-ups or planning more involved sessions.

With SessionLab, it’s easy to create engaging workshops that create impact while engaging every member of your team. Drag, drop and reorder blocks  to build your agenda. When you make changes or update your agenda, your session  timing   adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore  how you and your team might use SessionLab  to design more effective sessions or  watch this five minute video  to see the planner in action!

leadership problem solving scenarios

Now over to you…

I hope you have found some useful tips for leadership development workshops above. Now we’d love to hear from you!

What are your favorite leadership workshop ideas and training exercises for leadership development? Did you incorporate any of them into your facilitation practice?

Have you tried any of the activities above? Let us know about your experiences in the comments.

23 Comments

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Thank you for sharing such great activity ideas. It is greatly appreciated and a perfect example of how the internet can and does serve the greater good!

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Thank you, Jeanne! Great to see that you have found some useful ideas here!

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Thank you this is very helpful in building new activities and revitalising teaching.

You’re welcome, Christine! Great to see that you’ve found the post helpful!

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Thank you for the magnanimity of sharing these activities. We will choose and run and I am sure they will be very effective.

You are welcome, Roofi – enjoy using these activities at your sessions!

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Thank you for sharing such great activity ideas. I will use in my leadership training programme

You are welcome man, happy to see that you’ve found some useful inspiration in this post!

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Awesome resources for leadership coaching. Thank you so much! Cheers Marion (From Australia)

You’re welcome, Marion! I’m happy to hear you’ve found interesting the techniques above :-)

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Thank you so much . I am really having a hard time thinking about what activities to include for my leadership training talk . This is of great help .

That’s nice to hear – I hope your training talk with go great! :-)

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These exercises sound great. Does anyone have any feedback as to how these exercises have worked with their teams? Thanks!

Thank you for the question, Jennifer. We’ve used some of these activities at our own team meetings at SessionLab, and I’ve used other ones earlier on at different training workshops. Which one would you be interested to hear more about?

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Thank you for these activities, I have used some of them already in my classes when teaching about leadership and leadership styles. Köszönöm!

That’s great to hear, you’re welcome, Réka! If you have any suggestion on how to tweak or run better these activities, we’d love to hear your thoughts :-)

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Thank you for these activities. I was struggling to find activities to work on with groups as small as 1-5, but this should work well.

You’re welcome, Albert – Indeed, most of these activities do work well in small groups as well. Wishing best with your next sessions!

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wow! this great! very helpful for trainers like me…. thanks you for sharing …

You’re welcome, I’m happy you’ve found these activities useful!

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Hi I am trying to find an online simulation for a course I am designing for a college in Ontario, Canada. I am hoping to find something like your Leadership Envelope but in a virtual format or game. The ’rounds’ aspect is particularly interesting as I would like the students to work with one team over 14 weeks and then submit assigned work based on their experiences related to the course concepts.

Please let me know if you provide something like this or can help in any way.

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Hey Rick! Thanks for your comment :)

Leadership Envelope is a great method! Sadly, there’s nothing quite like it in our remote-friendly section of the library currently, though there are a heap of virtual team building activities that could be adapted to go for multiple rounds.

We did have some thoughts on how you might perform the Leadership Envelope in a remote format, which I hope will help!

– Use breakout groups in Zoom for each group. – Have each team pass their virtual “envelope” with responses to the facilitator, either over Slack, PM or email – The facilitator then “passes” the leadership principle to the next team, though keeps the responses back – Play continues, with the facilitator collecting the responses under each leadership principle for later distribution – we’d recommend setting these up in an online whiteboard such as Mural or a Google Doc so teams can review them during the evaluation round – In the evaluation round, share the online whiteboard/Google Doc with the teams – they can then score them in the shared online space and present back to the group from there :) – For the final round, everyone returns to a single Zoom session, each team reclaims their cards (or the facilitator can distribute them back) and then you can debrief :)

Hope that helps, Rick! Using a shared online space such as Mural is also a great shout for an ongoing course, as you can collect and display artifacts generated by the teams throughout :)

Let us know how you get on!

' src=

Thank you for having the time and effort on sharing this amazing blog with us! I’ll probably read more of your articles.

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Top 15 Problem-Solving Activities for Your Team to Master

May 27, 2022 - 10 min read

Brianna Hansen

Some people see problems as roadblocks, others see them as opportunities! Problem-solving activities are a great way to get to know how members of your team work, both individually and together. It’s important to teach your team strategies to help them quickly overcome obstacles in the way of achieving project goals.

In this article, you’ll explore 15 problem-solving activities designed to enhance collaboration and creativity. Additionally, if you want to discuss the insights and outcomes with your team after the activities, you can use Wrike’s actionable meeting notes template. This template allows you to record meeting discussions, assign action items, and ensure that everyone is on the same page.

The importance of problem-solving skills in today’s workplace

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According to a 2019  report by McKinsey , soft skills are increasingly important in today's world — and problem-solving is the top area in which skills are lacking. A company or team’s success weighs heavily on the willingness of managers to help employees improve their problem-solving abilities. Team building activities targeting focus areas like communication and collaboration, adaptability, or strengthening decision-making techniques help.

All problem-solving processes start with identifying the problem. Next, the team must assess potential courses of action and choose the best way to tackle the problem. This requires a deep understanding of your team and its core strengths. A problem-solving exercise or game helps identify those strengths and builds problem-solving skills and strategies while having fun with your team.

leadership problem solving scenarios

Problem-solving games aren't for just any team. Participants must have an open mind and accept all ideas and solutions . They must also have an Agile mindset and embrace different structures, planning, and processes. Problems usually arise when we least expect them, so there's no better way to prepare than to encourage agility and flexibility.

Another aspect to keep in mind when engaging in problem-solving games and activities: There are no winners or losers. Sure, some games might end with a single winner, but the true goal of these exercises is to learn how to work together as a team to develop an Agile mindset. The winning team of each game should share their strategies and thought processes at the end of the exercise to help everyone learn.

Here’s a list of fun problem-solving activity examples to try with your team. From blindfolds to raw eggs, these problem-solving, team-building activities will have your team solving problems faster than Scooby and the gang.

Classic team-building, problem-solving activities

1. a shrinking vessel.

Helps with: Adaptability

Why adaptability is important for problem-solving: Adaptability is highly associated with cognitive diversity, which helps teams solve problems faster , according to the Harvard Business Review. Innovation and disruption are happening faster than ever before . People, teams, and organizations that can adapt will come out on top.

What you’ll need:

  • A rope or string

Instructions:

1. Using the rope, make a shape on the floor everyone can fit into.

2. Slowly shrink the space over 10-15 minutes.

3. Work together to figure out how to keep everyone within the shrinking boundaries.

2. Marshmallow Spaghetti Tower

Helps with: Collaboration

Why collaboration is important for problem-solving: “Collectively, we can be more insightful, more intelligent than we can possibly be individually,” writes Peter Senge in The Fifth Discipline . We can solve problems better as a team than we can alone, which means developing your team’s collaboration skills will lead to better problem-solving outcomes.

What you’ll need (per team):

  • 20 sticks of uncooked spaghetti
  • 1 roll of masking tape
  • 1 yard of string
  • 1 marshmallow

1. The goal of this exercise is to see which team can use the materials provided to build the tallest tower within an allotted time period. The tower must be able to stand on its own.

2. To make this exercise more challenging, try adding a marshmallow to the top of the tower. This team problem-solving exercise helps people think on their toes while building camaraderie and leadership.

3. Egg Drop

Helps with: Collaboration, decision-making

Why decision-making is important for problem-solving: Making decisions isn’t easy , but indecision leads to team paralysis, stagnant thinking, and unsolved problems. Decision-making activities help your team practice making quick, effective choices. Train your team’s decision-making muscles and they will become more adept at problem-solving.

  • A carton of eggs
  • Basic construction materials such as newspapers, straws, tape, plastic wrap, balloons, rubber bands, popsicle sticks, etc., tarp, or drop cloth
  • A parking lot, or some other place you don’t mind getting messy!

1. Each team gets an egg and must select from the construction materials.

2. Give everyone 20-30 minutes to construct a carrier for the egg and protect it from breaking.

3. Drop each egg carrier off a ledge (i.e. over a balcony) and see whose carrier protects the egg from breaking.

4. If multiple eggs survive, keep increasing the height until only one egg is left.

4. Stranded

Helps with: Communication, decision-making

Why communication is important for problem-solving: More employees work remotely than ever before. Good communication skills are vital to solving problems across  virtual teams . Working on communication skills while your team is together will help them solve problems more effectively when they’re apart.

Here's the setting: Your team has been stranded in the office. The doors are locked, and knocking down the doors or breaking the windows is not an option. Give your team 30 minutes to decide on ten items in the office they need for survival and rank them in order of importance. The goal of the game is to have everyone agree on the ten items and their rankings in 30 minutes.

Creative problem-solving activities

Helps with: Communication

What you'll need:

1. Divide everyone into small teams of two or more.

2. Select an overseer who isn't on a team to build a random structure using Lego building blocks within ten minutes.

3. The other teams must replicate the structure exactly (including size and color) within 15 minutes. However, only one member from each group may look at the original structure. They must figure out how to communicate the size, color, and shape of the original structure to their team.

4. If this is too easy, add a rule that the member who can see the original structure can't touch the new structure.

  • A lockable room
  • 5-10 puzzles or clues (depending on how much time you want to spend on the game)

1. The goal of this exercise is to solve the clues, find the key, and escape a locked room within the time allotted.

2. Hide the key and a list of clues around the room.

3. Gather the team into the empty room and "lock" the door.

4. Give them 30 minutes to an hour to find the key using the clues hidden around the room.

7. Frostbite

Helps with: Decision-making, adaptability

  • A blindfold
  • 1 packet of construction materials (such as card stock, toothpicks, rubber bands, and sticky notes) for each team
  • An electric fan

Instructions:  Your employees are Arctic explorers adventuring across an icy tundra! Separate them into teams of four or five and have them select a leader to guide their exploration. Each team must build a shelter from the materials provided before the storm hits in 30 minutes. However, both the team leader’s hands have frostbite, so they can’t physically help construct the shelter, and the rest of the team has snow blindness and is unable to see. When the 30 minutes is up, turn on the fan and see which shelter can withstand the high winds of the storm.

8. Minefield

  • An empty room or hallway
  • A collection of common office items

1. Place the items (boxes, chairs, water bottles, bags, etc.) around the room so there's no clear path from one end of the room to the other.

2. Divide your team into pairs and blindfold one person on the team.

3. The other must verbally guide that person from one end of the room to the other, avoiding the "mines."

4. The partner who is not blindfolded can't touch the other.

5. If you want to make the activity more challenging, have all the pairs go simultaneously so teams must find ways to strategically communicate with each other.

9. Blind Formations

1. Have the group put on blindfolds and form a large circle.

2. Tie two ends of a rope together and lay it in a circle in the middle of the group, close enough so each person can reach down and touch it.

3. Instruct the group to communicate to create a shape with the rope — a square, triangle, rectangle, etc.

4. If you have a very large group, divide them into teams and provide a rope for each team. Let them compete to see who forms a particular shape quickest.

Quick and easy problem-solving activities

10. line up blind.

1. Blindfold everyone and whisper a number to each person, beginning with one.

2. Tell them to line up in numerical order without talking.

3. Instead of giving them a number, you could also have them line up numerically by height, age, birthday, etc.

11. Reverse Pyramid

Helps with: Adaptability, collaboration

1. Have everyone stand in a pyramid shape, horizontally.

2. Ask them to flip the base and the apex of the pyramid moving only three people.

3. This quick exercise works best when smaller groups compete to see who can reverse the pyramid the fastest.

12. Move It!

  • Chalk, rope, tape, or paper (something to mark a space)

1. Divide your group into two teams and line them up front to back, facing each other.

2. Using the chalk, tape, rope, or paper (depending on the playing surface), mark a square space for each person to stand on. Leave one extra empty space between the two facing rows.

3. The goal is for the two facing lines of players to switch places.

4. Place these restrictions on movement:

  • Only one person may move at a time.
  • A person may not move around anyone facing the same direction.
  • No one may not move backward.
  • A person may not move around more than one person on the other team at a time.

13. Human Knot

1. Have everyone stand in a circle, and ask each person to hold hands with two people who aren’t directly next to them.

2. When everyone is tangled together, ask them to untangle the knot and form a perfect circle — without letting go of anyone's hand.

Our last two problem-solving activities work best when dealing with an actual problem:

14. Dumbest Idea First

Helps with: Instant problem-solving

1. "Dumb" ideas are sometimes the best ideas. Ask everyone to think of the absolute dumbest possible solution to the problem at hand.

2. After you have a long list, look through it and see which ones might not be as dumb as you think.

3. Brainstorm your solutions in Wrike. It's free and everyone can start collaborating instantly!

15. What Would X Do

1. Have everyone pretend they're someone famous.

2. Each person must approach the problem as if they were their chosen famous person. What options would they consider? How would they handle it?

3. This allows everyone to consider solutions they might not have thought of originally.

Looking for more team-building and virtual meeting games? Check out these virtual icebreaker games or our  Ultimate Guide to Team Building Activities that Don't Suck.

Additional resources on problem-solving activities

  • Problem-Solving Model : Looking for a model to provide a problem-solving structure? This detailed guide gives you the tools to quickly solve any problem.
  • The Simplex Process:  Popularized by Min Basadur's book, The Power of Innovation , the Simplex Process provides training and techniques for each problem-solving stage. It helps frame problem-solving as a continuous cycle, rather than a “one and done” process.
  • Fun Problem-Solving Activities and Games : Looking for more ideas? Check out this list of interesting and creative problem-solving activities for adults and kids!
  • The Secret to Better Problem-Solving:  This article provides tips, use cases, and fresh examples to help you become a whiz at solving the toughest problems.

How to organize problem-solving activities with Wrike

If you want to make problem-solving activities more effective, consider using team collaboration software such as Wrike. 

Wrike’s pre-built actionable meeting notes template helps you keep track of meeting discussions, assign action items, and keep everyone in the loop. It’s an effective tool to streamline your problem-solving sessions and turn insights into real projects.

Brianna Hansen

Brianna Hansen

Brianna is a content marketing manager at Wrike. When she's not writing about collaboration and team building games, you'll find her in the kitchen testing out the latest recipes, sharing her favorite wine with friends, or playing with her two cats.

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5 Unexpected Ways To Improve Team Collaboration

5 Unexpected Ways To Improve Team Collaboration

The general trend these days is toward open office plans, where cubicle walls and office doors don’t impede communication. In fact, the International Facility Management Association reports that 70% of offices in the US now have an open floor plan.  But tearing down the walls so we can yell across the room at one another doesn’t necessarily improve collaboration. In fact, a study in Finland found that employees on average waste 21.5 minutes a day getting distracted by overheard conversations, the top roadblock to productivity. It takes more than just moving the furniture and hoping it will get people talking—it takes planning, intentional policy changes, and just a little hint of the unexpected. These five unusual strategies for improving team collaboration will get your teams to work together in ways that make people feel comfortable sharing ideas.  1. Put the Walls Back Up Conventional wisdom says that open work spaces and shared offices get people to talk more, but the ambient noise and visual distractions can actually mean a loss of productivity. We cycle through the open-office-closed-door argument every decade or so, probably because the pendulum swings way too far in one direction or the other, leaving employees either isolated or distracted. When employees have a quiet, comfortable place to work distraction-free, they feel more comfortable coming out of their shells when they need to work together. Cubicles, conference rooms, and separate offices help define meeting times and let employees choose when they engage with others, rather than the open office layout that stifles quiet time. 2. Build an Asynchronous Communication Policy Many workplaces have implemented instant messaging apps, crowd-sourced employee documents, and project management tools that increase the opportunity for collaboration. But that’s not enough—you also have to create expectations around how employees use those tools.  Communication apps like Skype and Slack, can and should be used with an understanding that communication happens at your discretion.  Asynchronous communication models the sort of communication that happens between parts of a computer: information is sent when it’s convenient for one part of the system, and the other part of the system receives and responds at its convenience. This way, the receiver’s current process isn’t interrupted, which helps team members stay focused on important work.  Offices that use wikis, email, chat tools, Kanban boards, and project management tools that let users view notifications and changes on their own time show respect for the individual’s flow of work. Users can set "do not disturb" hours so they won’t receive distracting notifications, and use a batching system to take care of all secondary communication outside of their focus times.  Asynchronous communication gives employees the freedom to focus without that fear of missing out on important decisions. When companies empower employees to communicate within dedicated time frames, they send the message that they appreciate when employees focus on single tasks, rather than splitting their attention between communication and assignments.  3. Implement: "No Agenda, No Meeting" It’s many people’s worst office nightmare: a meeting with no plan. Requiring that all meetings — no matter how trivial or informal — have at least a bullet point outline puts both planners and attendees at ease.  Agendas also keep your teams focused on outcomes. Teams that plan in advance and share agendas stay on track and reduce distractions that can devolve into lost time and unhelpful disagreements. Build policies about tangential discussions and how to deal with disagreements, so your employees know how to handle new and uncomfortable situations. Meeting agendas protect meaningful individual work time, and helps the group stay on task. This reduces friction due to off-topic talking, lets attendees collect their thoughts and ideas before the meeting, and defines the scope of work so all participants understand what’s expected. Collaboration is much easier when everyone knows what’s required.  Once the group completes the agenda, release employees to check off the items on their personal to-do lists. You can always schedule follow-up meetings to resolve new issues.  4. Build an Inclusive Remote Work Infrastructure Finding top talent is harder than ever, and ensuring that your employees have a good work-life balance is an HR necessity. The Federal Bureau of Labor Statistics reported that 24% of employees worked from home at least part of the time in 2015. Working remotely from a home office or co-working space in a different city can increase employee happiness and productivity and limit distractions from office shenanigans (looking at you, Sales Departments).  Companies that allow remote work or work from home policies need to build communication and collaboration into the lifestyle of the company. Use video conferencing, chat programs, screensharing & remote desktop access, and project management tools to bring employees together virtually around your  goals.  Ensure that not only workers but also managers and executives understand how to use the remote technology, and are comfortable engaging with the crew. Use your video calls for 1:1 weekly meetings to check in, and build chat channels where your whole team can hang out. Allow teams to build their own chat channels around shared interests (Trivia, Fantasy Football, great restaurants, etc.) to cultivate a connected culture and engage employees during downtime. These connections remind us that our colleagues are more than their work projects, they are people too. Humanizing remote teammates helps to foster empathy, which in turn smooths out whatever rough patches you'll hit during collaboration.  5. Build Relationships via Tough Conversations Whether collaboration takes place in the office or remotely, in real time or asynchronously, in a conference room or in the middle of an open office, it’s important to build communication policies that promote openness and honesty. Conflict and criticism are inevitable, but collaboration doesn’t have to suffer: the whole team can communicate with emotional intelligence.  By planning for the inevitable, you can ensure that tough conversations happen with sensitivity—building relationships among team members, instead of eroding them.  Designate mediators for teams, plan regular communication skills workshops (quarterly, not just once a year), and discuss different communication styles.  Collaboration is More Than Seating Arrangements  Improved team collaboration takes more than sticking everyone in a room and hoping individual genius will compound in a group setting. Real business-oriented collaboration requires careful planning, investment in technology, and breaking down outdated ideas of what teamwork and productivity look like.  About the Author: Tamara Scott is an analyst at TechnologyAdvice, a research company that connects buyers and sellers of business technology. She writes about project management, marketing, sales, CRM, and many other technology verticals.

Making Mistakes at Work: What to Do if You're in the Wrong

Making Mistakes at Work: What to Do if You're in the Wrong

All of us have felt the fear of admitting when we’ve made a mistake at work. We may be terrified to tell our manager, or nervous about the impact our mistake could have on the business. But mistakes are completely normal and should be viewed as an opportunity to grow. This article aims to provide a deeper insight into why this fear of making mistakes at work exists and how to overcome it. We’ll also provide advice to managers on how to react and problem solve collaboratively as a team.  Why is there a fear of making mistakes at work? Making mistakes at work can be scary. This is especially true if you’re the sole breadwinner of your household or rely on your position for everyday expenses like rent. When the stakes are high, it’s normal to worry about what-if scenarios when something goes wrong. In rare cases, extreme perfectionism is diagnosed as atelophobia which is the extreme fear of making mistakes.  While these are all valid reactions, making mistakes at work can actually improve your relationship with management and provide opportunities for self-improvement. But first things first, you have to adjust your mindset and overcome those fear-based feelings that are keeping you paralyzed.  Overcoming the anxiety of making mistakes at work If you’re like most people, you probably feel a knot in your stomach when something goes wrong at work. It could have been a minor mishap that no one noticed or a major mistake that cost your company a huge sum of money.  Regardless of what happened, overcoming the anxiety of making mistakes at work is the first step to finding a solution. If you skip this part of the process, you may find yourself covering up issues that could have been fixed, making things worse long-term, or even getting found out by your boss. Follow these steps to overcoming work-related stress and bounce back stronger than before after you’ve messed up:  Step 1: Process your emotions It’s natural to feel frustrated and embarrassed when something goes wrong at work. But, after a few seconds, the feeling should pass and you can begin to think logically. If it doesn’t happen quickly, take some time to process these emotions. Talk it out with a trusted friend, voice journal about it in your car, or take a walk outside to get some fresh air before starting fresh.  It can be hard to maintain a sense of balance when you’re upset. Try to make sure that your emotional response is proportional to the mistake you made. Step 2: Keep perspective If you make an error at work, it’s likely not a life-or-death situation. Most of the time, it can be corrected or resolved quickly. If you don’t find the right perspective, your mind may get too focused on the negative consequences of your mistake, which can trigger more errors in the future. Step 3: Acknowledge the mistake If you need to apologize for an error, do it quickly and politely. If it’s a small issue, a sentence or two via email or chat messenger is enough to make amends. If it’s a larger issue, consider holding a meeting or giving your manager a quick phone call. Also, make sure to tell your boss about how you intend to prevent this mistake in the future. Step 4: Review your response It’s so easy to get distracted by all your other goals and projects that you can forget about anything else that went wrong before you got to this point. Taking the time to review your response to the mistake helps you improve in case it ever happens again.  Ask yourself questions. Do you make the same mistake over and over again? If so, what changes can you make to prevent this from happening? Step 5: Practice self-care Getting back into a healthy routine can help you release pent-up energy and prevent making mistakes at work in the future.  To some, the concept of self-care may seem like a trend or luxury. But making sure you’re feeling your best is critical for improving your confidence and your performance at work.  Issues such as sleep deprivation, poor nutrition, and dehydration can lead to mistakes you otherwise wouldn’t have made if you had been taking better care of yourself.  Step 6: Evaluate your own performance The easiest way to earn people's trust is to consistently deliver stellar work. Even though you may have failed in the past, there's still time to move on and create a successful and rich working life. Remember, a mistake or two over the course of an otherwise successful period will not make or break your career.  How should managers react to mistakes at work? Managers are responsible for reacting to and assisting employees with mistakes at work. Even in the most high-pressure situations, doing so with care is not only good for morale but will prevent similar mistakes in the future. How a manager reacts to mistakes at work can make all the difference between transformational leadership and losing otherwise great employees.  Great managers understand that we can all learn from our mistakes. Mistakes help us develop as individuals and as a team.  Great managers can also recognize when they themselves have made mistakes. Before you approach a team member, take a close look at yourself to see if you're really worried about their work. If so, what do you think about their performance? Who is responsible for their work so far?  You may find that you’ve contributed to the environment, the process, or the miscommunication that made the mistake possible. Reflecting on this ahead of time will relieve everyone of playing the blame game and instead solve the problem from a fair and level-headed place.  Additionally, managers should make sure that each mistake is a teaching moment. It may be hard but don't try to fix the problem. Instead, frame it as an opportunity to improve and develop.  When approaching an employee who has made a mistake, start by being curious about it. Ask questions about what happened and what their perspective is on the situation. Use active listening skills when speaking to team members, as it will let them know that you are paying attention. They may fess up immediately. If they take the blame for something that wasn’t their fault, which is pretty common, address that. If they don’t admit to making a mistake, approach the situation with care and focus on the issue, not placing blame.  Give the team members the autonomy to figure it out on their own. Then, provide your feedback in a fair and balanced manner. Afterward, encourage them to learn from it and avoid repeating the same mistake. When communicating with an employee who has made a mistake, in-person meetings are often best. However, many teams are now made up of contractors, gig workers, and freelancers who work remotely so a physical location is not always accessible. If that’s the case, lean on digital tools to illustrate the issue.  For example, reports and individual task assignment lists from project management tools. These can also be used to prevent future mistakes, as managers can easily use them to communicate the actions and behaviors expected of team members and improve the overall work management process.  There may be times when mistakes happen over and over again. If that’s the case, the employee may be engaging in a pattern of behavior that keeps them from performing at their best. Managers can step in and provide ideas for healthy habits that will prevent the same type of mistake from cropping up again.  For example, you can ask a marketing team member to overcome a common marketing mistake of missing a content publishing deadline by writing a to-do list every day. This will help them stay on top of their tasks while also motivating them to finish their work at the same time.  In a nutshell, it’s important to understand that punishment for infrequent mistakes is unfair and ineffective. These mistakes offer opportunities to improve, which both managers and employees can embrace. How to admit a mistake in a professional environment You may end up in a situation in a professional environment where an apology is needed. And when it comes to making mistakes at work, honesty is the best policy. Certain actions can break trust, but an apology can help rebuild it.  In your explanation, it's important to detail why you acted the way you did. It shows that you care about how those around you are affected by your actions. It's important to address the person you're apologizing to by name, regardless of their status. Having an open conversation can help both of you understand the other person better, and it can prevent an insincere apology from happening. If the mistake you made affected someone personally, it's important to validate the feelings of the other person. Having the courage to admit that you're sorry can make a huge difference in how people treat you.  Take responsibility for your actions and have a plan in place for how to make amends before you approach the appropriate person or people.  Having a plan in place shows that you're thinking about how to make things right. You may even want to read about examples of taking responsibility at work and model your behavior on whichever feels appropriate for the situation.  However, don’t get carried away and make promises you can’t keep. It's important to set goals that are realistic so that you can avoid repeating the mistake.  If your apology is accepted, you can then try negotiating a solution by asking the other person to reflect on the situation and consider their feelings.  After you apologize, make a greater effort to keep your promises and not repeat the same mistake. Doing so can help improve the situation and make the other person feel more comfortable. How to learn from mistakes at work It's important to come clean and admit your mistake, but it's also important to move forward with a positive mindset. You'll most likely feel a bit down about your mistake right after it happens. But by learning from it, you can improve and become more resilient in the long run.  Start by creating a plan for improvement. If you made a minor mistake, then creating personal goals and action plans will help you put those lessons into action. You can learn a universal lesson from nearly any situation, no matter how unique it is. For example, if you learned that a mistake was made because of your forgetfulness, implementing organizational strategies to improve your memory could help. Next, keep track of progress over time in a notebook or virtual document. Be sure to note the highlights along with the lowlights. Look for patterns. As they come up, add them to your action plan or personal goals list.  Monitor whether or not these changes have led to better, more consistent outcomes. If not, adjust and keep going.  Lastly, don't be afraid to ask for help if you're unsure which strategy or tool will work best for you. Managers are there to support your performance. If you approach them with honesty and vulnerability, they’ll likely be flattered you thought to ask. They may even offer advice or make changes that will improve productivity for you and the rest of the team.  In conclusion The pressure to perform at a high level can often result in mistakes and inefficient habits. Learn from your mistakes and take ownership of them. Communicate in an open and honest manner. Ask for or provide help when needed and remember that every new mistake is also an opportunity for better performance. How Wrike can help you avoid unnecessary mistakes at work With so many files, folders, updates, and chat threads to keep track of, mistakes are easily made when you try to get through your day without a work management platform. Wrike offers a variety of features to help you stay on top of your workload easily, and avoid unnecessary confusion that can lead to mistakes at work. Full project visibility, including real-time updates and approvals, means that you can ensure every stakeholder is informed of what you're working on, with your tasks going to the correct approver every time. One shared space with over 400 app integrations means communication has never been easier, no matter where you or your team are based. And Wrike's Automation Engine allows you to streamline your processes and automate the time-consuming admin tasks that, when tackled manually, can easily be done incorrectly.  Try it out for yourself with a free two-week trial.

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13 Problem-Solving Activities & Exercises for Your Team

  • December 4, 2023
  • Project Management
  • 21 min read

problem solving activities

Are you looking to enhance your or your team’s problem-solving abilities? Engaging in activities specifically designed to stimulate your and your team’s critical thinking skills can be an excellent way to sharpen your problem-solving prowess. Whether you enjoy puzzles, brain teasers, or interactive challenges, these activities provide an opportunity to overcome obstacles and think creatively.

By immersing yourself in problem-solving activities, you can develop valuable strategies, improve your decision-making abilities, and boost your overall problem-solving IQ. Get ready to unlock your full potential and tackle any challenge that comes your way with these exciting activities for problem-solving.

In this article, we will explore activities for problem-solving that can help enhance your team’s problem-solving skills, allowing you to approach challenges with confidence and creativity.

What Are Problem Solving Activities?

Problem-solving activities or problem-solving exercises are interactive games requiring critical thinking to solve puzzles. They enhance teamwork & critical thinking. Examples include building towers, navigating simulated challenges, and fostering creativity and communication.

For instance, imagine a team working together to construct the tallest tower using limited materials. They strategize, communicate ideas, and problem-solve to create the best structure, promoting collaboration and inventive thinking among team members.

Some widely practiced problem-solving activities include:

  • A Shrinking Vessel: Teams must fit into a shrinking space, testing their cooperation and adaptability.
  • Marshmallow Spaghetti Tower: Participants build a tower using marshmallows and spaghetti, promoting creative engineering.
  • Egg Drop: Protecting an egg from a fall challenges problem-solving skills.
  • Desert Island Survival: Teams simulate survival scenarios, encouraging creative solutions.
  • Rolling Dice: A simple yet effective game involving chance and decision-making.
  • Build a Tower: Constructing a stable tower with limited resources fosters teamwork and innovation, etc.

13 Easy Activities For Problem-Solving Ideas to Enhance Team Collaboration

Team building activities offer a great opportunity to test problem-solving abilities and promote effective collaboration within a group to problem solving group activities. By engaging in these activities, teams can break the monotony of the workplace and create a more inclusive and welcoming environment.

Here are nine easy-to-implement activities that can bring substantial change to your team culture and overall workplace dynamics.

#1. Crossword Puzzles

Crossword Puzzles

Objective: To enhance problem-solving skills, vocabulary, and cognitive abilities through engaging crossword puzzles. 

Estimated Time: 15-20 Minutes 

Materials Needed:

  • Crossword puzzle sheets
  • Pens or pencils
  • Distribute crossword puzzle sheets and pens/pencils to each participant.
  • Explain the rules of crossword puzzles and the goal of completing as many clues as possible within the given time.
  • Participants individually or in pairs work on solving the crossword puzzle by filling in the correct words.
  • Encourage critical thinking, word association, and collaborative discussions for solving challenging clues.
  • At the end of the time limit, review the answers and discuss any interesting or challenging clues as a group.
  • Enhanced Problem-Solving: Participants engage in critical thinking while deciphering clues, promoting effective problem-solving skills.
  • Vocabulary Expansion: Exposure to new words and phrases within the crossword improves vocabulary and comprehension.
  • Cognitive Stimulation: The mental exercise of solving the puzzle stimulates the brain, enhancing cognitive abilities.
  • Team Collaboration: If done in pairs, participants practice collaboration and communication to solve clues together.
  • Achievement and Motivation: Successfully completing the crossword brings a sense of accomplishment and motivates individuals to explore more puzzles.

Tips for Facilitators:

  • Provide varying levels of crossword puzzles to accommodate different skill levels.
  • Encourage participants to share strategies for solving challenging clues.
  • Emphasize the fun and educational aspects of the activity to keep participants engaged.

#2. A Shrinking Vessel

A Shrinking Vessel

Estimated Time: 10-15 Minutes

  • Materials Needed: A rope and a ball of yarn
  • Prepare the Setting: Lay a rope on the floor in a shape that allows all team members to stand comfortably inside it. For larger teams, multiple ropes can be used, dividing them into smaller groups.
  • Enter the Circle: Have all team members stand inside the rope, ensuring that nobody steps outside its boundaries.
  • Shrinking the Circle: Begin gradually shrinking the rope’s size, reducing the available space inside the circle.
  • Adapt and Maintain Balance: As the circle shrinks, team members must make subtle adjustments to maintain their positions and balance within the shrinking area.
  • The Challenge: The objective for the team is to collectively brainstorm and find innovative ways to keep every team member inside the circle without anyone stepping outside.
  • Collaboration and Communication: The activity promotes teamwork and open communication as participants strategize to stay within the shrinking circle.
  • Adaptability: Team members learn to adapt swiftly to changing circumstances, fostering agility and flexibility.
  • Creative Problem-Solving: The challenge encourages inventive thinking and brainstorming to find unique solutions.
  • Trust Building: By relying on each other’s actions, participants build trust and cohesion among team members.
  • Time-Efficient: The short duration makes it an ideal icebreaker or energizer during meetings or workshops.
  • Observe and Facilitate: Monitor the team’s dynamics and offer guidance to encourage equal participation and effective problem-solving.
  • Encourage Verbalization: Prompt participants to voice their ideas and collaborate vocally, aiding in real-time adjustments.
  • Debrief Thoughtfully: Engage the team in a discussion afterward, reflecting on strategies employed and lessons learned.
  • Emphasize Adaptability: Highlight the transferable skill of adaptability and its significance in both professional and personal contexts.

#3. Human Knots

Human Knots

  • Objective: Improving Collaboration & enhancing Communication Skills

Estimated Time: 15-20 minutes

  • Materials: None required

Procedure: 

  • Organize your team into a compact circle. For more sizable teams, subdivide them into smaller clusters, with each cluster forming its own circle. 
  • Direct each individual to grasp the hands of two other people in the circle, with the exception of those positioned directly adjacent to them. This action will result in the formation of a complex “human knot” within the circle. 
  • Present the challenge to the group: to unravel themselves from this entanglement while maintaining their hold on each other’s hands. If preferred, you can establish a specific time limit. 
  • Observe the team members collaborating to unravel the knot, witnessing their collective effort to devise solutions and free themselves from the intricate puzzle.
  • Team Cohesion: The activity encourages team members to interact closely, promoting bonding and understanding among participants.
  • Effective Communication: Participants practice clear and concise communication as they coordinate movements to untangle the knot.
  • Problem-Solving: The challenge stimulates creative thinking and problem-solving skills as individuals work collectively to find the optimal path for untangling.
  • Adaptability: Participants learn to adapt their actions based on the evolving dynamics of the human knot, fostering adaptability.
  • Trust Building: As individuals rely on each other to navigate the intricate knot, trust and cooperation naturally develop.
  • Set a Positive Tone: Create an inclusive and supportive atmosphere, emphasizing that the focus is on collaboration rather than competition.
  • Encourage Verbalization: Urge participants to articulate their intentions and listen to others’ suggestions, promoting effective teamwork.
  • Observe Group Dynamics: Monitor interactions and step in if needed to ensure everyone is actively engaged and included.
  • Reflect and Share: Conclude the activity with a debriefing session, allowing participants to share their experiences, strategies, and key takeaways.
  • Vary Grouping: Change group compositions for subsequent rounds to enhance interactions among different team members.

#4. Egg Drop

Egg Drop

Helps With: Decision Making, Collaboration

  • A carton of eggs
  • Construction materials (balloons, rubber bands, straws, tape, plastic wrap, etc.)
  • A suitable location for the activity
  • Assign each team a single egg and random construction materials.
  • Teams must create a carrier to protect the egg from breaking.
  • Drop the carriers one by one and increase the height if necessary to determine the most durable carrier.
  • The winning team is the one with the carrier that survives the highest drop.
  • Decision Making: Participants engage in critical decision-making processes as they select construction materials and determine carrier designs.
  • Collaboration: The activity necessitates collaboration and coordination among team members to construct an effective carrier.
  • Problem-Solving: Teams apply creative problem-solving skills to devise innovative methods for safeguarding the egg.
  • Risk Management: Participants learn to assess potential risks and consequences while making design choices to prevent egg breakage.
  • Celebrating Success: The victorious team experiences a sense of accomplishment, boosting morale and promoting a positive team spirit.
  • Provide Diverse Materials: Offer a wide range of construction materials to stimulate creativity and allow teams to explore various design options.
  • Set Safety Guidelines: Prioritize safety by specifying a safe drop height and ensuring participants follow safety protocols during construction.
  • Encourage Brainstorming: Prompt teams to brainstorm multiple carrier ideas before finalizing their designs, fostering diverse perspectives.
  • Facilitate Reflection: After the activity, lead a discussion where teams share their design strategies, challenges faced, and lessons learned.
  • Highlight Collaboration: Emphasize the significance of teamwork in achieving success, acknowledging effective communication and cooperation.

#5. Marshmallow Spaghetti Tower

Marshmallow Spaghetti Tower

Helps With: Collaboration

Estimated Time: 20-30 Minutes

Materials Needed (per team):

  • Raw spaghetti: 20 sticks
  • Marshmallow: 1
  • String: 1 yard
  • Masking tape: 1 roll
  • Tower Construction: Instruct teams to collaborate and utilize the provided materials to construct the tallest tower possible within a designated time frame.
  • Marshmallow Support: Emphasize that the tower must be capable of standing independently and supporting a marshmallow at its highest point.
  • Prototype and Iterate: Encourage teams to engage in prototyping and iteration, testing different design approaches and refining their tower structures.
  • T eamwork and Communication: Promote effective teamwork and communication as team members coordinate their efforts to build a stable and tall tower.
  • Evaluation Criteria: Evaluate each tower based on its height, stability, and the successful placement of the marshmallow at the top.
  • Collaboration: Participants collaborate closely, sharing ideas and working together to design and construct the tower.
  • Innovative Thinking: The activity encourages innovative thinking as teams experiment with different strategies to build a stable tower.
  • Time Management: Teams practice time management skills as they work within a specified time limit to complete the task.
  • Problem-Solving: Participants engage in creative problem-solving to address challenges such as balancing the marshmallow and constructing a sturdy tower.
  • Adaptability: Teams adapt their approaches based on trial and error, learning from each iteration to improve their tower designs.
  • Set Clear Guidelines: Clearly explain the materials, objectives, and evaluation criteria to ensure teams understand the task.
  • Foster Creativity: Encourage teams to think outside the box and explore unconventional methods for constructing their towers.
  • Emphasize Collaboration: Highlight the importance of effective communication and teamwork to accomplish the task successfully.
  • Time Management: Remind teams of the time limit and encourage them to allocate their time wisely between planning and construction.
  • Reflect and Share: Facilitate a discussion after the activity, allowing teams to share their design choices, challenges faced, and lessons learned.

Sudoku

Objective: To engage participants in the strategic and analytical world of Sudoku, enhancing logical thinking and problem-solving abilities. 

Estimated Time: 20-25 Minutes 

  • Sudoku puzzle sheets
  • Pencils with erasers
  • Distribute Sudoku puzzle sheets and pencils to each participant.
  • Familiarize participants with the rules and mechanics of Sudoku puzzles.
  • Explain the goal: to fill in the empty cells with numbers from 1 to 9 while adhering to the rules of no repetition in rows, columns, or subgrids.
  • Encourage participants to analyze the puzzle’s layout, identify potential numbers, and strategically fill in cells.
  • Emphasize the importance of logical deduction and step-by-step approach in solving the puzzle.
  • Provide hints or guidance if needed, ensuring participants remain engaged and challenged.
  • Logical Thinking: Sudoku challenges participants’ logical and deductive reasoning, fostering analytical skills.
  • Problem-Solving: The intricate interplay of numbers and constraints hones problem-solving abilities.
  • Focus and Patience: Participants practice patience and attention to detail while gradually unveiling the solution.
  • Pattern Recognition: Identifying number patterns and possibilities contributes to enhanced pattern recognition skills.
  • Personal Achievement: Successfully completing a Sudoku puzzle provides a sense of accomplishment and boosts confidence.
  • Offer varying levels of Sudoku puzzles to cater to different skill levels.
  • Encourage participants to share strategies and techniques for solving specific challenges.
  • Highlight the mental workout Sudoku provides and its transferable skills to real-life problem-solving.

Escape

Helps With: Communication, Problem-solving, & Management

  • A lockable room
  • 5-10 puzzles or clues
  • Hide the key and a set of clues around the room.
  • Lock the room and provide team members with a specific time limit to find the key and escape.
  • Instruct the team to work together, solving the puzzles and deciphering the clues to locate the key.
  • Encourage efficient communication and effective problem-solving under time pressure.
  • Communication Skills: Participants enhance their communication abilities by sharing observations, ideas, and findings to collectively solve puzzles.
  • Problem-solving Proficiency: The activity challenges teams to think critically, apply logical reasoning, and collaboratively tackle intricate challenges.
  • Team Management: The experience promotes effective team management as members assign tasks, prioritize efforts, and coordinate actions.
  • Time Management: The imposed time limit sharpens time management skills as teams strategize and allocate time wisely.
  • Adaptability: Teams learn to adapt and adjust strategies based on progress, evolving clues, and time constraints.
  • Clear Introduction: Provide a concise overview of the activity, emphasizing the importance of communication, problem-solving, and time management.
  • Diverse Challenges: Offer a mix of puzzles and clues to engage various problem-solving skills, catering to different team strengths.
  • Supportive Role: Act as a facilitator, offering subtle guidance if needed while allowing teams to independently explore and solve challenges.
  • Debriefing Session: Organize a debriefing session afterward to discuss the experience, highlight successful strategies, and identify areas for improvement.
  • Encourage Reflection: Encourage participants to reflect on their teamwork, communication effectiveness, and problem-solving approach.

#8. Frostbite for Group Problem Solving Activities

Frostbite for Group Problem Solving Activities

Helps With: Decision Making, Trust, Leadership

  • An electric fan
  • Construction materials (toothpicks, cardstock, rubber bands, sticky notes, etc.)
  • Divide the team into groups of 4-5 people, each with a designated leader.
  • Blindfold team members and prohibit leaders from using their hands.
  • Provide teams with construction materials and challenge them to build a tent within 30 minutes.
  • Test the tents using the fan to see which can withstand high winds.
  • Decision-Making Proficiency: Participants are exposed to critical decision-making situations under constraints, allowing them to practice effective and efficient decision-making.
  • Trust Development: Blindfolding team members and relying on the designated leaders fosters trust and collaboration among team members.
  • Leadership Skills: Designated leaders navigate the challenge without hands-on involvement, enhancing their leadership and communication skills.
  • Creative Problem Solving: Teams employ creative thinking and resourcefulness to construct stable tents with limited sensory input.
  • Team Cohesion: The shared task and unique constraints promote team cohesion and mutual understanding.
  • Role of the Facilitator: Act as an observer, allowing teams to navigate the challenge with minimal intervention. Offer assistance only when necessary.
  • Clarity in Instructions: Provide clear instructions regarding blindfolding, leader restrictions, and time limits to ensure a consistent experience.
  • Debriefing Session: After the activity, conduct a debriefing session to discuss team dynamics, leadership approaches, and decision-making strategies.
  • Encourage Communication: Emphasize the importance of effective communication within teams to ensure smooth coordination and successful tent construction.
  • Acknowledge Creativity: Celebrate creative solutions and innovative approaches exhibited by teams during the tent-building process.

#9. Dumbest Idea First

Dumbest Idea First

Helps With: Critical Thinking & Creative Problem Solving Activity

Estimated Time: 15-20 Minutes

Materials Needed: A piece of paper, pen, and pencil

  • Problem Presentation: Introduce a specific problem to the team, either a real-world challenge or a hypothetical scenario that requires a solution.
  • Brainstorming Dumb Ideas: Instruct team members to quickly generate and jot down the most unconventional and seemingly “dumb” ideas they can think of to address the problem.
  • Idea Sharing: Encourage each participant to share their generated ideas with the group, fostering a relaxed and open atmosphere for creative expression.
  • Viability Assessment: As a team, review and evaluate each idea, considering potential benefits and drawbacks. Emphasize the goal of identifying unconventional approaches.
  • Selecting Promising Solutions: Identify which seemingly “dumb” ideas could hold hidden potential or innovative insights. Discuss how these ideas could be adapted into workable solutions.
  • Divergent Thinking: Participants engage in divergent thinking, pushing beyond conventional boundaries to explore unconventional solutions.
  • Creative Exploration: The activity sparks creative exploration by encouraging participants to let go of inhibitions and embrace imaginative thinking.
  • Critical Analysis: Through evaluating each idea, participants practice critical analysis and learn to identify unique angles and aspects of potential solutions.
  • Open Communication: The lighthearted approach of sharing “dumb” ideas fosters open communication, reducing fear of judgment and promoting active participation.
  • Solution Adaptation: Identifying elements of seemingly “dumb” ideas that have merit encourages participants to adapt and refine their approaches creatively.
  • Safe Environment: Foster a safe and non-judgmental environment where participants feel comfortable sharing unconventional ideas.
  • Time Management: Set clear time limits for idea generation and sharing to maintain the activity’s energetic pace.
  • Encourage Wild Ideas: Emphasize that the goal is to explore the unconventional, urging participants to push the boundaries of creativity.
  • Facilitator Participation: Participate in idea generation to demonstrate an open-minded approach and encourage involvement.
  • Debriefing Discussion: After the activity, facilitate a discussion on how seemingly “dumb” ideas can inspire innovative solutions and stimulate fresh thinking.

This activity encourages out-of-the-box thinking and creative problem-solving. It allows teams to explore unconventional ideas that may lead to unexpected, yet effective, solutions.

#10: Legoman

Legoman.

Helps With: Foster teamwork, communication, and creativity through a collaborative Lego-building activity.

Estimated Time: 20-30 minutes

  • Lego bricks
  • Lego instruction manuals

Procedure :

  • Divide participants into small teams of 3-5 members.
  • Provide each team with an equal set of Lego bricks and a Lego instruction manual.
  • Explain that the goal is for teams to work together to construct the Lego model shown in the manual.
  • Set a time limit for the building activity based on model complexity.
  • Allow teams to self-organize, build, and collaborate to complete the model within the time limit.
  • Evaluate each team’s final model compared to the manual’s original design.
  • Enhanced Communication: Participants must communicate clearly and listen actively to collaborate effectively.
  • Strengthened Teamwork: Combining efforts toward a shared goal promotes camaraderie and team cohesion.
  • Creative Problem-Solving: Teams must creatively problem-solve if pieces are missing or instructions unclear.
  • Planning and Resource Allocation: Following instructions fosters planning skills and efficient use of resources.
  • Sense of Achievement: Completing a challenging build provides a sense of collective accomplishment.
  • Encourage Participation: Urge quieter members to contribute ideas and take an active role.
  • Highlight Teamwork: Emphasize how cooperation and task coordination are key to success.
  • Ensure Equal Engagement: Monitor group dynamics to ensure all members are engaged.
  • Allow Creativity: Permit modifications if teams lack exact pieces or wish to get creative.
  • Focus on Enjoyment: Create a lively atmosphere so the activity remains energizing and fun.

#11: Minefield

Minefield.

Helps With: Trust, Communication, Patience

Materials Needed: Open space, blindfolds

  • Mark a “minefield” on the ground using ropes, cones, or tape. Add toy mines or paper cups.
  • Pair up participants and blindfold one partner.
  • Position blindfolded partners at the start of the minefield. Direct seeing partners to verbally guide them through to the other side without hitting “mines.”
  • Partners switch roles once finished and repeat.
  • Time partnerships and provide prizes for the fastest safe crossing.
  • Trust Building: Blindfolded partners must trust their partner’s instructions.
  • Effective Communication: Giving clear, specific directions is essential for navigating the minefield.
  • Active Listening: Partners must listen closely and follow directions precisely.
  • Patience & Support: The exercise requires patience and encouraging guidance between partners.
  • Team Coordination: Partners must work in sync, coordinating movements and communication.
  • Test Boundaries: Ensure the minefield’s size accommodates safe movement and communication.
  • Monitor Interactions: Watch for dominant guidance and ensure both partners participate fully.
  • Time Strategically: Adjust time limits based on the minefield size and difficulty.
  • Add Obstacles: Introduce additional non-mine objects to increase challenge and communication needs.
  • Foster Discussion: Debrief afterward to discuss communication approaches and trust-building takeaways.

#12: Reverse Pyramid

Reverse Pyramid.

Helps With: Teamwork, Communication, Creativity

Materials Needed: 36 cups per group, tables

  • Form small groups of 5-7 participants.
  • Provide each group with a stack of 36 cups and a designated building area.
  • Explain the objective: Build the tallest pyramid starting with just one cup on top.
  • Place the first cup on the table, and anyone in the group can add two cups beneath it to form the second row.
  • From this point, only the bottom row can be lifted to add the next row underneath.
  • Cups in the pyramid can only be touched or supported by index fingers.
  • If the structure falls, start over from one cup.
  • Offer more cups if a group uses all provided.
  • Allow 15 minutes for building.

Teamwork: Collaborate to construct the pyramid.

Communication: Discuss and execute the building strategy.

Creativity: Find innovative ways to build a tall, stable pyramid.

Clarify Expectations: Emphasize the definition of a pyramid with each row having one less cup.

Encourage Perseverance: Motivate groups to continue despite challenges.

Promote Consensus: Encourage groups to work together and help each other.

Reflect on Failure: Use collapses as a metaphor for overcoming obstacles and improving.

Consider Competitions: Modify the activity for competitive teams and scoring.

#13: Stranded

Stranded.

Helps With: Decision-making, Prioritization, Teamwork

Materials Needed: List of salvaged items, paper, pens

  • Present a scenario where teams are stranded and must prioritize items salvaged from a plane crash.
  • Provide teams with the same list of ~15 salvaged items.
  • Instruct teams to agree on an item ranking with #1 being the most important for survival.
  • Teams share and compare their prioritized lists. Identify differences in approach.
  • Discuss what factors influenced decisions and how teams worked together to agree on priorities.
  • Critical Thinking: Weighing item importance requires analytical thinking and discussion.
  • Team Decision-Making: Coming to a consensus fosters team decision-making capabilities.
  • Prioritization Skills: Ranking items strengthen prioritization and justification abilities.
  • Perspective-Taking: Understanding different prioritizations builds perspective-taking skills.
  • Team Cohesion: Collaborating toward a shared goal brings teams closer together.
  • Encourage Discussion: Urge teams to discuss all ideas rather than allow single members to dominate.
  • Be Engaged: Circulate to listen in on team discussions and pose thought-provoking questions.
  • Add Complexity: Introduce scenarios with additional constraints to expand critical thinking.
  • Highlight Disagreements: When priorities differ, facilitate constructive discussions on influencing factors.
  • Recognize Collaboration: Acknowledge teams that demonstrate exceptional teamwork and communication.

Now let’s look at some common types of problem-solving activities.

Types of Problem-Solving Activities

The most common types of problem-solving activities/exercises are:

  • Creative problem-solving activities
  • Group problem-solving activities
  • Individual problem-solving activities
  • Fun problem-solving activities, etc.

In the next segments, we’ll be discussing these types of problem-solving activities in detail. So, keep reading!

Creative Problem-Solving Activities

Creative problem solving (CPS) means using creativity to find new solutions. It involves thinking creatively at first and then evaluating ideas later. For example, think of it like brainstorming fun game ideas, discussing them, and then picking the best one to play.

Some of the most common creative problem-solving activities include:

  • Legoman: Building creative structures with LEGO.
  • Escape: Solving puzzles to escape a room.
  • Frostbite: Finding solutions in challenging situations.
  • Minefield: Navigating a field of obstacles.

Group Problem-Solving Activities

Group problem-solving activities are challenges that make teams work together to solve puzzles or overcome obstacles. They enhance teamwork and critical thinking.

For instance, think of a puzzle-solving game where a group must find hidden clues to escape a locked room.

Here are the most common group problem-solving activities you can try in groups:

  • A Shrinking Vessel
  • Marshmallow Spaghetti Tower
  • Cardboard Boat Building Challenge
  • Clue Murder Mystery
  • Escape Room: Jewel Heist
  • Escape Room: Virtual Team Building
  • Scavenger Hunt
  • Dumbest Idea First

Individual Problem-Solving Activities

As the name suggests, individual problem-solving activities are the tasks that you need to play alone to boost your critical thinking ability. They help you solve problems and stay calm while facing challenges in real life. Like puzzles, they make your brain sharper. Imagine it’s like training your brain muscles to handle tricky situations.

Here are some of the most common individual problem-solving activities:

  • Puzzles (jigsaw, crossword, sudoku, etc.)
  • Brain teasers
  • Logic problems
  • Optical illusions
  • “Escape room” style games

Fun Problem-Solving Activities

Fun problem-solving activities are enjoyable games that sharpen your critical thinking skills while having a blast. Think of activities like the Legoman challenge, escape rooms, or rolling dice games – they make problem-solving exciting and engaging!

And to be frank, all of the mentioned problem-solving activities are fun if you know how to play and enjoy them as all of them are game-like activities.

Team Problems You Can Address Through Problem Solving Activities

Fun problem-solving activities serve as dynamic tools to address a range of challenges that teams often encounter. These engaging activities foster an environment of collaboration, creativity, and critical thinking, enabling teams to tackle various problems head-on. Here are some common team problems that can be effectively addressed through these activities:

  • Communication Breakdowns:  

Activities like “Escape,” “A Shrinking Vessel,” and “Human Knots” emphasize the importance of clear and effective communication. They require teams to work together, exchange ideas, and devise strategies to accomplish a shared goal. By engaging in these activities, team members learn to communicate more efficiently, enhancing overall team communication in real-world situations.

  • Lack of Trust and Cohesion:  

Problem-solving activities promote trust and cohesiveness within teams. For instance, “Frostbite” and “Marshmallow Spaghetti Tower” require teams to collaborate closely, trust each other’s ideas, and rely on each member’s strengths. These activities build a sense of unity and trust, which can translate into improved teamwork and collaboration.

  • Innovative Thinking:  

“Dumbest Idea First” and “Egg Drop” encourage teams to think outside the box and explore unconventional solutions. These activities challenge teams to be creative and innovative in their problem-solving approaches, fostering a culture of thinking beyond traditional boundaries when faced with complex issues.

  • Decision-Making Challenges:  

Activities like “Onethread” facilitate group decision-making by providing a platform for open discussions and collaborative choices. Problem-solving activities require teams to make decisions collectively, teaching them to weigh options, consider different viewpoints, and arrive at informed conclusions—a skill that is transferable to real-world decision-making scenarios.

  • Leadership and Role Clarification:  

Activities such as “Frostbite” and “Egg Drop” designate team leaders and roles within groups. This provides an opportunity for team members to practice leadership, delegation, and role-specific tasks. By experiencing leadership dynamics in a controlled setting, teams can improve their leadership skills and better understand their roles in actual projects.

  • Problem-Solving Strategies:  

All of the problem-solving activities involve the application of different strategies. Teams learn to analyze problems, break them down into manageable components, and develop systematic approaches for resolution. These strategies can be adapted to real-world challenges, enabling teams to approach complex issues with confidence.

  • Team Morale and Engagement:  

Participating in engaging and enjoyable activities boosts team morale and engagement. These activities provide a break from routine tasks, energize team members, and create a positive and fun atmosphere. Elevated team morale can lead to increased motivation and productivity.

By incorporating these fun problem-solving activities, teams can address a variety of challenges, foster skill development, and build a more cohesive and effective working environment. As teams learn to collaborate, communicate, innovate, and make decisions collectively, they are better equipped to overcome obstacles and achieve shared goals.

The Benefits of Problem Solving Activities for Your Team

The Benefits of Problem Solving Activities for Your Team

#1 Better Thinking

Problem-solving activities bring out the best in team members by encouraging them to contribute their unique ideas. This stimulates better thinking as team managers evaluate different solutions and choose the most suitable ones.

For example, a remote team struggling with communication benefited from quick thinking and the sharing of ideas, leading to the adoption of various communication modes for improved collaboration.

#2 Better Risk Handling

Team building problem solving activities condition individuals to handle risks more effectively. By engaging in challenging situations and finding solutions, team members develop the ability to respond better to stressful circumstances.

#3 Better Communication

Regular communication among team members is crucial for efficient problem-solving. Engaging in problem-solving activities fosters cooperation and communication within the team, resulting in better understanding and collaboration. Using tools like OneThread can further enhance team communication and accountability.

#4 Improved Productivity Output

When teams work cohesively, overall productivity improves, leading to enhanced profit margins for the company or organization. Involving managers and team members in problem-solving activities can positively impact the company’s growth and profitability.

How Onethread Enhances the Effect of Problem Solving Activities

Problem-solving activities within teams thrive on collaborative efforts and shared perspectives. Onethread emerges as a potent facilitator, enabling teams to collectively tackle challenges and harness diverse viewpoints with precision. Here’s a comprehensive view of how Onethread amplifies team collaboration in problem-solving initiatives:

Open Channels for Discussion:

Open Channels for Discussion

Onethread’s real-time messaging feature serves as a dedicated hub for open and seamless discussions. Teams can engage in brainstorming sessions, share insightful observations, and propose innovative solutions within a flexible environment. Asynchronous communication empowers members to contribute their insights at their convenience, fostering comprehensive problem analysis with ample deliberation.

Centralized Sharing of Resources:

Centralized Sharing of Resources

Effective problem-solving often hinges on access to pertinent resources. Onethread’s document sharing functionality ensures that critical information, references, and research findings are centralized and readily accessible. This eradicates the need for cumbersome email attachments and enables team members to collaborate with precise and up-to-date data.

Efficient Task Allocation and Monitoring:

Efficient Task Allocation and Monitoring

Problem-solving journeys comprise a series of tasks and actions. Onethread’s task management capability streamlines the delegation of specific responsibilities to team members. Assign tasks related to research, data analysis, or solution implementation and monitor progress in real time. This cultivates a sense of accountability and guarantees comprehensive coverage of every facet of the problem-solving process.

Facilitated Collaborative Decision-Making: Navigating intricate problems often demands collective decision-making. Onethread’s collaborative ecosystem empowers teams to deliberate over potential solutions, assess pros and cons, and make well-informed choices. Transparent discussions ensure that decisions are comprehensively comprehended and supported by the entire team.

Seamless Documentation and Insights Sharing:

Seamless Documentation and Insights Sharing

As the problem-solving journey unfolds, the accumulation of insights and conclusions becomes pivotal. Onethread’s collaborative document editing feature empowers teams to document their discoveries, chronicle the steps undertaken, and showcase successful solutions. This shared repository of documentation serves as a valuable resource for future reference and continuous learning.

With Onethread orchestrating the backdrop, team collaboration during problem-solving activities transforms into a harmonious fusion of insights, ideas, and actionable steps.

What are the 5 problem-solving skills?

The top 5 problem-solving skills in 2023 are critical thinking, creativity, emotional intelligence, adaptability, and data literacy. Most employers seek these skills in their workforce.

What are the steps of problem-solving?

Problem-solving steps are as follows: 1. Define the problem clearly. 2. Analyze the issue in detail. 3. Generate potential solutions. 4. Evaluate these options. 5. Choose the best solution. 6. Put the chosen solution into action. 7. Measure the outcomes to assess effectiveness and improvements made. These sequential steps assist in efficient and effective problem resolution.

How do you teach problem-solving skills?

Teaching problem-solving involves modelling effective methods within a context, helping students grasp the problem, dedicating ample time, asking guiding questions, and giving suggestions. Connect errors to misconceptions to enhance understanding, fostering a straightforward approach to building problem-solving skills.

So here is all about “activities for problem solving”.No matter which activity you choose, engaging in problem-solving activities not only provides entertainment but also helps enhance cognitive abilities such as critical thinking, decision making, and creativity. So why not make problem solving a regular part of your routine?

Take some time each day or week to engage in these activities and watch as your problem-solving skills grow stronger. Plus, it’s an enjoyable way to pass the time and challenge yourself mentally.

So go ahead, grab a puzzle or gather some friends for a game night – get ready to have fun while sharpening your problem-solving skills!

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Leadership Activities

The 12 Best Leadership Activities To Help Develop Your Team’s Skills

  • Employee Management

Ask 100 people what makes an effective leader and you’re likely to get 100 different answers. But run leadership activities and you’ll be able to see right away who has the skills necessary to step into that position and what you need to do to improve that potential.

In this article, the management experts at Sling  offer examples of the best leadership activities you can use to strengthen the abilities of your team and take them to the next level.

Leadership Activities Defined

Coworkers sitting around a white table, looking at a computer screen

Webster’s Third New International Dictionary  defines leadership as:

The quality of a leader and the capacity to lead; the act or an instance of leading.

That’s great as far as a definition goes, but experienced managers know that there’s much more involved than simply possessing the qualities and capacities necessary to lead. A successful leader  will exercise those qualities and practice to improve.

Leadership activities provide that opportunity to practice. They are individual or team exercises that allow you to test and improve your abilities (and the abilities of your team) in a controlled situation.

These exercises are very much like the drills that most sports teams run to simulate an actual competition. By running these drills (leadership activities), you and your team can be well prepared for any situation that comes your way.

Examples Of The Best Leadership Activities

Arms and hands around and on a laptop situated on a glass table

1) Survival Leadership Activities

Divide the participants into two teams  and present them with a survival situation: a plane crash, a shipwreck, lost in the desert. Then present them with a list of items that might be useful in that situation.

Challenge the groups to choose five items that will help them survive. After the teams finish picking their items, ask them to justify their selections and how they would use those things to overcome their given circumstance.

This leadership activity stimulates critical, creative, and strategic thinking as well as problem-solving skills that can be useful in your business.

2) All Aboard

Divide your team into two groups and then challenge them to build a “boat” out of scrap materials you provide.

Once they’ve finished construction, instruct all members of the team to stand on some part of their creation. Then remove pieces one at a time while the individuals try to “stay on the boat” as best they can.

This activity encourages communication, teamwork , problem solving, and critical thinking.

Invite your employees into your office one at a time and present them with a difficult hypothetical situation. Ask them to come up with a solution to the problem.

For example, “What if you lost an important client and cost the company a great deal of money because you didn’t follow procedure? How would you explain your actions and how would you solve the problem?”

This leadership activity demonstrates rationality, analytical thinking, accountability, and problem solving.

4) Minefield

For this exercise, you’ll need teams of two, a blindfold, and several “obstacles” (office furniture works well).

Blindfold one member of the duo and task the other member to guide the “blind” person through the minefield of obstacles using only the words right, left, forward, and backward. As an alternative, hold this activity at a park or playground for a nice out-of-office experience.

This leadership activity promotes communication , listening, and trust.

5) Leaders You Admire

profile of a woman engaged in leadership activities

First, divide your team into groups of no more than five and position them in different parts of the office (so they can talk freely). Task them with discussing leaders (living or dead) they admire and choosing one to be the representative of their group.

After a preset amount of time, bring everyone together and have each group present the leader they admire. As the organizer of this activity, be sure to ask why they chose the leader they did. Then highlight common traits and desirable leadership characteristics of one or all leaders mentioned.

This leadership activity improves teamwork and engagement  and reveals traits and qualities everyone can emulate.

6) 30 Seconds Left

Give your team members a few minutes to think about the best moment of their lives. Stress that it could be a professional achievement, an exciting adventure, or a personal breakthrough. Anything goes, but let them know that they will be sharing with the rest of the group.

When everyone has their moment in mind, ask them to narrow it down to the best 30 seconds. Then go around the room and ask each person to describe the moment.

This leadership activity helps your team get to know one another (and themselves) and encourages bonding as a group.

7) Icebreaker

In this task, each participant must come up with five general “icebreaker” questions (e.g., “Who is more than six feet tall?”)

Once everyone is finished, go around the group and have each individual ask their questions. Count how many people raise their hand. The person with the highest number of points at the end of the round wins.

For example, if one question is, “Who has blonde hair?” and three people raise their hand, that’s three points.

This leadership activity is ideal for relieving tension, developing interpersonal communication, encouraging discussion, and creating a sense of connection between team members .

8) Leader’s Task

This is a three-part leadership activity, so allow plenty of time for participants to complete the tasks. You may even want to spread this activity out over several days. Here’s how it works.

Part 1: Assign your team to write an essay on a given leadership topic or organize a debate on that same topic. Create a rubric you can follow to determine two or three winners.

Part 2: Divide the other members of your team into two or three smaller teams (depending on how many winners you have from part one). Appoint the winners of part one as the leaders of these small groups.

Part 3: Take the leaders aside and give them an assignment. The leaders’ task is to organize their team in order to complete the assigned project successfully.

The leaders can do this however they like, but the first team that manages to achieve the goal wins the reward.

ADD_THIS_TEXT

9) Leadership Race

Before gathering everyone together for this leadership activity, write a list of 20 or more leadership qualities in the form of “I am…” statements.

For example:

  • I am comfortable making important decisions with plenty of lead time.
  • I am comfortable making important decisions with no lead time.
  • I don’t blame others for my problems.
  • I am approachable even during stressful times.
  • I have a positive attitude in the face of adversity.

When it’s time to conduct the activity, line up all of the participants side by side facing you. Read each leadership quality statement out loud and instruct the participants to take one step forward if the statement applies to them.

Tell them beforehand that they must be ready to explain why they feel that they possess these qualities. Everyone doesn’t need to justify every quality, but as the game progresses toward the end, ask the remaining participants to rationalize their steps forward.

Continue reading statements until you have a winner.

This leadership activity helps your team members get to know themselves and their colleagues better. It can also help you identify those with real leadership ability to whom you can begin to assign more responsibility.

10) The Round Table

table with chairs and books for brainstorming

For this activity, you’ll need four round tables of the same size. Before the activity starts, create a different complex, multi-step task for each table.

Divide your employees into four teams — one for each table — and assign a leader to each. The leader can only communicate, direct, and delegate the work at hand, but they can’t actually do the work.

Begin the activity and time how long it takes each team to complete the task. Record the results and move each team to the next table. You can keep the same leaders or assign new ones each time you move.

Time all teams on all tables and the team with the lowest overall total wins.

11) Skyscraper

For this leadership activity, you’ll need plenty of everyday items, such as:

  • Uncooked pasta

Find your own unique items to make this activity more interesting and fun. You’ll also need a bag of marshmallows for the building process and for the end.

Divide everyone into at least two teams (depending on how many supplies you have) and challenge them to build the tallest tower possible using only the items provided in a set amount of time (e.g., 15-20 minutes).

The skyscraper must stand on its own and must support a marshmallow placed at the very top. The team with the tallest skyscraper wins.

This activity rewards group communication, collaboration , problem-solving, innovation, and team/leadership dynamics.

12) Untangle

This leadership activity depends on how well everyone communicates and works together to achieve a common goal. In the process, one or two leaders will typically emerge to help and guide the team to success.

Here’s how it works.

Arrange everyone shoulder to shoulder in a circle. Instruct them to place their right hand in the right hand of someone on the other side of the circle.

Next, instruct them to place their left hand in the left hand of a different person (can’t be standing right next to them).

Once everyone has joined hands, challenge the group to untangle themselves without breaking the chain. If they break the chain, they have to start over from the beginning.

You can set a time limit on this exercise or allow it to progress to completion.

Get Creative With Your Leadership Activities

With a bit of imagination, you can even create your own leadership activities for a truly tailored experience. Isolate a leadership trait that you want to encourage and then design a game or task that allows participants to exercise that trait.

To really encourage leadership in your team, conduct these activities at least once per month  (as time permits).

Schedule Time For Leadership Activities

Sling's scheduling feature

In today’s fast-paced business world, finding time to run these leadership activities can be difficult. Scheduling time to develop your skills — and the skills of your team — is essential if you want to succeed. The Sling  app can help.

Sling is a powerful suite of tools dedicated exclusively to scheduling  your employees’ busy work lives. The intuitive and easy-to-use interface can help you carve out the time necessary for you all to take part in one or more leadership activities.

Two cell phones with Sling's mobile app

Sling also provides task lists , time tracking , and messaging tools to ensure that your team finishes everything efficiently and on time. Conducting leadership activities — as well as your regular business duties — has never been easier thanks to the power and flexibility of the Sling app.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com  today.

See Here For Last Updated Dates: Link

This content is for informational purposes and is not intended as legal, tax, HR, or any other professional advice. Please contact an attorney or other professional for specific advice.

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13 Best leadership games for employee skill development

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As organizations recognize the pivotal role that effective leadership plays in driving innovation, employee engagement , and sustainable growth, they increasingly seek innovative approaches to skill development. The integration of leadership games into employee training and development initiatives has gained significant momentum.

According to a survey , 83% of organizations view leadership development as crucial for their success.

Leveraging the power of gamification , we have compiled 13 best leadership games for employee skill development that stand as a testament to the transformative impact of experiential learning.

Rooted in the principles of engagement , collaboration, and experiential practice, these games offer a dynamic platform to cultivate leadership competencies in a manner that transcends traditional training methodologies.

As organizations strive to meet the demands of a dynamic business landscape, these games not only foster essential leadership skills but also cultivate a culture of continuous growth , innovation, and adaptability.

What are leadership games?

An employee won in a chess match

Leadership games are interactive activities designed to enhance leadership skills , foster team collaboration , and develop problem-solving abilities. These games provide experiential learning opportunities that allow participants to practice and refine leadership qualities in a safe and engaging environment .

Often used in team-building workshops, seminars, and corporate training sessions, leadership games aim to simulate real-world scenarios and challenges that leaders might encounter.

These games vary in format and complexity, encompassing both physical and mental challenges . They can include role-playing simulations, strategic decision-making exercises, communication challenges, and problem-solving scenarios.

Leadership games are carefully designed to encourage participants to think critically, communicate effectively, make decisions under pressure, and work collaboratively to achieve a common goal. Leadership games offer a dynamic approach to leadership development , engaging participants and providing insights into their leadership styles and strengths.

These experiential leadership activities help participants gain self-awareness, improve interpersonal skills, and practice effective decision-making—all essential components of effective leadership.

What is leadership skill development?

An employee traveling and navigating in a paper rocket

Leadership skill development refers to the intentional and systematic process of enhancing the abilities, traits, and competencies that contribute to effective leadership. It involves acquiring, honing, and refining a range of skills that empower individuals to guide, inspire, and influence others toward achieving shared goals.

Leadership skill development recognizes that effective leadership is not solely an innate trait but a skill set that can be learned, practiced, and improved over time.

Key components of leadership skill development include:

Communication

Effective leaders are adept communicators , both in conveying their vision and in actively listening to others. Developing skills in verbal and nonverbal communication helps leaders build strong relationships and foster understanding among team members.

Emotional intelligence

Leaders with high emotional intelligence can understand and manage their own emotions while empathizing with and influencing the emotions of others. This skill is vital for creating a positive and productive work environment .

Decision-making

Leaders often face complex decisions. Developing strong decision-making skills for a good leader involves analyzing information, considering various perspectives , and making well-informed choices that align with organizational goals .

Problem-solving

Leaders must navigate challenges and find innovative solutions. Developing problem-solving skills enhances a leader's ability to address issues, identify root causes, and implement effective solutions.

Adaptability

In today's dynamic world, leaders must be adaptable to change . Developing this skill involves embracing flexibility, openness to new ideas, and the ability to lead during times of uncertainty.

Conflict resolution

Leaders who can manage conflicts constructively create harmonious work environments. Developing conflict resolution skills includes active listening, negotiation, and finding win-win solutions.

Inspiring and motivating team members is a key leadership skil l. Leaders who can understand individual and collective motivations can create a high-performing team.

Effective leaders know when and how to delegate tasks to team members based on their strengths and expertise. Developing delegation skills empowers team members and maximizes efficiency.

Time management

Leaders must manage their time efficiently to balance various responsibilities. Developing time management skills for a great leader involves setting priorities, organizing tasks, and maintaining productivity .

Influence and persuasion

Leaders often need to influence others to support their vision. Developing these skills includes understanding different persuasion techniques and adapting them to specific situations.

Leadership skill development is a continuous process that involves self-awareness, feedback, practice, and learning from experiences. Formal training programs, workshops, mentorship , coaching, and real-world challenges are all avenues for cultivating leadership skills.

By investing in leadership skill development, individuals can enhance their ability to lead effectively, drive organizational success, and positively impact their teams and workplaces.

Importance of grooming leaders to create an employee of growth

Group of employees working together to achieve the next big thing

Grooming leaders to foster employee growth is a strategic imperative that underpins organizational success and sustainability. It involves nurturing and developing individuals within an organization to take on leadership roles, guiding and inspiring their teams toward personal and professional growth .

This approach not only benefits employees but also cultivates a culture of continuous improvement, innovation, and adaptability within the organization.

Key reasons for the importance of grooming leaders to create an environment of employee growth include:

Nurturing talent pipeline

Grooming potential leaders from within the organization creates a steady pool of capable individuals ready to step into higher roles. This approach reduces the need for external recruitment and ensures a seamless transition , preserving organizational knowledge and culture.

Employee engagement and retention

Employees are more likely to stay with an organization that invests in their development and offers a clear path for growth. Grooming leaders showcase a commitment to employees' professional aspirations, enhancing engagement and reducing turnover .

Skill enhancement

Groomed leaders undergo comprehensive training and development , honing their skills in communication, decision-making, conflict resolution, leadership activity, and strategic thinking. As these leaders guide their teams, employees benefit from their expertise and mentorship .

Inspiration and role modeling

Groomed leaders serve as role models for their teams. Their journey from entry-level positions to leadership roles inspires employees, motivating them to set ambitious goals and invest in their growth .

Effective succession planning

A robust leadership grooming program facilitates effective succession planning. By identifying and preparing potential leaders, organizations are better equipped to handle leadership vacancies without disruption.

Cultural continuity

Groomed leaders are already familiar with the organization's values, culture, and operations. This familiarity enables them to seamlessly integrate growth opportunities into the existing work environment, fostering cultural continuity .

Innovation and adaptation

Groomed leaders are equipped to drive innovation and adapt to changing industry landscapes. They instill a culture of learning and experimentation, encouraging employees to embrace new ideas and technologies.

Enhanced collaboration

Leaders groomed from within are more likely to prioritize collaboration and teamwork . They understand the value of nurturing a supportive environment that encourages knowledge-sharing and mutual growth.

Customized development plans

Grooming leaders allow organizations to tailor leadership development programs to align with the company's goals and values, ensuring that leaders are equipped to drive growth in a way that resonates with the organization's unique identity.

Sustained growth

By fostering employee growth through effective leadership, organizations create a virtuous cycle of development. Groomed leaders perpetuate a culture of growth, enabling continuous improvement and long-term success.

In conclusion, grooming leaders to nurture employee growth is a strategic investment that reaps rewards at both the individual and organizational levels. It creates a thriving ecosystem where employees are empowered to reach their potential, and leaders are equipped to drive growth, innovation, and excellence.

This holistic approach not only strengthens the organization's leadership bench but also cultivates an environment where growth is a shared value embraced by all.

Why is conducting leadership workshops and games at work necessary?

Employees are attending a presentation

Conducting leadership workshops and games in the workplace is a crucial strategy for fostering effective leadership skills, enhancing team dynamics, and promoting a culture of continuous learning and growth.

These initiatives offer numerous benefits that contribute to individual and organizational success:

Leadership workshops provide structured environments for employees to develop and refine essential leadership skills, such as communication, decision-making, conflict resolution, and emotional intelligence. Interactive games offer hands-on practice that reinforces these skills in real-world scenarios.

Self-awareness

Workshops often include self-assessment activities that encourage participants to reflect on their strengths, weaknesses, and different leadership styles. This self-awareness is vital for personal growth and effective leadership.

Team collaboration

Leadership games encourage teamwork and collaboration among participants. These activities simulate challenges that require participants to communicate, strategize, and make decisions collectively, improving team dynamics .

Many leadership games present participants with complex problems to solve, fostering critical thinking and innovative solutions. These experiences prepare leaders to tackle challenges with creativity and confidence.

In today's rapidly evolving business landscape, adaptability is essential. Workshops and games expose participants to diverse scenarios, helping them become more flexible and resilient leaders.

Confidence building

Successfully navigating leadership challenges in workshops and games boosts participants' confidence in their leadership abilities. This newfound self-assurance translates into improved performance in their actual leadership roles.

Networking and relationship building

Leadership workshops provide opportunities to interact with colleagues from different departments and backgrounds. These connections can lead to valuable professional relationships and broader perspectives.

Leadership development pipeline

Workshops help identify individuals with leadership potential. Organizations can then provide targeted leadership training, and opportunities to groom these individuals for future leadership roles.

Cultural alignment

Workshops can reinforce the organization's values, mission, and culture, ensuring that leaders embody and promote these principles throughout the company.

Motivation and engagement

Participating in engaging and interactive workshops and games can reinvigorate employees' enthusiasm for their roles, leading to increased motivation and job satisfaction.

Continuous learning

Leadership workshops and games encourage a culture of continuous learning and personal development. Leaders who continuously update their skills can better adapt to industry changes and lead their teams effectively.

Interactive games often simulate scenarios requiring conflict resolution skills. This practical experience equips leaders with strategies to address conflicts constructively in the workplace.

Organizational performance

Effective leadership directly impacts organizational performance. Well-trained leaders inspire their teams, improve productivity, and contribute to a positive work environment.

Retention and employee growth

Providing leadership development opportunities demonstrates an investment in employees' growth and advancement, increasing their loyalty and commitment to the organization .

Succession planning

Equipping employees with leadership skills through workshops and games builds a strong pipeline of potential leaders, facilitating smooth succession planning and reducing leadership gaps.

Leadership workshops and games are essential for creating well-rounded leaders who can navigate challenges, inspire teams, and contribute to the overall success of the organization.

These initiatives provide a structured, engaging, and interactive platform for honing leadership skills, fostering teamwork, and team-building activity, and promoting continuous growth in an ever-evolving professional landscape.

13 Leadership games ideas you should try in the workplace

Three employees are running on a arrow to achieve company's goal

Here are 13 engaging fun leadership games and game ideas that can foster skill development, teamwork, and creativity in the workplace:

1. Survival challenge: Divide teams into hypothetical survival scenarios. They must collaboratively prioritize items to survive and justify their choices, emphasizing communication and decision-making skills.

2. Leadership poker: Teams discuss and assign values to different leadership traits, then "bet" on their decisions. This encourages discussions about the importance of various leadership qualities.

3. Escape room adventure: Organize an escape room challenge where teams solve puzzles and riddles to "escape." This activity promotes problem-solving, collaboration, and strategic thinking.

4. Build a tower : Provide limited resources and challenge teams to build the tallest tower within a timeframe. This game enhances teamwork, creativity, and adaptability.

5. Reverse brainstorming: Teams brainstorm ideas on how to create a problem rather than solve one. This unconventional approach encourages critical thinking and promotes innovative solutions.

6. Decision dilemmas: Present teams with complex scenarios requiring tough decisions. As they discuss and justify their choices, participants enhance their decision-making and ethical reasoning skills.

7. Role reversal: Participants switch roles within the team, allowing everyone to experience leadership from different perspectives. This game fosters empathy, understanding, and appreciation for different roles in the leadership journey.

8. Communication web : Teams stand in circles and pass a ball of yarn while sharing a leadership lesson or experience. This creates a visual representation of interconnectedness and effective communication.

9. Storytelling relay: Teams collaborate to create a cohesive story, with each participant adding a sentence. This game improves communication, creativity, and adaptability as the story evolves.

10. Scavenger hunt: Organize a workplace scavenger hunt with leadership-related clues and challenges. This game encourages teamwork, problem-solving, and quick decision-making.

11. Leadership charades: Participants act out leadership traits or scenarios without using words. This fun activity enhances nonverbal communication skills and engages creativity.

12. Personality profiling : Use personality assessment tools to categorize participants into different personality types. Teams must then collaborate to solve challenges using the strengths of each type.

13. Innovation tournament: Teams compete to develop and pitch innovative ideas for a specific challenge. This game promotes creativity, strategic thinking, and effective presentation skills.

These leadership games inject a sense of excitement and interactivity into leadership development. They offer opportunities for team leaders and members to practice crucial skills, learn from each other, and cultivate a culture of growth, collaboration, and effective leadership within the workplace.

What is leadership accountability?

Group of employees prepping for a presentation

Leadership accountability refers to the responsibility that leaders hold for their actions, decisions, and the outcomes they influence within an organization. It entails being answerable for the consequences of one's choices and behaviors, both to the organization's stakeholders and to the team members under their guidance. Leadership accountability is a foundational element of effective leadership, promoting transparency, trust, and ethical conduct.

Key aspects of the leadership style and accountability include:

Ownership of decisions

Leaders are accountable for the decisions they make, whether they result in success or failure. This includes acknowledging the outcomes, taking corrective action if needed, and learning from the experience.

Ethical behavior

Leaders are expected to uphold the organization's values and ethical standards. They must make decisions that align with these principles and set an example for their team members.

Transparency

Leaders must communicate openly about their decisions , actions, and the rationale behind them. Transparency fosters trust among team members and stakeholders.

Performance results

Leaders are accountable for the performance of their teams and projects. They must set clear expectations, provide resources, and actively support their team members in achieving their goals.

Resource allocation

Leaders allocate resources such as time, budget, and manpower. They are responsible for optimizing resource utilization and ensuring fair distribution.

Effective leaders are accountable for clear and effective communication within the organization. They must ensure that information flows seamlessly between different levels and departments.

Recognition and rewards

Leaders are responsible for recognizing and rewarding team members' achievements . This demonstrates appreciation and motivates individuals to excel.

Long-term vision

Leaders are accountable for guiding the organization toward its long-term goals. They must align their decisions with the company's vision and contribute to its overall success.

Crisis management

In times of crisis, leaders must take responsibility for managing the situation and minimizing its impact on the organization and its stakeholders .

Feedback and improvement

Leaders are accountable for providing constructive feedback to their team members and actively contributing to their professional development.

Leadership accountability creates a culture of responsibility, where leaders take ownership of their roles and contribute to the organization's growth and success.

When leaders demonstrate accountability, they foster a sense of trust, empowerment, and alignment among their team members, resulting in higher morale , improved performance, and a positive work environment.

Top 10 leadership accountability activities you should try in your workplace

Employees strategizing with the recent statistics

Fostering leadership accountability within the workplace is crucial for building a culture of responsibility and transparency. Here are ten effective activities that organizations can implement to promote leadership accountability:

1. Case study analysis: Provide leaders with real or hypothetical case studies that involve ethical dilemmas or complex decisions. Encourage them to analyze the situations, propose solutions, and discuss the accountability implications of their chosen actions.

2. 360-degree feedback: Implement a 360-degree feedback process where leaders receive feedback from their peers, direct reports, and supervisors. This helps leaders gain insights into their strengths and areas for improvement while fostering a culture of open communication.

3. Accountability pledge: Have leaders create a personal accountability pledge, outlining their commitment to ethical behavior, transparent communication, and responsible decision-making. Display these pledges prominently as a visible reminder.

4. Scenario role-playing: Organize role-playing exercises where leaders are presented with challenging scenarios requiring them to make decisions on the spot. This activity enhances their ability to think on their feet and take responsibility for their choices.

5. Ownership simulation: Divide leaders into teams and assign them hypothetical projects. Throughout the simulation, introduce unexpected challenges and setbacks. This activity emphasizes the importance of taking ownership, adapting to change, and finding solutions.

6. Accountability workshops: Conduct workshops focused on accountability concepts, such as the RACI (Responsible, Accountable, Consulted, Informed) matrix. Teach leaders how to define roles and responsibilities clearly to prevent confusion and foster accountability.

7. Accountability circles: Form small groups of leaders who meet regularly to discuss their challenges, successes, and strategies for enhancing accountability. This peer-to-peer support system encourages shared learning and accountability.

8. Goal-setting accountability: Train leaders to set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals for themselves and their teams. Regularly review progress to ensure accountability for achieving these objectives.

9. Accountability reflection journals: Encourage leaders to maintain accountability journals where they reflect on their decisions, actions, and outcomes. This self-reflection promotes continuous improvement and self-awareness.

10. Accountability rewards: Introduce a recognition program that rewards leaders who demonstrate exemplary accountability in their roles. Recognize their efforts through awards, certificates, or public acknowledgments.

These activities promote leadership accountability by creating opportunities for self-assessment, skill development, and open communication.

By engaging leaders in these initiatives, organizations can establish a culture of accountability that extends to all levels, enhancing performance, trust, and the overall success of the workplace.

In the dynamic realm of professional development, the incorporation of leadership games emerges as a beacon of innovation and efficacy. These 13 best leadership games for employee skill development underscore the profound impact that experiential learning can have on honing leadership competencies.

As organizations continue to evolve in response to changing market trends and employee expectations, these games offer a potent tool to nurture a new generation of leaders.

The convergence of gamification, skill enhancement, and team dynamics fosters a holistic approach to leadership growth, resulting in leaders who are not only adept at decision-making and communication but also equipped to navigate the complexities of the modern workplace.

With these games as a cornerstone, organizations can forge a path toward sustainable success, where leadership excellence is not just a goal but an ingrained aspect of their culture, driving growth, innovation, and organizational resilience.

Kailash Ganesh

Kailash Ganesh

Kailash is a Product Marketer with 5+ years of experience. He loves story-telling in the simplest way possible and he is an avid reader, movie buff, and likes to travel new places to meet new people.

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14 Best Team Building Problem Solving Group Activities For 2024

The best teams see solutions where others see problems. A great company culture is built around a collaborative spirit and the type of unity it takes to find answers to the big business questions.

So how can you get team members working together?

How can you develop a mentality that will help them overcome obstacles they have yet to encounter?

One of the best ways to improve your teams’ problem solving skills is through team building problem solving activities .

“86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.” — Bit.AI

These activities can simulate true-to-life scenarios they’ll find themselves in, or the scenarios can call on your employees or coworkers to dig deep and get creative in a more general sense.

The truth is, on a day-to-day basis, you have to prepare for the unexpected. It just happens that team building activities help with that, but are so fun that they don’t have to feel like work ( consider how you don’t even feel like you’re working out when you’re playing your favorite sport or doing an exercise you actually enjoy! )

Team Building Problem Solving Group Activities

What are the benefits of group problem-solving activities?

The benefits of group problem-solving activities for team building include:

  • Better communication
  • Improved collaboration and teamwork
  • More flexible thinking
  • Faster problem-solving
  • Better proactivity and decision making

Without further ado, check out this list of the 14 best team-building problem-solving group activities for 2024!

Page Contents (Click To Jump)

Popular Problem Solving Activities

1. virtual team challenge.

Virtual Team Challenges are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team brainstorming, discussing, and creating solutions for a given problem.

Participants work both individually and collaboratively to come up with ideas and strategies that will help them reach their goals.

Why this is a fun problem-solving activity: Participants can interact and communicate with each other in a virtual environment while simultaneously engaging with the problem-solving activities. This makes it an enjoyable experience that allows people to use their creative thinking skills, build team spirit, and gain valuable insights into the issue at hand.

Problem-solving activities such as Virtual Team Challenges offer a great way for teams to come together, collaborate, and develop creative solutions to complex problems.

2. Problem-Solving Templates

Problem-Solving Templates are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team utilizing pre-made templates and creating solutions for a given problem with the help of visual aids.

This activity is great for teams that need assistance in getting started on their problem-solving journey.

Why this is a fun problem-solving activity: Problem-Solving Templates offer teams an easy and stress-free way to get the creative juices flowing. The visual aids that come with the templates help team members better understand the issue at hand and easily come up with solutions together.

This activity is great for teams that need assistance in getting started on their problem-solving journey, as it provides an easy and stress-free way to get the creative juices flowing.

Problem Solving Group Activities & Games For Team Building

3. coworker feud, “it’s all fun and games”.

Coworker Feud is a twist on the classic Family Feud game show! This multiple rapid round game keeps the action flowing and the questions going. You can choose from a variety of customizations, including picking the teams yourself, randomized teams, custom themes, and custom rounds.

Best for: Hybrid teams

Why this is an effective problem solving group activity: Coworker Feud comes with digital game materials, a digital buzzer, an expert host, and a zoom link to get the participants ready for action! Teams compete with each other to correctly answer the survey questions. At the end of the game, the team with the most competitive answers is declared the winner of the Feud.

How to get started:

  • Sign up for Coworker Feud
  • Break into teams of 4 to 10 people
  • Get the competitive juices flowing and let the games begin!

Learn more here: Coworker Feud

4. Crack The Case

“who’s a bad mamma jamma”.

Crack The Case is a classic WhoDoneIt game that forces employees to depend on their collective wit to stop a deadly murderer dead in his tracks! Remote employees and office commuters can join forces to end this crime spree.

Best for: Remote teams

Why this is an effective problem solving group activity: The Virtual Clue Murder Mystery is an online problem solving activity that uses a proprietary videoconferencing platform to offer the chance for employees and coworkers to study case files, analyze clues, and race to find the motive, the method, and the individual behind the murder of Neil Davidson.

  • Get a custom quote here
  • Download the app
  • Let the mystery-solving collaboration begin!

Learn more here: Crack The Case

5. Catch Meme If You Can

“can’t touch this”.

Purposefully created to enhance leadership skills and team bonding , Catch Meme If You Can is a hybrid between a scavenger hunt and an escape room . Teammates join together to search for clues, solve riddles, and get out — just in time!

Best for: Small teams

Why this is an effective problem solving group activity: Catch Meme If You Can is an adventure with a backstory. Each team has to submit their answer to the puzzle in order to continue to the next part of the sequence. May the best team escape!

  • The teams will be given instructions and the full storyline
  • Teams will be split into a handful of people each
  • The moderator will kick off the action!

Learn more here: Catch Meme If You Can

6. Puzzle Games

“just something to puzzle over”.

Puzzle Games is the fresh trivia game to test your employees and blow their minds with puzzles, jokes , and fun facts!

Best for: In-person teams

Why this is an effective problem solving group activity: Eight mini brain teaser and trivia style games include word puzzles, name that nonsense, name that tune, and much more. Plus, the points each team earns will go towards planting trees in the precious ecosystems and forests of Uganda

  • Get a free consultation for your team
  • Get a custom designed invitation for your members
  • Use the game link
  • Dedicated support will help your team enjoy Puzzle Games to the fullest!

Learn more here: Puzzle Games

7. Virtual Code Break

“for virtual teams”.

Virtual Code Break is a virtual team building activity designed for remote participants around the globe. Using a smart video conferencing solution, virtual teams compete against each other to complete challenges, answer trivia questions, and solve brain-busters!

Why this is an effective problem solving group activity: Virtual Code Break can be played by groups as small as 4 people all the way up to more than 1,000 people at once. However, every team will improve their communication and problem-solving skills as they race against the clock and depend on each other’s strengths to win!

  • Reach out for a free consultation to align the needs of your team
  • An event facilitator will be assigned to handle all of the set-up and logistics
  • They will also provide you with logins and a play-by-play of what to expect
  • Sign into the Outback video conferencing platform and join your pre-assigned team
  • Lastly, let the games begin!

Learn more here: Virtual Code Break

8. Stranded

“survivor: office edition”.

Stranded is the perfect scenario-based problem solving group activity. The doors of the office are locked and obviously your team can’t just knock them down or break the windows.

Why this is an effective problem solving group activity: Your team has less than half an hour to choose 10 items around the office that will help them survive. They then rank the items in order of importance. It’s a bit like the classic game of being lost at sea without a lifeboat.

  • Get everyone together in the office
  • Lock the doors
  • Let them start working together to plan their survival

Learn more here: Stranded

9. Letting Go Game

“for conscious healing”.

The Letting Go Game is a game of meditation and mindfulness training for helping teammates thrive under pressure and reduce stress in the process. The tasks of the Letting Go Game boost resiliency, attentiveness, and collaboration.

Why this is an effective problem solving group activity: Expert-guided activities and awareness exercises encourage team members to think altruistically and demonstrate acts of kindness. Between yoga, face painting, and fun photography, your employees or coworkers will have more than enough to keep them laughing and growing together with this mindfulness activity!

  • Reach out for a free consultation
  • A guide will then help lead the exercises
  • Let the funny videos, pictures, and playing begin!

Learn more here: Letting Go Game

10. Wild Goose Chase

“city time”.

Wild Goose Chase is the creative problem solving activity that will take teams all around your city and bring them together as a group! This scavenger hunt works for teams as small as 10 up to groups of over 5000 people.

Best for: Large teams

Why this is an effective group problem solving activity: As employees and group members are coming back to the office, there are going to be times that they’re itching to get outside. Wild Goose Chase is the perfect excuse to satisfy the desire to go out-of-office every now and then. Plus, having things to look at and see around the city will get employees talking in ways they never have before.

  • Download the Outback app to access the Wild Goose Chase
  • Take photos and videos from around the city
  • The most successful team at completing challenges on time is the champ!

Learn more here: Wild Goose Chase

11. Human Knot

“for a knotty good time”.

Human-knot

The Human Knot is one of the best icebreaker team building activities! In fact, there’s a decent chance you played it in grade school. It’s fun, silly, and best of all — free!

Why this is an effective group problem solving activity: Participants start in a circle and connect hands with two other people in the group to form a human knot. The team then has to work together and focus on clear communication to unravel the human knot by maneuvering their way out of this hands-on conundrum. But there’s a catch — they can’t let go of each other’s hands in this team building exercise.

  • Form a circle
  • Tell each person to grab a random hand until all hands are holding another
  • They can’t hold anyone’s hand who is directly next to them
  • Now they have to get to untangling
  • If the chain breaks before everyone is untangled, they have to start over again

Learn more here: Human Knot

12. What Would You Do?

“because it’s fun to imagine”.

Team-building-activity

What Would You Do? Is the hypothetical question game that gets your team talking and brainstorming about what they’d do in a variety of fun, intriguing, and sometimes, whacky scenarios.

Best for: Distributed teams

Why this is an effective group problem solving activity: After employees or coworkers start talking about their What Would You Do? responses, they won’t be able to stop. That’s what makes this such an incredible team building activity . For example, you could ask questions like “If you could live forever, what would you do with your time?” or “If you never had to sleep, what would you do?”

  • In addition to hypothetical questions, you could also give teammates some optional answers to get them started
  • After that, let them do the talking — then they’ll be laughing and thinking and dreaming, too!

13. Crossing The River

“quite the conundrum”.

Crossing-the-river

Crossing The River is a river-crossing challenge with one correct answer. Your team gets five essential elements — a chicken, a fox, a rowboat, a woman, and a bag of corn. You see, the woman has a bit of a problem, you tell them. She has to get the fox, the bag of corn, and the chicken to the other side of the river as efficiently as possible.

Why this is an effective group problem solving activity: She has a rowboat, but it can only carry her and one other item at a time. She cannot leave the chicken and the fox alone — for obvious reasons. And she can’t leave the chicken with the corn because it will gobble it right up. So the question for your team is how does the woman get all five elements to the other side of the river safely in this fun activity?

  • Form teams of 2 to 5 people
  • Each team has to solve the imaginary riddle
  • Just make sure that each group understands that the rowboat can only carry one animal and one item at a time; the fox and chicken can’t be alone; and the bag of corn and the chicken cannot be left alone
  • Give the verbal instructions for getting everything over to the other side

14. End-Hunger Games

“philanthropic fun”.

Does anything bond people quite like acts of kindness and compassion? The End-Hunger Games will get your team to rally around solving the serious problem of hunger.

Best for: Medium-sized teams

Why this is an effective problem solving group activity: Teams join forces to complete challenges based around non-perishable food items in the End-Hunger Games. Groups can range in size from 25 to more than 2000 people, who will all work together to collect food for the local food bank.

  • Split into teams and compete to earn boxes and cans of non-perishable food
  • Each team attempts to build the most impressive food item construction
  • Donate all of the non-perishable foods to a local food bank

Learn more here: End-Hunger Games

People Also Ask These Questions About Team Building Problem Solving Group Activities

Q: what are some problem solving group activities.

  • A: Some problem solving group activities can include riddles, egg drop, reverse pyramid, tallest tower, trivia, and other moderator-led activities.

Q: What kind of skills do group problem solving activities & games improve?

  • A: Group problem solving activities and games improve collaboration, leadership, and communication skills.

Q: What are problem solving based team building activities & games?

  • A: Problem solving based team building activities and games are activities that challenge teams to work together in order to complete them.

Q: What are some fun free problem solving games for groups?

  • A: Some fun free problem solving games for groups are kinesthetic puzzles like the human knot game, which you can read more about in this article. You can also use all sorts of random items like whiteboards, straws, building blocks, sticky notes, blindfolds, rubber bands, and legos to invent a game that will get the whole team involved.

Q: How do I choose the most effective problem solving exercise for my team?

  • A: The most effective problem solving exercise for your team is one that will challenge them to be their best selves and expand their creative thinking.

Q: How do I know if my group problem solving activity was successful?

  • A: In the short-term, you’ll know if your group problem solving activity was successful because your team will bond over it; however, that should also translate to more productivity in the mid to long-term.

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People Management

10 leadership games to build and develop your skills.

ClickUp Contributor

February 19, 2024

Aspiring to lead with clarity, motivate with purpose, and drive results? While leadership positions come with titles, the leadership qualities that underpin them can be cultivated by anyone. But how do you develop these abilities in a dynamic and engaging way?

This post introduces 10 strategic leadership games designed to hone your communication, problem-solving, and collaborative strengths. After all, there’s no better way to indulge in group activities that build camaraderie and instill confidence. Happier teams work more productively and help create a more supportive work environment. 

Let’s explore the best leadership games to help you and your team put your best foot forward and work better as a squad. But first, a primer. 

What Are Leadership Games and Their Uses

1. leadership race: step up and prove your skills, 2. survival showdown: pick and choose, 3. just 99 seconds: can you make the call, 4. magic carpet: teamwork takes flight, 5. marshmallow mania: teamwork builds towers, 6. silver lining: find the ray of light in every challenge, 7. human knot: untangle your team spirit, 8. spot the change: sharpen your team’s observational skills, 9. shark tank: company edition , 10. feedback loop: walk a mile in their shoes, leadership games for employee retention and team building, developing and improving your leadership skills with clickup, leadership games—more than just fun and games, common faqs.

Leadership games are specifically designed to enhance team outcomes such as collaboration, problem-solving, communication, teamwork, and much more. These games create an environment for experimental learning, which is both fun and educational.

These fun exercises encourage you to adopt the leadership abilities of strategic thinking, effective communication, and better collaboration at your workplace while having a blast throughout! 

The significance of leadership games

Leadership games provide a safe space to practice, experiment, and make mistakes without real-world consequences! They simulate workplace scenarios and break down complex concepts into bite-sized challenges, making learning enjoyable and effective. 

You’ll be surprised how much you can learn and gain through some friendly workplace competition. When you hone your essential leadership skills through these games as your guide, you’ll find yourself better equipped to face any challenge that comes your way as a team leader.

Playful learning, powerful results

Leadership games and leadership development activities aren’t just for corporate training rooms. They’re effective in various settings, regardless of your leadership philosophy or work style :

  • Classrooms: Help team members learn to develop teamwork, problem-solving, and communication strategies in a fun and interactive way
  • Human resources: Identify potential leaders, assess critical skills during interviews, and even onboard new employees with engaging activities
  • Crisis management: Help your teams return to work stronger after black swan events such as the COVID pandemic, and train teams to make quick decisions, communicate effectively, and stay calm under pressure through simulated scenarios

Use games to unlock leadership potential

Fun leadership games act as drills for refining crucial skills such as:

  • Decision-making: Helps you navigate complex work situations
  • Active listening: Empowers you to hear what others are saying and respond effectively
  • Empathy: Makes you understand and connect with your team members on a deeper level

Whether you’re an emerging leader or an experienced professional, these games can ignite your creativity, bolster your confidence, and equip you with the tools to navigate the leadership journey better. 

10 Leadership Games to Grow as a Leader

Ready to play leadership games with your team? Here’s a quick list to get you started. Get your game face on!

This fast-paced game reveals who has the mettle to tackle leadership challenges. Here’s how it works:

  • Line up : Players stand shoulder-to-shoulder, ready to show their leadership styles and potential
  • Trait-calling: A non-participant calls out a trait of successful leadership—such as innovation, communication, trustworthiness, resilience, ethics, emotional intelligence, proactiveness, and inspiration—based on the organization’s leadership criteria
  • Explain and convince : Players who believe the trait applies to them step forward and explain why they think so
  • Judge and repeat : A panel judges the explanations and if found valid, the player stays in the lineup; if not, they step back. The game proceeds with new traits
  • The winner : The player with the most valid explanations and who remains in the lineup wins

This game is all about quick thinking, clear communication, and demonstrating your essential leadership skills and qualities. Even if you don’t win, you’ll hone your skills—making it a win for everyone!

The challenge : Imagine you’re stranded after a plane crash or lost at sea. What five essential items would you grab to survive? This game will help you hone your firefighting skills and teach you to navigate chaotic workplace situations smoothly. 

  • Form your team: The players form leadership groups and smaller crews
  • Scenarios: The survival situation (such as a shipwreck or desert island) and the limited time available for choosing their items are announced
  • Survival essentials: Each team huddles to strategize and pick their top five survival tools, fostering the skills of critical thinking, problem-solving, and communication under pressure
  • Why it matters: Teams present their selection and explain their reasoning
  • Leadership emerges: Leaders take charge, guide discussions, and advocate for their team’s best interests

Survival Showdown isn’t just about picking items; it’s about practicing leadership skills. Teams learn to think critically, solve problems, communicate effectively, and build consensus, gaining valuable experience in decision-making, teamwork, and leadership. 

The objective of this fast-paced game is to sharpen your leadership skills under pressure.

The challenge: Each round presents a leadership crisis (such as a product flaw, a PR nightmare, or leakage of customer data). The player has 99 seconds to

  • Decide: What’s your immediate action plan
  • Prioritize: What’s most critical to address first
  • Communicate: Clearly explain your decision and reasoning

Just 99 Seconds helps develop crucial leadership skills such as quick thinking, prioritization, clear communication, and the ability to stay calm and decisive under pressure.

The challenge: Flip a rug together without stepping off!

  • The group is divided into teams (the team size depends on the rug size)
  • A large rug is spread out for each team to stand on
  • Each team has to flip the rug to the other side, but they are not allowed to step off. One foot out and the team has to start over
  • The first team to flip the rug wins the game

Leadership learnings flourish as teams learn to build interpersonal communication, collaboration, and confidence.

Magic Carpet also teaches employees to slow down, plan, and execute as a unit, think outside the box, and adopt strategies on the fly.

The challenge: Build the tallest freestanding structure using only spaghetti, tape, string, marshmallows, and (optional) toothpicks.

  • Divide your team into small groups
  • Gather the construction supplies
  • Unleash your inner engineer: collaborate, strategize, and build the tallest structure you can 
  • Top it off: carefully place the marshmallow on your masterpiece
  • Put a challenging time limit to add some adrenaline
  • The team with the tallest, marshmallow-topped tower wins

Leadership lessons in Marshmallow Mania include collaboration (communicate, delegate tasks, and build together), creative thinking (break the mold and build beyond limits), and problem-solving (adapt, refine, and reach new heights of leadership excellence).

The challenge: Flip the script on negativity! In pairs, share a past project experience with one positive and one negative aspect. Then swap roles and find the silver lining in each other’s stories.

  • Grab a partner, preferably someone you’ve worked with on a project before
  • Start (one person) sharing a project experience with a negative outcome
  • Your partner becomes the ‘silver lining detective’ and has to find the positive aspects and hidden learnings in that experience
  • Switch roles and repeat the process with your partner’s experience

Silver Lining fosters positivity, interpersonal skills, and team motivation , which are key to developing leadership skills. It builds empathy by letting you see things from different perspectives. Plus, the realization dawns—that learning from past experiences, even negative ones, is crucial for growth.

The challenge: Can your team work together to untangle a human knot using only communication and teamwork?

  • Gather your team in a small circle, making them stand shoulder-to-shoulder
  • Reach across and grab someone’s right hand opposite to you in the circle
  • Now reach with your left hand and grab another person’s left hand, but not that of someone next to you
  • Begin untangling yourselves without breaking the chain
  • Watch as leaders naturally step up to guide, strategize, and communicate the path to victory

Human Knot fosters team collaboration even if the participants are not familiar with each other. Leaders guide the others with clear and concise instructions, encouraging the participants to think creatively and build trust with each other.

The challenge: Can you spot the subtle changes in your teammates? This classic game tests your observation skills and teamwork.

  • Form two lines to face each other
  • Take a few minutes to observe your teammates standing across from you and memorize their appearance
  • Turn around to block your view, and it’s now time for transformations
  • Let your teammates in the opposite line discreetly change their appearance, such as their clothing, hairstyle, accessories, or glasses
  • Turn around and begin working with your team to identify all the changes. There will be negative marking for any missed changes
  • Swap roles—now it’s your turn to change appearances and test your teammates’ observation skills
  • The team with the fewest points deducted wins the game

Spot the Change emphasizes the need for leaders to notice details—both big and small—as well as non-verbal cues. Retaining information is crucial for effective leadership and strategic planning. So, working together, sharing observations, and reaching consensus are key to winning the game.

The challenge: Pitch bold solutions to real company problems, win ‘investment’ from executive ‘sharks’, and unleash your inner intrapreneur! 

  • Sharks: Three executives form the jury that evaluates pitches made by the participants based on impact, feasibility, and cost
  • Time: Participants are allotted 60 minutes to research, craft, and rehearse a 3-minute pitch for a chosen company challenge

Participants can prepare a version of their business model canvas using ClickUp’s Project Scope Whiteboard Template

  • Pitch time (3 minutes): Each participant presents their solution, highlighting the problem, impact, and benefits
  • Q&A (5 minutes): The sharks dive deep into Q&A to discuss concerns and request clarifications in real time
  • Swim or sink: The sharks defend their solution, address concerns, and reiterate its value
  • Investment decision: The sharks deliberate privately and anonymously decide on the most promising solutions
  • Boardroom feedback: The sharks provide constructive feedback, highlighting strengths, areas for improvement, and resource allocation details
  • Collective learning: The sharks facilitate a group discussion to share key takeaways, analyze common themes, and discuss the next steps

With Shark Tank: Company Edition , players learn to collaborate on data-driven solutions. This exercise creates an engaged workforce that is empowered to drive innovation and solve company challenges.

The challenge: Make your feedback game more interesting by experiencing it from the other side! This role-reversal leadership exercise builds empathy, improves communication skills, and teaches leaders to see things from different perspectives.

  • Scenario bank: Create a document with pre-loaded real-life situations such as missed deadlines, project delays, team conflict, and poor work quality
  • Pair up: Participants are divided into pairs
  • Choose scenarios: Real-life work situations where constructive feedback could be given are selected from the document
  • Roleplay the scene: Each pair acts out their assigned scenario, focusing on how feedback is usually delivered and received
  • Flip roles: Managers give feedback as if they were employees, and employees provide feedback from a leadership perspective
  • Create feedback forms: Forms are designed for anonymous feedback after each role-play, and responses are analyzed for actionable insights
  • Close the loop: Tasks are created directly from the feedback forms, progress is tracked, and feedback translates into positive change

While playing Feedback Loop , stepping into one another’s shoes builds understanding and compassion. Leaders learn to appreciate employee perspectives while giving valuable feedback. Employees too feel confident and encouraged to express concerns and offer suggestions.

Leadership games and activities are not only fun and engaging, but they also pack a powerful punch when it comes to enhancing team dynamics and improving employee retention.  

Impact of leadership games on team building 

Leadership games help in breaking down departmental silos. They encourage employees to develop leadership skills and concepts further through team-building exercises where they learn to solve challenges and celebrate their wins.

Games like Feedback Loop , Shark Tank: Company Edition , and Human Knot are designed to spark and develop communication skills, problem-solving, and trust-building, along with lots of enjoyment and laughter!

These shared experiences forge lasting bonds and memories and bring fresh enthusiasm to your team, who learn to work together like a more focused and united group.

Leadership games boost the morale and spirit of your team leaders as well. Winning a challenge feels amazing and brings everyone closer., even if they have different leadership styles 

Influence of leadership games on employee retention

Playing leadership games shows your employees that you care—about their professional growth, personal development, and workplace happiness. These games are a great way of boosting a positive work environment and reducing employee turnover. 

Think about it: rather than a snooze-fest of a lecture on communication, a role-playing game where everyone gets to participate sounds so much more engaging!

Games combat boredom and monotony and ensure your employees stay excited and motivated. This sends a clear message that says, “We want you to succeed and have fun doing it!”

If you thought teamwork quotes were great at helping you motivate your team, leadership games will only take the inspiration a notch higher!

Being a great leader is a constant juggling act. Deadlines loom large, team members need attention, and strategic planning pulls you in multiple directions. How do you tame the cognitive overload? 

It’s simple: use ClickUp!

ClickUp’s project management features

Think of ClickUp’s project management features as your personalized leadership command center. It’s not just about managing or delegating tasks; it’s about increasing your self-awareness as an effective leader too. Here’s how you can do this:

1. Simplifying team communication

  • Ditch the email chaos: Keep your team aligned with Chat in ClickUp and have discussions with your team within your workspace, minus the distraction to and fro of email updates
  • Transparency is key: Use ClickUp Docs to document and organize information for your team to refer to readily. Share them and make changes to them in real-time along with all your team members, thanks to collaborative editing features

ClickUp Docs

  • Feedback is a gift: Use ClickUp’s Employee Feedback Template to gather feedback from your team, helping you identify areas for improvement and foster a culture of open communication

Use ClickUp's Employee Feedback Template to gather feedback from employees

2. Mastering the art of delegation

  • Delegate like a pro: Assign tasks with clear instructions, deadlines, and priorities using ClickUp Tasks
  • Empower your team: Give them ownership of their projects and track their progress using ClickUp Dashboards . It will help you allocate resources based on your team’s experience and gather insights for better decision-making
  • Celebrate wins together: Use @mentions to recognize individual and team achievements. It’s like giving your team a virtual high-five that strengthens their spirit and keeps everyone engaged

ClickUp Dashboard

3. Leveling up your organization skills

  • Plan like a champion: Create comprehensive leadership development plans with ClickUp Goals , breaking down significant objectives into actionable steps
  • Never miss an event: Schedule meetings set reminders, and manage your calendar seamlessly within the ClickUp Calendar view , as it helps you stay organized and on top of your tasks

ClickUp Calendar view

ClickUp isn’t just a tool; it’s your partner in leadership growth. So ditch the spreadsheets and outdated methods and embrace the power of ClickUp to unlock your full leadership potential! 

There’s more to leadership games than evaluating shark tank pitches and building marshmallow towers (although, let’s be honest, those are pretty fun too).

The real takeaway is that these games are an enjoyable way to exercise essential skills like communication, problem-solving, and collaboration in your leadership training journey.

Here’s why you should champion more leadership games in your team:

  • They break down barriers: Games create a level playing field where executives with diverse management styles can participate and shine, regardless of seniority or personality
  • They spark creativity and innovation: Games encourage creative thinking and coming up with innovative solutions
  • They’re plain fun: Since people love playing games, having an engaging atmosphere at the workplace improves employee morale and boosts team spirit

Moreover, leadership games aren’t just for team benefits; they have a ripple effect that impacts your entire organization and its ecosystem. 

Your investors, clients, and stakeholders rely on strong and united team leaders.

  • Investors feel confident knowing their investment is backed by a collaborative, innovative team
  • Clients appreciate working with a well-coordinated team that delivers consistent results 
  • Stakeholders trust a team that tackles challenges head-on with effective communication and problem-solving skills

So, consider leadership games as an investment in your team’s success, which ultimately translates into the success of your entire organization. 

The next time you want to boost your team’s skills and morale, skip the boring lecture and grab some rugs and marshmallows!

And while you’re at it, use ClickUp’s features to manage things better. 

Ready to hone your leadership skills? Start your free ClickUp trial today!

1. What are leadership games?

Leadership games involve interactive activities to develop essential skills like communication, problem-solving, and collaboration. They’re a powerful tool for building stronger, more successful teams.

2. What are situational leadership activities?

Situational leadership activities focus on adapting game experiences to each individual’s skill level and needs. These activities help future leaders hone their ability to flex their leadership style and support each team member at their unique development stage. 

3. What is the 30 Seconds Left leadership game?

While the specific details of 30 Seconds Left may vary, one version of the game involves encouraging participants to share their favorite memory and then choose a specific 30-second moment from that memory to share with the group. 

This activity aims to encourage clear communication, encourage participants, and promote emotional expression.

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Using the leadership dilemmas

An issue of risk management, dealing with two internal applicants, when data signals change is needed, a challenge for the board, who owns the problem, when beliefs are challenged, a matter of performance, first-time principal in the swamp, personal cost of change, too much advice.

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Leadership dilemmas

Real-life stories that focus on a dilemma or complex situation that leaders are likely to face in their professional lives. 

These stories come from experienced New Zealand school principals. Each story is about a situation they have managed through to a resolution. 

Solving complex problems

Video courtesy of Conexus Education on YouTube

This section backgrounds useful information about working through the leadership dilemmas on this page.

A camp safety issue in a school is complicated by existing tensions. An intermediate principal questions whether in trying to solve one issue she has exposed students and the school to an unacceptable level of risk.

The assistant principal of the senior school goes on study leave so an acting AP position becomes available. Two internal applicants apply and the appointment decision made causes ripples which last the whole year.

A school has had a number of principals, and some years ago was deemed at risk. At that time the school had been in the public spotlight over poor ERO reports and conflict over governance and management issues. Since then the school has moved on to a much happier time. It has enjoyed roll growth, has built a good reputation and is well regarded in the community. A new and experienced principal takes up a position at a school. She finds that, despite appearances, all is not well with the literacy programme.

Soon after being elected for the first time, a board member begins his tenure by criticising the procedures and systems of the board and school. He makes direct contact with the principal, demands information from the office staff, and makes life difficult for other members of the board. The principal is at a loss to know what to do.

A parent is always criticising the school, gossiping about teachers and other parents. At times she has had arguments with parents in the school grounds and on several occasions has directly approached children and told them off. She disagrees with the ways teachers are teaching her child and makes a formal complaint to the board.

A first-time principal encounters a child with major behaviour issues that require immediate action for the safety of the child, other children and the well-being of the child’s teacher.

A teacher disagrees with the findings of a performance management observation (PMO) undertaken by the assistant principal. The principal and assistant principal are certain that the findings of the observation are accurate. They insist that the findings of the observation stay on the teacher’s record. The teacher had been involved in a number of disputes with the school management in her years of employment. She had been difficult to work with and the school principal was tired of her behaviour.

A teacher accepts an acting principal position at a new school. It is a low decile school of about 400 students, with a bilingual whānau operating alongside the mainstream classes. There is widespread inadequacy in both the quality of teaching and learning and school systems and structures, including governance.

An experienced principal at a new school tries to bring about changes that will lead to a more supportive and inclusive professional culture for the improvement of teaching and learning. The staff are resistant to the changes and wish to continue with the status quo. The four-year change process was more complex, longer than expected, and resulted in much stress and heartache. It caused the principal to question her values, beliefs, and leadership style.

An adviser has become extremely attached to a child with high health needs and his family. She sees input from other professionals as challenging her knowledge and understanding of what is best for the child.

The praxis of dilemma management

by Carol Cardno

In this journal article Professor Carol Cardno from UNITEC in Auckland alerts readers to how common dilemmas (sticky situations) are for school leaders, especially as they take on the responsibility for improving the learning outcomes of all students.

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Situational Leadership®: What it is and how to build it

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What is Situational Leadership ® ?

Understanding the Situational Leadership ®  model

What are the four styles of Situational Leadership ® ?

What are some examples of when a situational leadership ® style might best be used, what are the qualities of a situational leader.

What are some Situational Leadership ® examples?

Why is Situational Leadership ® effective?

What are the disadvantages of situational leadership ® .

Situational Leadership ® examples are all around you.

Just think back to early in your career.

Did you have a manager who explained things to you , guided you, and helped you in your role? When you didn't have much experience, this type of management style could have been instrumental to your success and career growth .

Fast forward to later in your career. You've gained the knowledge, skills , and expertise to fulfill your role and meet your goals with ease . In this scenario, you appreciate a manager that takes a more hands-off approach. One who empowers you to make your own decisions.

Different levels of expertise require different management styles . So, too, can different situations or tasks. A manager might let a high performer  take charge of their own project. In contrast, a high-profile project or a crisis might dictate that a manager gets more involved.

Today’s fast-changing business environment requires managers to take a nimble and situational approach to whatever is arising in their:

  • Work environment
  • Organization

That’s the goal of the Situational Leadership ® model.

Let’s discuss the importance of the Situational Leadership ® model and explore some real-world examples.

(D2C) BetterUp Blog - improve influence_half size_v2

What is Situational ® Leadership?

Any great leader knows there are a lot of variables to consider when you work with a team. Each individual has their own:

  • Background  
  • Personality
  • Learning style 

Thinking about how we adjust our style in response to these variables is how we define a Situational Leadership ® leader.

Situational Leadership ® means adapting your leadership style to each unique situation or task to meet the needs of the team or team members.

colleagues-working-in-office-situational-leadership-examples

Ken Blanchard and Paul Hersey developed the Situational Leadership ® Theory in 1969. They believe that there is no “one size fits all” leadership style. Later, it was named the Situational Leadership ® model because it provides a framework for leaders to diagnose the Performance Readiness ® level of an employee or team to perform a specific task. Once this is determined, they can adapt their leadership approach accordingly.

54 percent of leaders use only one leadership style, regardless of the situation, which means that 50 percent of the time, leaders are using the wrong leadership style to meet the needs of their people.   Ken Blanchard, Author of The One-Minute Manager

Understanding the Situational Leadership ® model

Situational Leadership ® can help managers better adapt to their work environments  and to the people they lead. The ability to adapt your leadership style is a vital skill every aspiring leader should master on their development journey .

The Situational Leadership ® model considers an employee's Performance Readiness ® level, which is their ability and willingness to perform a specific task. These can vary across different challenges  and performance areas. It also considers the amount of direction and support required from the leader .

This flexibility allows leaders to meet each situation with the leadership style that will empower their employees  and bring out the best in them.

Let’s look at an example of how the Situational Leadership ® model can be applied in the workplace.

Say you’ve got an employee under your wing that’s brand new to the company. You conclude that this new employee has little experience or expertise. In response to this, you adapt your style of leadership accordingly.

For example, instead of delegating tasks to them, you take your time and show them how to perform a task. You’ll also want to supervise them more to make sure they’re on the right track. When they gain experience and can perform the task at an acceptable level, you’ ll change your leadership style to match their new level of Performance Readiness ® for that task.

Not sure how to do this yet? Leadership coaching  can help you become a better leader no matter what leadership style you choose.  

The Situational Leadership ® model have four leadership styles. Each of these may be used, depending on the Performance Readiness ® of the team or team member performing a task .

1. Telling (S1)

Telling, or directing, is useful when a team or team member requires close supervision and regular guidance. The leader makes decisions and directs the team or team memb ers by providing high directive behavior and low supportive behavior for the task at hand. This can include providing instructions to novice team members or taking charge in an emergency .

2. Selling (S2)

Selling, or persuading , is useful when a team or team member is unable but they are willing to perform the task. The leader provides two-way communication and reinforces small successes to boost the team or team member’s participation.   Leaders using this style may help team members develop or improve their skills . This style can also encourage buy-in to a larger vision.

3. Participating (S3)

Participating, or sharing, is useful when a team or team member has the ability required to perform the task but lacks confidence or is unwilling. Leaders adopt a more democratic leadership style , letting their teams provide input in their areas of expertise, and compliment work to increase confidence.

female-employees-working-on-project-situational-leadership-examples

4. Delegating (S4)

Delegating is useful  when a team or team member has a high level of ability, confidence ,  and is self-motivated . Leaders leveraging this style will:

  • Set a vision
  • Outline desired outcomes
  • Grant clear authority

They will then take on a more supportive behavior, getting out of the way and letting their team take over.

These Situational Leadership ® styles are most effective when aligned with the matching Performance Readiness ® level of the team members for performing the specific task.

Unable and Insecure or Unwilling (R1)

These are developing team members who may not yet have the specific skill set required for a task, and are insecure or unwilling. This might call for a more directive style (S1) in which the leader tells the employee what to do, how, and when to do it.

What can help? Connect them to more experienced peers  and side-by-side direction to speed up skills development.

Unable but Confident or Willing (R2)

These are team members who may have some skills  but not at the level required to be successful in performing a task. They also aren’t fully engaged  in the mission. This often calls for a leadership style where   the leader coaches team members in problem-solving and engages them in the process (S2).

What can help?  Show commitment by recognizing their specific contributions and supporting their development needs .

Able but Insecure or Unwilling (R3)

These team members are highly skilled and sometimes have more expertise than the leader in their field. However, they may be experiencing a lack of confidence or insecurity around performing a particular task on their own for the first time.

The most appropriate leadership style to use here is one that supports team members  and encourages risk-taking (S3). The skills and knowledge of the team can be applied to the challenge at hand.

What can help?  Tap into a team member’s desire for impact and sense of meaning or purpose.

Able and Confident and Secure (R4)

These developed team members are highly skilled, often more so than the leader, and they have a high level of confidence and commitment. The leadership style that best supports this situation is delegation (S4). The leader empowers team members  to work independently toward achieving agreed-upon goals .

What can help?  Share more about organizational goals so team members can make more informed decisions.

Leaders may have a “comfort zone” or a natural tendency toward a particular management style. So might the organization. This can make it challenging to develop the full scope needed to be an effective Situational Leader.

It’s important for leaders to stretch this way, though. Different situations require different leadership styles to bring out the best results. Like we need many tools to build a house, we need multiple leadership approaches to meet the challenges of today’s changing work environment. It often takes conscious effort to develop these skills.

That said, at their core, the best situational leaders share some common qualities. A great leader should develop the following Situational Leadership ® qualities :

1. Flexibility

A situational leader  pays close attention to the changing needs  of the team, task, and organization. They adjust their leadership style as needed to bring out the best in team members and ensure successful outcomes.

2. Active listener

To understand what’s going on and meet their team’s needs, a situational leader must leverage their active listening skills . They must be patient and take the time needed to fully understand and know their team.

3. A clear sense of direction

Situational leaders must be effective at providing the level of support and direction team members need. They must know where the team needs to go and what the right next step is to get there.

4. The ability to encourage participation

Situational leaders engage in behaviors that create psychological safety . They provide opportunities for team members to share their thoughts, experiences, and input. They also have the skills required to effectively delegate authority to team members as appropriate.

5. Coaching skills

To be most effective, situational leaders need to develop their ability to coach at a wide range of developmental levels. This skill allows them to meet team members where they are and support them in getting where they need to be.

group-of-employees-work-together-situational-leadership-examples

What are some Situational Leadershi p ® examples?

Leaders such as US President Dwight D. Eisenhower, General Colin Powell, Head Coach John Wooden, and Head Coach Patricia Susan Summit can all attribute at least a part of their success to the use of a Situational Leadership ® style.

Let’s look at each of these leaders in detail.

Dwight D. Eisenhower

Dwight D. Eisenhower was the supreme allied commander during World War II . He then became the President of the United States. His success in each of these roles is often attributed to his ability to leverage different leadership styles in each situation.

During the war, he became known for his ability to balance  “the interests and egos of a galaxy of generals and political leaders.” He was also known to walk among the troops, shaking hands and boosting spirits .

His ability to adapt  to various situations and people helped him become a great diplomat and leader.

Colin Powell

Colin Powell is a former:

  • General in the US Army 
  • Secretary of state
  • National security advisor
  • Chairman of the Joint Chiefs of Staff

His roles have dictated that he be a decisive leader, and his military rank assumes that his subordinates follow orders.

Still, he believed in taking a Situational Leadership ® approach with his commanders in the army. He recognized that everyone he worked with had different:

  • Experience levels
  • Skills 

He shares , “I am a situational leader, and I adjust my style, within limits, to the strengths and weaknesses of my subordinates”. Powell further explains that he understands each human is different, and that the best leaders are those who can figure out how to get the best out of each individual.

John Wooden

John Wooden is the former UCLA men’s basketball coach . Many considered him one of the best in American history. Under his leadership, the Bruins won 10 championships, seven of them consecutive. They managed an 88-game winning streak over three seasons, despite having a team that was constantly changing.

Wooden’s ability and willingness to adjust his leadership style to adapt to the changing team dynamics and needs of his players can be summed up in his quote: “When you’re through learning, you’re through.”

Pat Summitt

Patricia Susan Summitt was head coach  of the University of Tennessee Lady Volunteer basketball team for 38 years. She was named the 11th greatest coach — of any sport — of all time .

Her college basketball team won eight national titles and over 84% of games over her 38-year career as head coach. She was also named head coach of the USA Basketball Women’s National Team that brought home the gold medal from the 1984 Olympics.

She accomplished this by:

  • Setting high standards for her team members
  • Getting to know each one
  • Pushing them to their personal limits

The Situational Leadership ® model is is a framework that can be used by leaders to assess, adjust and adapt the leadership style to meet their employee’s ability and willingness to complete an assigned task . Leaders apply the model by matching the appropriate leadership style with the Performance Readiness ® level for a team member’s assigned task that will achieve and support success.

conference-room-meeting-situational-leadership-examples

Situational leaders tend to stay in close communication  with team members. This helps them build strong relationships with the team. As a result, it creates a better work environment in which employees feel valued as individuals.

Like all leadership styles, there can be some disadvantages to Situational Leadership ® :

  • It can create confusion. Depending on how a situational leader communicates, this leadership style can cause confusion within teams and organizations. This happens if employees perceive the leader to be inconsistent in their leadership approach.
  • It is  typically focused on short-term goals. Situational leaders tend to respond to what is arising in the present moment. This can cause a disconnect from the larger vision. Good leaders will take this into account and keep long-term goals in sight, even when handling short-term issues.
  • It  risks putting too much responsibility on the leader. Situational Leadership ® requires the ability to discern and assess what’s needed in any given situation. This allows the leader to respond appropriately.

When evaluating the competence of each team member, leaders may not have all the knowledge needed to make an accurate assessment. They may even be misled, especially if an employee is trying to appear knowledgeable.

Sometimes leaders confuse emotional maturity  and confidence with experience-based maturity and competence.

Final thoughts on Situational Leadership ® examples

Can you think of any Situational Leadership ® examples you’ve come across in your career?

If you can, chances are, this type of leader made you feel supported and valued. The ability to adapt to different people and situations can make for a more versatile leader who does well in a diverse team .

But that’s not to say that other types of leadership can’t work. Every leader, as every team member, is different. Every leader has their own style, strengths, and weaknesses.

Sometimes, being aware of the different styles can make a leader more aware of their own. They can even borrow bits and pieces from each style to improve their leadership skills.

Becoming a better leader can benefit your career, team, and organization. If you’re determined to grow as a leader and individual, a BetterUp coach can help. Schedule a customized demo  today.

Situational Leadership® and Performance Readiness® are registered trademarks of Leadership Studies, Inc. dba The Center for Leadership Studies. Copyright ©2015, Leadership Studies, Inc. All Rights Reserved.

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Judy Wolf, MS, PCC

Executive & Team Coach

Coercive power at work: Examples, implications, and more

How to ace situational interview question every time, types of leadership styles to maximize your team's potential, refine your approach with these 7 leadership theories, how to tap into heart and soul to lead with more charisma, it depends. understanding the contingency theory of leadership, are people born leaders debunking the trait theory of leadership, the transactional leadership style still has a place, what makes an inclusive leader these 6 behaviors are a good start, similar articles, what is a disc assessment and how can it help your team, empathetic leadership: are empathetic leaders born or made, coaching leadership style: examples and skills to get started, principles and examples of adaptive leadership, leadership activities that encourage employee engagement, learn what participative leadership is and how to practice it, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Why Problem-Solving Skills Are Essential for Leaders in Any Industry

Business man leading team in problem-solving exercise with white board

  • 17 Jan 2023

Any organization offering a product or service is in the business of solving problems.

Whether providing medical care to address health issues or quick convenience to those hungry for dinner, a business’s purpose is to satisfy customer needs .

In addition to solving customers’ problems, you’ll undoubtedly encounter challenges within your organization as it evolves to meet customer needs. You’re likely to experience growing pains in the form of missed targets, unattained goals, and team disagreements.

Yet, the ubiquity of problems doesn’t have to be discouraging; with the right frameworks and tools, you can build the skills to solve consumers' and your organization’s most challenging issues.

Here’s a primer on problem-solving in business, why it’s important, the skills you need, and how to build them.

Access your free e-book today.

What Is Problem-Solving in Business?

Problem-solving is the process of systematically removing barriers that prevent you or others from reaching goals.

Your business removes obstacles in customers’ lives through its products or services, just as you can remove obstacles that keep your team from achieving business goals.

Design Thinking

Design thinking , as described by Harvard Business School Dean Srikant Datar in the online course Design Thinking and Innovation , is a human-centered , solutions-based approach to problem-solving and innovation. Originally created for product design, design thinking’s use case has evolved . It’s now used to solve internal business problems, too.

The design thinking process has four stages :

4 Stages of Design Thinking

  • Clarify: Clarify a problem through research and feedback from those impacted.
  • Ideate: Armed with new insights, generate as many solutions as possible.
  • Develop: Combine and cull your ideas into a short list of viable, feasible, and desirable options before building prototypes (if making physical products) and creating a plan of action (if solving an intangible problem).
  • Implement: Execute the strongest idea, ensuring clear communication with all stakeholders about its potential value and deliberate reasoning.

Using this framework, you can generate innovative ideas that wouldn’t have surfaced otherwise.

Creative Problem-Solving

Another, less structured approach to challenges is creative problem-solving , which employs a series of exercises to explore open-ended solutions and develop new perspectives. This is especially useful when a problem’s root cause has yet to be defined.

You can use creative problem-solving tools in design thinking’s “ideate” stage, which include:

  • Brainstorming: Instruct everyone to develop as many ideas as possible in an allotted time frame without passing judgment.
  • Divergent thinking exercises: Rather than arriving at the same conclusion (convergent thinking), instruct everyone to come up with a unique idea for a given prompt (divergent thinking). This type of exercise helps avoid the tendency to agree with others’ ideas without considering alternatives.
  • Alternate worlds: Ask your team to consider how various personas would manage the problem. For instance, how would a pilot approach it? What about a young child? What about a seasoned engineer?

It can be tempting to fall back on how problems have been solved before, especially if they worked well. However, if you’re striving for innovation, relying on existing systems can stunt your company’s growth.

Related: How to Be a More Creative Problem-Solver at Work: 8 Tips

Why Is Problem-Solving Important for Leaders?

While obstacles’ specifics vary between industries, strong problem-solving skills are crucial for leaders in any field.

Whether building a new product or dealing with internal issues, you’re bound to come up against challenges. Having frameworks and tools at your disposal when they arise can turn issues into opportunities.

As a leader, it’s rarely your responsibility to solve a problem single-handedly, so it’s crucial to know how to empower employees to work together to find the best solution.

Your job is to guide them through each step of the framework and set the parameters and prompts within which they can be creative. Then, you can develop a list of ideas together, test the best ones, and implement the chosen solution.

Related: 5 Design Thinking Skills for Business Professionals

4 Problem-Solving Skills All Leaders Need

1. problem framing.

One key skill for any leader is framing problems in a way that makes sense for their organization. Problem framing is defined in Design Thinking and Innovation as determining the scope, context, and perspective of the problem you’re trying to solve.

“Before you begin to generate solutions for your problem, you must always think hard about how you’re going to frame that problem,” Datar says in the course.

For instance, imagine you work for a company that sells children’s sneakers, and sales have plummeted. When framing the problem, consider:

  • What is the children’s sneaker market like right now?
  • Should we improve the quality of our sneakers?
  • Should we assess all children’s footwear?
  • Is this a marketing issue for children’s sneakers specifically?
  • Is this a bigger issue that impacts how we should market or produce all footwear?

While there’s no one right way to frame a problem, how you do can impact the solutions you generate. It’s imperative to accurately frame problems to align with organizational priorities and ensure your team generates useful ideas for your firm.

To solve a problem, you need to empathize with those impacted by it. Empathy is the ability to understand others’ emotions and experiences. While many believe empathy is a fixed trait, it’s a skill you can strengthen through practice.

When confronted with a problem, consider whom it impacts. Returning to the children’s sneaker example, think of who’s affected:

  • Your organization’s employees, because sales are down
  • The customers who typically buy your sneakers
  • The children who typically wear your sneakers

Empathy is required to get to the problem’s root and consider each group’s perspective. Assuming someone’s perspective often isn’t accurate, so the best way to get that information is by collecting user feedback.

For instance, if you asked customers who typically buy your children’s sneakers why they’ve stopped, they could say, “A new brand of children’s sneakers came onto the market that have soles with more traction. I want my child to be as safe as possible, so I bought those instead.”

When someone shares their feelings and experiences, you have an opportunity to empathize with them. This can yield solutions to their problem that directly address its root and shows you care. In this case, you may design a new line of children’s sneakers with extremely grippy soles for added safety, knowing that’s what your customers care most about.

Related: 3 Effective Methods for Assessing Customer Needs

3. Breaking Cognitive Fixedness

Cognitive fixedness is a state of mind in which you examine situations through the lens of past experiences. This locks you into one mindset rather than allowing you to consider alternative possibilities.

For instance, your cognitive fixedness may make you think rubber is the only material for sneaker treads. What else could you use? Is there a grippier alternative you haven’t considered?

Problem-solving is all about overcoming cognitive fixedness. You not only need to foster this skill in yourself but among your team.

4. Creating a Psychologically Safe Environment

As a leader, it’s your job to create an environment conducive to problem-solving. In a psychologically safe environment, all team members feel comfortable bringing ideas to the table, which are likely influenced by their personal opinions and experiences.

If employees are penalized for “bad” ideas or chastised for questioning long-held procedures and systems, innovation has no place to take root.

By employing the design thinking framework and creative problem-solving exercises, you can foster a setting in which your team feels comfortable sharing ideas and new, innovative solutions can grow.

Design Thinking and Innovation | Uncover creative solutions to your business problems | Learn More

How to Build Problem-Solving Skills

The most obvious answer to how to build your problem-solving skills is perhaps the most intimidating: You must practice.

Again and again, you’ll encounter challenges, use creative problem-solving tools and design thinking frameworks, and assess results to learn what to do differently next time.

While most of your practice will occur within your organization, you can learn in a lower-stakes setting by taking an online course, such as Design Thinking and Innovation . Datar guides you through each tool and framework, presenting real-world business examples to help you envision how you would approach the same types of problems in your organization.

Are you interested in uncovering innovative solutions for your organization’s business problems? Explore Design Thinking and Innovation —one of our online entrepreneurship and innovation courses —to learn how to leverage proven frameworks and tools to solve challenges. Not sure which course is right for you? Download our free flowchart .

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A Lesson in Leadership: 5 Effective Problem Solving Strategies Used by Great Leaders

  • A Lesson in Leadership: 5…

team - problem solving strategies

No matter how well you run your organization, you are going to encounter problems along the way.

What makes or breaks an organization isn’t the problems they face, but how they handle these problems. This is why as a leader of an organization, it’s very important that you have the right problem solving strategies up your sleeve.

What do you need to know?

Check out this guide to discover the top problem-solving strategies used by great leaders.

1. Communicate Transparently

If you want to solve problems effectively, you need to be a transparent communicator .

This means that everyone needs to feel free to express their point of view and concerns. If people are afraid to speak up, then it can take a lot longer to get to the heart of the matter.

In order for transparent communication to happen, as a leader, you need to make sure you facilitate an environment that allows for open dialogue. Too many times, employees of organizations are afraid to speak up because they’re worried about losing their job or being exposed for doing something wrong.

Therefore, problem-solving effectively means creating an environment where everyone is comfortable discussing and tackling the problem in a collaborative manner .

2. Stop Finger Pointing

When a problem arises, it can be all too easy to play the blame game. But, doing this isn’t going to get you anywhere.

If your team is truly a team, then this means that everyone is working together toward one common goal. So, when one person messes up, this means that the whole team messes up.

When you point your finger at the one person who messes up, you’re just being a part of the problem. Instead, you want to be a part of the solution.

While you should teach everyone to take responsibility for their actions, when something happens, it’s important to work together to solve it.

3. Think Positive

In order to be an effective problem solver, you need to always think positively .

If an issue occurs and you come at it with a negative mindset, there’s no way you’re going to find a suitable solution. By having a positive perspective on things, you’ll be able to transfer that energy to your team members and motivate them to solve the problem.

4. Be Open-Minded

Don’t be that leader who locks themselves in their office when a problem occurs.

Problems often occur due to a break in communication. By locking yourself in your office to think about the problem, you’re only further straining your team’s communication.

The best thing to do is to discuss your ideas to solve the problem with your team members. And, you should encourage your team members to share their problem-solving ideas as well.

Problem Solving Strategies: Are You Ready to Start Solving?

Now that you have these problem solving strategies handy, you should be better equipped the next time a problem arises in your organization.

For more ways to improve your organization, be sure to check out this guide to learn how to engage your millennial candidates.

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The Institute of Leadership & Management

  • Leadership Essentials: Problem Solving

Leaders demonstrate ownership by being solution focused

  • Dimensions of Leadership
  • Problem Solving
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"A problem occurs when there is a gap between what we want to happen and what is actually happening; something differs from normal or something goes wrong. Problems at work vary in size, complexity and severity.  Defining the problem accurately is an essential first step to a solution." (Kepner, and Tregoe, 2013)

Defining the Problem

It is easy to overlook or misunderstand the true nature and cause of problems at work. This can often lead to:

  • The wrong problem being dealt with
  • The symptom is removed but not the cause of the underlying problem
  • Missed learning opportunities

Defining the problem is the most important step of problem-solving. To do this, you need to diagnose the situation properly so that the real problem is accurately identified, and not its symptoms. If you identify and describe your problems well, you will make them easier and less costly to solve. The way your problem is defined and understood has a major impact on the number, quality, innovativeness and type of solutions that are proposed. You need to define:

LE Problem Solving.png

Involving your team in doing this by asking insightful questions can help you to get a deeper understanding of the issue and its impact:

  • What is the problem?
  • What is the gap between ‘What is’ and ‘What should be?’
  • What can you see, hear, feel, taste that tells you there is a problem?
  • When was this first observed? When is it not observed? When could it have happened but did not?
  • How big is it? How many are there? How many could there be but are not? Who does it affect? Who does it not affect? How many could have it but do not?

How should problems be solved?

There are eight steps in the problem solving process:

  • Define the problem Investigate exactly what has gone wrong; Do not be influenced by people with ready-made solutions; Getting the definition accurate is crucial so that you do not find that you are solving the wrong problem collecting possible answers to questions that have not been asked.A good ‘problem statement’ is a clear and precise description of the problem being addressed. It should focus on one problem only, and should not suggest a solution.
  • Gather relevant information Gather detail on the people, activities, processes, equipment, systems, time-scales and conditions under which the problems occur.
  • Identify possible causes Causes usually relate to people, systems or equipment. Be careful not to blame the computer when it could be that the operator is not trained. Asking ‘What has changed from the norm?’ helps to identify the cause.
  • Identify a possible solution Work out a way to test exactly what it is you are looking for and how you will know if you are right. 
  • Test the possible causes Go back over the information you have assembled in steps 1-4 to test it, on paper, if the cause finds a good match with how, where and when the problem occurs, to what extent it occurs, and who is affected by it.
  • Work out the solution There may be a number of possible solutions (which may not be mutually exclusive) with some more appropriate than others.
  • Making the decision Identify and assess all possible alternative solutions. See ‘Leadership Essentials No.33 Decision Making’ for further information.
  • Monitor the results How well did your solution work? What have you learnt?

Gap Analysis

Gap analysis is a common procedure for determining needs and identifying problems before action planning.  It helps you to decide what steps you need to take in order to move from your current situation to a desired situation in the future.  It can help your team to:

  • Identify specific problems to address
  • Understand the situation causing the problem more clearly
  • Ensure that the problem being solved is the right one
  • Identify the way forward
  • Take the most important step - determining the actions you think will help close the gap

There are three steps in a gap analysis:

  • Assess your current situation – in factual, specific terms.
  • Identify your desired future state – including objectives you need to achieve and time frame; the more clearly you define your desired future state, the better your end result will be.
  • Identify and describe the gap - assess the factors that contribute to it; the distance that needs to be covered; how far and how fast do you need to go to achieve your goal (remove the gap)

Intuition in Problem Solving

Intuition is an ability to understand or know something immediately based on your feelings, not through rational processes such as facts and data.

There are two main problem-solving styles:

In analytical/ rational problem solving , you think about the problem, consider several alternative courses of action, and choose the one that best fits your objective. (Kepner & Tregoe, 2013)

In intuitive problem solving , you rely on your experience, judgment and instinct to assess a situation quickly and take action (Cholle, 2011). Intuitive problem solvers normally have skills such as:

  • Recognising the early signs of problems or opportunities
  • Sizing up situations rapidly and seeing the big picture
  • Quickly assessing the likely outcome of each possible opportunity
  • Decide and act without deliberate analysis

Intuition is particularly useful for generating and considering all possible alternative solutions to a problem.

Quality Circles

A ‘Quality Circle’ is a small group of employees who meet regularly to focus on problem-solving and taking corrective action to improve quality in their area. It is considered best practice for membership of a quality circle to be voluntary and for the ‘leader’ of the quality circle to be selected by the members themselves. 

LE Problem Solving2.png

Cholle, F. P. (2011). The Intuitive Compass Publ. Jossey-Bass, USAGigerenzer, G. (2008). Gut Feelings: Short Cuts to Better Decision Making Publ Penguin Books, USAGordon, B. and Berger, L (2017). Intelligent Memory: Exercise Your Mind and Make Yourself Smarter Publ. Penguin Books, USAKepner, C. H. and Tregoe, B. B (2013). The New Rational Manager: An Updated Edition for a New World Publ. Princeton Research Press, N.J, USA

Are you an effective problem-solver test yourself with our scorecard..

If you’re a member, you can test yourself on Problem Solving and see if you meet the standard.

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Spotlight on Problem Solving Tools and Techniques

19 February 2018

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Spotlight on Using Intuition in Problem Solving

09 February 2018

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Spotlight on Gap Analysis

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Introducing Problem Solving

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Outback Team Building & Training

17 Unbeatable Team Building Problem Solving Activities

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Problem-solving is a critical skill for professionals and with team building problem-solving activities, you can sharpen your skills while having fun at the same time.  

Updated on August 31, 2021

In the professional world, one thing is for sure: problem-solving is a vital skill if you want to survive and thrive. It’s a universal job skill that organizations seek in new potential employees and that managers look for when considering candidates for promotions.  

But there’s a problem.  According to Payscale , 60% of managers feel that new grads entering the workforce lack problem-solving abilities – making it the most commonly lacked soft skill.  

Problem-solving skill needs to be practiced and perfected on an ongoing basis in order to be applied effectively when the time comes. And while there are tons of traditional approaches to becoming a better problem-solver, there’s another (much more interesting) option: team building problem solving activities. 

The good news? This means learning and having fun don’t have to be mutually exclusive. And you can create a stronger team at the same time. 

11 In-Person Team Building Problem Solving Activities for Your Work Group  

1. cardboard boat building challenge, 2. egg drop , 3. clue murder mystery, 4. marshmallow spaghetti tower  , 5. corporate escape room, 6. wild goose chase, 7. lost at sea  , 8. domino effect challenge, 9. reverse pyramid  , 10. ci: the crime investigators, 11. team pursuit, 5 virtual team building problem solving activities for your work group  , 1. virtual escape room: mummy’s curse, 2. virtual clue murder mystery, 3. virtual escape room: jewel heist, 4. virtual code break  , 5. virtual trivia time machine.

  • 6. Virtual Jeoparty Social

There are a ton of incredible team building problem solving activities available. We’ve hand-picked 11 of our favorites that we think your corporate group will love too. 

a cardboard boat building challenge for problem solving team building

Split into teams and create a cardboard boat made out of just the materials provided: cardboard and tape. Team members will have to work together to engineer a functional boat that will float and sail across water without sinking. Once teams have finished making their boats, they will create a presentation to explain why their boat is the best, before putting their boats to the test. The final challenge will have teams racing their boats to test their durability! Nothing says problem-solving like having to make sure you don’t sink into the water!

egg drop is a great team building problem solving activity

Every day at work, you’re forced to make countless decisions – whether they’re massively important or so small you barely think about them.  

But your ability to effectively make decisions is critical in solving problems quickly and effectively.  

With a classic team building problem solving activity like the Egg Drop, that’s exactly what your team will learn to do. 

For this activity, you’ll need some eggs, construction materials, and a place you wouldn’t mind smashing getting dirty with eggshells and yolks.  

The goal of this activity is to create a contraption that will encase an egg and protect it from a fall – whether it’s from standing height or the top of a building. But the challenge is that you and your team will only have a short amount of time to build it before it’s time to test it out, so you’ll have to think quickly! 

To make it even more challenging, you’ll have to build the casing using only simple materials like: 

  • Newspapers 
  • Plastic wrap
  • Rubber bands
  • Popsicle sticks
  • Cotton balls

Feel free to have some fun in picking the materials. Use whatever you think would be helpful without making things too easy! 

Give your group 15 minutes to construct their egg casing before each team drops their eggs. If multiple eggs survive, increase the height gradually to see whose created the sturdiest contraption.  

If you’re not comfortable with the idea of using eggs for this activity, consider using another breakable alternative, such as lightbulbs for a vegan Egg Drop experience. 

solving a crime is a great way to practice problem solving skills

With Clue Murder Mystery, your team will need to solve the murder of a man named Neil Davidson by figuring out who had the means, motive, and opportunity to commit the crime.

But it won’t be easy! You’ll need to exercise your best problem-solving skills and channel your inner detectives if you want to keep this case from going cold and to get justice for the victim.

do a spaghetti tower for team building problem solving activity

Collaboration is critical to problem solving. 

Why? Because, as the old saying goes, the whole is greater than the sum of its parts. This expression reflects the fact that people are capable of achieving greater things when they work together to do so. 

If you’re looking for a team building problem solving activity that helps boost collaboration, you’ll love Marshmallow Spaghetti Tower.  

This game involves working in teams to build the tallest possible freestanding tower using only marshmallows, uncooked spaghetti, tape, and string.  

The kicker? This all has to be done within an allotted timeframe. We recommend about thirty minutes.  

For an added dimension of challenge, try adding a marshmallow to the top of the tower to make it a little more top heavy.  

Whichever team has the highest tower when time runs out is the winner! 

corporate escape rooms are unique team building problem solving activities

If you’ve never participated in an escape room, your team is missing out! It’s one of the most effective team building problem solving activities out there because it puts you and your colleagues in a scenario where the only way out is collaboratively solving puzzles and deciphering clues.  

The principle is simple: lock your group in a room, hide the key somewhere in that room, and have them work through challenges within a set time frame. Each challenge will lead them one step closer to finding the key and, ultimately, their escape.    

At Outback, we offer “done-for-you” escape rooms where we’ll transform your office or meeting room so you don’t have to worry about:

  • Seeking transportation for your team 
  • Capacity of the escape rooms  
  • High costs 
  • Excessive planning  

That way, you and your team can simply step inside and get to work collaborating, using creative problem solving, and thinking outside the box.   

wild goose chase is a great scavenger hunt problem solving team building activity for work

In this smartphone-based scavenger hunt team building activity , your group will split into teams and complete fun challenges by taking photos and videos around the city. Some examples of challenges you can do in this activity are:

  • Parkour:  Take a picture of three team members jumping over an object that’s at least waist-high.
  • Beautiful Mind:  Snap a photo of a team member proving a well-known mathematical theorem on a chalkboard.
  • Puppy Love:  Take a photo of all of your team members petting a stranger’s dog at the same time.

It takes a ton of critical thinking and problem-solving to be crowned the Wild Goose Chase Champions!

your teammates will love lost at sea team building activity

Can you imagine a higher-pressure situation than being stranded at sea in a lifeboat with your colleagues? 

With this team building problem solving activity, that’s exactly the situation you and your group will put yourselves. But by the time the activity is over, you’ll have gained more experience with the idea of having to solve problems under pressure – a common but difficult thing to do. 

Here’s how it works. 

Each team member will get a six-columned chart where: 

  • The first column lists the survival items each team has on hand (see the list below) 
  • The second column is empty so that each team member can rank the items in order of importance for survival  
  • The third column is for group rankings  
  • The fourth column is for the “correct” rankings, which are revealed at the end of the activity 
  • The fifth and sixth columns are for the team to enter thee difference between their individual and correct scores and the team and correct rankings 

Within this activity, each team will be equipped with the following “survival items,” listed below in order of importance, as well as a pack of matches:  

  • A shaving mirror (this can be used to signal passing ships using the sun) 
  • A can of gas (could be used for signaling as it could be put in the water and lit with the pack of matches) 
  • A water container (for collecting water to re-hydrate) 
  • Emergency food rations (critical survival food) 
  • One plastic sheet (can be helpful for shelter or to collect rainwater) 
  • Chocolate bars (another food supply) 
  • Fishing rods (helpful, but no guarantee of catching food) 
  • Rope (can be handy, but not necessarily essential for survival) 
  • A floating seat cushion (usable as a life preserver)  
  • Shark repellant (could be important when in the water) 
  • A bottle of rum (could be useful for cleaning wounds) 
  • A radio (could be very helpful but there’s a good chance you’re out of range) 
  • A sea chart (this is worthless without navigation equipment) 
  • A mosquito net (unless you’ve been shipwrecked somewhere with a ton of mosquitos, this isn’t very useful) 

To get the activity underway, divide your group into teams of five and ask each team member to take ten minutes on their own to rank the items in order of importance in the respective column. Then, give the full team ten minutes as a group to discuss their individual rankings together and take group rankings, listed in that respective column. Ask each group to compare their individual rankings with those of the group as a whole. 

Finally, read out the correct order according to the US Coast Guard, listed above.  

The goal of this activity is for everyone to be heard and to come to a decision together about what they need most to survive.  

If your team works remotely, you can also do this activity online. Using a video conferencing tool like  Zoom , you can bring your group together and separate teams into “break-out rooms” where they’ll take their time individually and then regroup together. At the end, you can bring them back to the full video conference to go through the answers together. 

colleagues thinking outside the box with a domino effect challenge team building problem solving activity

Many problems are intricately complex and involve a ton of moving parts. And in order to solve this type of problem, you need to be able to examine it systematically, one piece at a time.  

Especially in the business world, many problems or challenges involve multiple different teams or departments working through their respective portions of a problem before coming together in the end to create a holistic solution. 

As you can imagine, this is often easier said than done. And that’s why it’s so important to practice this ability.  

With a collaborative team building problem solving activity like Domino Effect Challenge, that’s exactly what you’ll need to do as you and your group work to create a massive, fully functional chain reaction machine. 

Here’s how it goes. 

Your group will break up into teams, with each team working to complete their own section of a massive “Rube Goldberg” machine. Then, all teams will regroup and assemble the entire machine together. You’ll need to exercise communication, collaboration, and on-the-fly problem solving in order to make your chain reaction machine go off without a hitch from start to finish. 

reverse pyramid is a team building activity that makes colleagues think about problems in new ways

Being a great problem-solver means being adaptable and creative. And if you’re looking for a quick and easy team building problem solving activity, you’ll love the reverse pyramid. 

The idea here is simple: break your group out into small teams and then stand in the form of a pyramid.  

Your challenge is to flip the base and the peak of the pyramid – but you can only move three people in order to do so.  

Alternatively, rather than doing this activity with people as the pyramid, you can do another version –  the Pyramid Build  – using plastic cups instead.   

This version is a little bit different. Rather than flipping the base of a pyramid to the top, you’ll need to build the pyramid instead–but in reverse, starting from the top cup and working down. 

With this version, you’ll need 36 cups and one table per group. We recommend groups of five to seven people. Give your group 20 to 30 minutes to complete the activity. 

To get started, place one cup face down. Then, lift that cup and place the subsequent two cups underneath it. 

The real challenge here? You can only lift your pyramid by the bottom row in order to put a new row underneath – and only one person at a time can do the lifting. The remaining group members will need to act quickly and work together in order to add the next row so that it will balance the rest of the pyramid. 

If any part of your pyramid falls, you’ll need to start over. Whichever team has the most complete pyramid when time runs out will be the winner!  

solving a crime is a great way for team members to use problem solving skills

The value of being able to approach problems analytically can’t be overstated. Because when problems arise, the best way to solve them is by examining the facts and making a decision based on what you know. 

With CI: The Crime Investigators, this is exactly what your team will be called upon to do as you put your detective’s hats on and work to solve a deadly crime. 

You’ll be presented with evidence and need to uncover and decipher clues. And using only the information at your disposal, you’ll need to examine the facts in order to crack the case. 

Like many of our team building problem solving activities, CI: The Crime Investigators is available in a hosted format, which can take place at your office or an outside venue, as well as a virtually-hosted format that uses video conferencing tools, or a self-hosted version that you can run entirely on your own.  

team pursuit team building is great for problem solving skills

Each member of your team has their own unique strengths and skills. And by learning to combine those skills, you can overcome any challenge and solve any problem. With Team Pursuit, you and your team together to tackle challenges as you learn new things about one another, discover your hidden talents, and learn to rely on each other.

This team building problem solving activity is perfect for high-energy groups that love to put their heads together and work strategically to solve problems as a group.

colleagues doing a virtual team building problem solving activity

If you and your team are working remotely, don’t worry. You still have a ton of great virtual team building problem solving options at your disposal.

virtual escape room mummys curse

In this virtual escape room experience, your team will be transported into a pyramid cursed by a restless mummy. You’ll have to work together to uncover clues and solve complex challenges to lift the ancient curse.

team members doing a fun virtual clue murder mystery

You’ve probably never heard of a man named Neil Davidson. But your group will need to come together to solve the mystery of his murder by analyzing clues, resolving challenges, and figuring out who had the means, motive, and opportunity to commit a deadly crime. 

This activity will challenge you and your group to approach problems analytically, read between the lines, and use critical thinking in order to identify a suspect and deliver justice.  

escape rooms are fun and unique team building problem solving activities

If you and your team like brainteasers, then Virtual Escape Room: Jewel Heist will be a big hit.  

Here’s the backstory.

There’s been a robbery. Someone has masterminded a heist to steal a priceless collection of precious jewels, and it’s up to you and your team to recover them before time runs out.

Together, you’ll need to uncover hidden clues and solve a series of brain-boggling challenges that require collaboration, creative problem-solving, and outside-the-box thinking. But be quick! The clock is ticking before the stolen score is gone forever.

try virtual code break as a way to use problem solving skills with teammates

With Virtual Code Break, you and your team can learn to be adaptive and dynamic in your thinking in order to tackle any new challenges that come your way. In this activity, your group will connect on a video conferencing platform where your event host will split you out into teams. Together, you’ll have to adapt your problem-solving skills as you race against the clock to tackle a variety of mixed brainteaser challenges ranging from Sudoku to puzzles, a game of Cranium, riddles, and even trivia. 

Curious to see how a virtual team building activity works? Check out this video on a Virtual Clue Murder Mystery in action. 

trivia is a great problem solving activity for colleagues

Step into the Outback Time Machine and take a trip through time, from pre-pandemic 21st century through the decades all the way to the 60’s. 

This exciting, fast-paced virtual trivia game, packed with nostalgia and good vibes, is guaranteed to produce big laughs, friendly competition, and maybe even some chair-dancing. 

Your virtual game show host will warm up guests with a couple of “table hopper rounds” (breakout room mixers) and split you out into teams. Within minutes, your home office will be transformed into a game show stage with your very own game show buzzers! 

And if your team loves trivia, check out our list of the most incredible virtual trivia games for work teams for even more ideas.

6.  Virtual Jeoparty Social

Virtual Jeoparty Social is a fun high energy virtual team building activity

If your remote team is eager to socialize, have some fun as a group, and channel their competitive spirit, we’ve got just the thing for you! With Virtual Jeoparty Social, you and your colleagues will step into your very own virtual Jeopardy-style game show—equipped with a buzzer button, a professional actor as your host, and an immersive game show platform! Best of all, this game has been infused with an ultra-social twist: players will take part in a unique social mixer challenge between each round. 

With the right team building problem solving activities, you can help your team sharpen their core skills to ensure they’re prepared when they inevitably face a challenge at work. And best of all, you can have fun in the process. 

Do you have any favorite team building activities for building problem-solving skills? If so, tell us about them in the comments section below! 

Learn More About Team Building Problem Solving Activities  

For more information about how your group can take part in a virtual team building, training, or coaching solution, reach out to our Employee Engagement Consultants.     

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7 Strong Leadership Scenarios: How Do You Measure Up?

Written by Maria Connolly . Posted in Embodied Leadership .

We do know that much hard internal and external work goes on behind the scenes. All leaders continually work on developing mental strength . To give you a peek into the leadership world, here are seven “what if” scenarios . Think about how you would respond and why. This will reveal areas you may want to work on.

  • Sentimentality and pragmatism. What if your “good friend” causes trouble in the company, because he can’t perform his job properly?

How will you react? Will you be patient, because there are mitigating circumstances? Will you assign him other tasks within his capabilities? Will you dismiss him?

How does someone with strong leadership skills respond ? As a leader, you care deeply about your colleagues. You don’t have to be tough and unfeeling. But you do need strength to identify and manage personal feelings and issues that cloud your ability to see what’s best for the company.

  • Earned trust. What if an employee is constantly pushing your boundaries ?

How would you respond? Do you see her intent is disruptive, or is it creative ? Does it become a personal challenge to your authority? Or do you see how she’s trying to make your company better?

What does someone with strong leadership skills do ? You don’t have to be perfect as a leader. But you do need consistency and strength to clearly identify your boundaries and communicate these to your team. Consistent emotional states and dependable actions earn trust and make people feel secure.

  • Kind yet firm. What if someone makes the same mistake over and over again?

What do you do? Is it kind to let it slide? Or do you take your frustration out by lashing him with harsh words and actions?

How does someone with strong leadership skills react ? Leaders engender loyalty by personally connecting with their team to bring the best out of each one . They foster a harmonious company culture, not by being a “friend,” but by being someone who “gets” them and helps them excel at their jobs.

  • Congruent actions and words . What if you continually promise more than you can deliver?

How would you respond? Do you shrug it off, making excuses? Or do you accept responsibility and make a course correct?

What does someone with strong leadership skills do? Once confidence is shaken, a strong leader knows it’s important to “knuckle down” and deliver on all future promises to regain their trust. She gets tough with herself so she fulfills her commitments and inspires her team.

  • Initiate change . What if you’re brought in to lead a well-established organization and you want to shake things up?

What would you do?  Do you hit them between the eyes with your new way of doing things? Or do you assess the old way – seeing what works and changing what doesn’t?

How does someone with strong leadership skills respond ? While change may be necessary, strong leaders evaluate the situation and individual team members to see what needs to be done for the betterment of the organization, considering how and when to do it.

  • Ego. What if someone younger and prettier than you is on the team and it makes you feel threatened?

How would you respond? Will you use your position to make that person “suffer” until they leave?

How does someone with strong leadership skills respond ? Personality is a strong factor for how well an organization runs. Strong leaders work at staying humble, considering the work each person contributes. It’s not about them. They put the needs of the team before their own.

  • Control. What if someone you’ve invested a lot of time and energy in mentoring decides to leave?

How would you respond? Do you take it as a personal slight? Do you try to manipulate them into remaining, against their best interests?

How does someone with strong leadership skills respond ? Strong leaders accept that people have to live their own lives, so they let go, without letting it disrupt their peace or that of the team.

If you aspire to a strong leadership presence, allow challenges, such as these, to mold you into a better version of yourself, as a person and leader. I’d love to help you hone your leadership skills. Please  contact me  and schedule an “Unlocking Your Potential” 30-minute complimentary consultation (in-person, by phone or via Skype).

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Situational Leadership Activities And Scenarios

7 Situational Leadership Activities And Scenarios

Situational Leadership is a popular leadership approach used by many organizations. It provides a framework for leaders to adjust their leadership style best to meet the needs of their team and organization.

This blog article will explore seven different activities and scenarios to help you develop your situational leadership skills. We will examine how you can use these activities to effectively lead your team and organization.

Table of Contents

Situational Leadership Activities And Scenarios –

1. survey-based leadership activities and scenarios.

Survey-based leadership activities and scenarios are an effective way to shape leadership skills. By asking a sequence of questions and gathering feedback about the responses, leaders can better understand their team’s strengths, weaknesses, and individual goals.

Through surveys, leaders can also assess their team’s attitude towards specific topics and help them better understand their team’s motivations and needs. This information can then create meaningful activities and scenarios that can operate in leadership development programs.

For example, a survey may ask questions about a team’s current levels of motivation and engagement and the team’s values and beliefs. Leaders can then use this information to create activities focusing on developing the team’s strengths and weaknesses while enhancing their overall performance.

The activities include team-building activities such as problem-solving tasks or discussions and scenarios in which the team must devise solutions to a particular problem.

2. Stage-Based Role Playing Activities and Scenarios

Stage-based role-playing activities and scenarios are an excellent way to engage students in a hands-on learning experience that helps to develop their critical thinking, problem-solving, and communication skills.

By allowing students to take on different roles, they can explore the different perspectives of a given situation, gain a better understanding of the underlying factors that drive it, and develop the necessary skills to come up with the best possible solution.

For example, a teacher might have students role-play a negotiation between a customer and a business owner.

Through this activity, students can understand the dynamics of the negotiation process, learn how to make persuasive arguments, and practice their communication skills. Moreover, role-playing exercises also provide an opportunity for reflection and self-improvement.

3. Group Discussion Excercise

Group discussion activities and scenarios are a great way to engage a team. They can provide a platform for members to share ideas, provide feedback, and discuss solutions to common issues.

Group discussions can also build trust and foster collaboration within a team. Providing a safe space for members to communicate openly, group discussion activities, and scenarios can help to create a more productive atmosphere.

Can use group discussion activities and scenarios in various settings, including classrooms, company meetings, and team-building exercises.

Group discussion activities may be a great way to create an atmosphere of collaboration and growth in a team. They can provide a platform for members to share ideas, provide feedback, and discuss solutions to common issues. By creating a safe space for members to communicate openly, these activities and scenarios can help to create a more productive atmosphere.

4. One Member Three Leaders Activities and Scenarios

One member and three leaders’ activities can be a great way to create a dynamic and engaging learning environment. Each leader with unique skills and perspectives allows for a wide range of activities to be explored and creativity to be encouraged.

It can create an atmosphere that is collaborative and fun and builds relationships between the members. One example of significant activity for this type of group would be role-playing. The three leaders can each take on the role of a different character, and the members can act out a scene or story together.

The three leaders could provide hints and guidance to the group and encourage discussion and debate among members. Finally, a group project could be a great way to bring the three leaders and the members together.

It could involve creating a presentation, a product, or a website. This activity can help to build problem-solving skills, communication, and collaboration. Using one member and three leaders’ actions and scenarios can be a great way to create an engaging and dynamic learning environment.

5. Debating Leadership Activities and Scenarios:

Leading a debate can be a daunting and intimidating task. However, it can also be an enriching and exciting experience. Working with a team of debate leaders, you can create the perfect debate scenario for any audience.

As a debate leader, you will need to be well-versed in the topic of the debate and be able to communicate clearly and effectively. You will also need to be able to anticipate questions from the audience and be able to provide appropriate responses.

You must also be able to keep the debate on track and ensure that all participants are discussing the issue at hand.

When creating a debate scenario, you and your team should consider the purpose of the debate, the audience, the debate topic, and any potential questions or topics that may arise. It is essential to ensure that the debate’s case is relevant and that the audience is engaged.

Following these guidelines, you and your team can create an engaging and productive debate scenario. Working together, you can ensure that the debate is successful and that the audience is informed and engaged. Through these efforts, you can create a meaningful and rewarding experience for all involved.

6. Observation Challenge Activities and Scenarios:

Observation challenge activities and scenarios can be fun and engaging for all ages. These activities can help foster critical thinking skills, creativity, and problem-solving abilities. Depending on the system, the participants may need to draw conclusions from their observations and formulate strategies to complete the challenge. In addition, these activities help build teamwork and collaboration skills, as they involve working together to solve a problem.

For example, one observation challenge activity may involve a group of participants given a bag of items and a list of clues. The participants must observe each item in the bag and determine which things relate to the clues.

The goal is to connect the items to the clues to solve the puzzle. With this activity, the participants must use their observational and deductive reasoning skills to devise a solution.

Observation challenge activities and scenarios can be great tools for teaching critical thinking skills, problem-solving abilities, and teamwork. They are also fun and engaging to keep participants interested and motivated.

7. 30-Seconds Experience Activity and Scenario

In this activity, you are presented with a scenario and have 30 seconds to respond.

The scenario I was assigned was familiar: I had to develop an idea for a new business in 30 seconds, which was surprisingly tricky. I had to think quickly and develop a viable plan in such a short time. I had to consider the potential market, competition, and other factors that would go into starting a business.

In the end, I came up with a viable idea for a business. I won’t go into the specifics of my opinion, but it was something that I thought would be feasible and potentially profitable. It was an exciting experience and taught me how to think quickly and create creative solutions to problems.

The 30-Seconds Experience is a great way to practice problem-solving and creative thinking skills. It forces you to think quickly and come up with a viable solution in a short amount of time. It can also be a great way to develop new business ideas. So, if you’re looking for a fun and challenging activity, try the 30-Seconds Experience.

Conclusion:

Situational leadership activities and scenarios are essential for helping leaders better understand their teams and how to manage them effectively. By understanding the various scenarios, activities, and tools available, leaders can better respond to the needs of their groups and provide the guidance and direction necessary for success.

In addition, by understanding these situational leadership activities and scenarios, leaders can ensure that their team is successful and well-prepared for the future.

Related Articles –

Leadership Retreat Ideas

Leadership Workshop Ideas

Leadership Activities for Teams

Leadership Attitude and Behavior

Leadership Activities for Adults

Leadership behavior that transforms you as a Great leader

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COMMENTS

  1. 7 Examples of Problem-Solving Scenarios in the Workplace (With ...

    Problem-solving Scenario #1: Tight Deadlines and Heavy Workload Problem-solving Scenario #2: Handling a Product Launch Problem-solving Scenario #3: Internal Conflicts in the Team Problem-solving Scenario #4: Team not Meeting Targets Problem-solving Scenario #5: Team Facing High Turnover Problem-solving Scenario #6: Team Member Facing Discrimination

  2. 83 Leadership Activities, Building Games, and Exercises

    8 Apr 2019 by Heather Craig, BPsySc Scientifically reviewed by Anna Katharina Schaffner, Ph.D. Leadership plays an important role in the workplace as well as other community organizations. Leadership activities are associated with benefits to business, including increased performance and productivity.

  3. Team Building Exercises

    Exercise 1: Lost at Sea* In this activity, participants must pretend that they've been shipwrecked and are stranded in a lifeboat. Each team has a box of matches, and a number of items that they've salvaged from the sinking ship. Members must agree which items are most important for their survival. Tip:

  4. 32 Powerful leadership activities & games for your team

    ‍ Forget about eating marshmallows - now it's all about constructing with them! This game encourages your team to think outside the box, unleash their creativity, and work collaboratively. Balancing the weight of the marshmallow requires strategic planning and efficient teamwork.

  5. 35 effective leadership activities and games

    Share Good leaders can make or break a team. While more and more people are being asked to step into leadership roles, the path to becoming a good leader is long and not always straightforward. This is where leadership activities come in.

  6. 21 Fun Leadership Activities For Work in 2024

    1. Leadership Race A leadership race is one of the best leadership activities to reveal group members that can lead effectively. The game involves a designated caller shouting out certain leadership traits. To play a leadership race, list out the qualities to call beforehand. For instance: Trustworthy Self-motivated Confident Great communicator

  7. Top 15 Problem-Solving Activities for Your Team to Master

    3. Egg Drop. Helps with: Collaboration, decision-making. Why decision-making is important for problem-solving: Making decisions isn't easy, but indecision leads to team paralysis, stagnant thinking, and unsolved problems. Decision-making activities help your team practice making quick, effective choices.

  8. 13 Problem-Solving Activities & Exercises for Your Team

    Here are nine easy-to-implement activities that can bring substantial change to your team culture and overall workplace dynamics. #1. Crossword Puzzles. Objective: To enhance problem-solving skills, vocabulary, and cognitive abilities through engaging crossword puzzles.

  9. The 12 Best Leadership Activities To Help Develop Your Team's Skills

    1) Survival Leadership Activities Divide the participants into two teams and present them with a survival situation: a plane crash, a shipwreck, lost in the desert. Then present them with a list of items that might be useful in that situation. Challenge the groups to choose five items that will help them survive.

  10. 13 Best leadership games for employee skill development

    Here are 13 engaging fun leadership games and game ideas that can foster skill development, teamwork, and creativity in the workplace: 1. Survival challenge: Divide teams into hypothetical survival scenarios. They must collaboratively prioritize items to survive and justify their choices, emphasizing communication and decision-making skills.

  11. 14 Brain-Boosting Problem Solving Group Activities For Teams

    1. Virtual Team Challenge Virtual Team Challenges are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team brainstorming, discussing, and creating solutions for a given problem.

  12. 7 Examples of Leadership Challenges and How To Overcome Them

    Impatience A leader must self-reflect and identify any personal characteristics that can hinder their ability to become a great leader. Determining the qualities that may limit your leadership abilities can help you overcome these leadership challenges to be the leader that your team needs. Related: Overcoming Leadership Challenges

  13. 10 Leadership Games to Build and Develop Your Skills

    Leadership games and leadership development activities aren't just for corporate training rooms. They're effective in various settings, regardless of your leadership philosophy or work style: Classrooms: Help team members learn to develop teamwork, problem-solving, and communication strategies in a fun and interactive way

  14. Leadership dilemmas / Problem solving / Home

    A challenge for the board Soon after being elected for the first time, a board member begins his tenure by criticising the procedures and systems of the board and school. He makes direct contact with the principal, demands information from the office staff, and makes life difficult for other members of the board.

  15. Situational Leadership®: What it is and how to build it

    The Situational Leadership ® model have four leadership styles. Each of these may be used, depending on the Performance Readiness ® of the team or team member performing a task. 1. Telling (S1) Telling, or directing, is useful when a team or team member requires close supervision and regular guidance.

  16. How to Use Real-World Scenarios in Leadership Training

    Real-world scenarios can help you develop critical thinking, problem-solving, communication, and collaboration abilities that are essential for effective leadership.

  17. Why Problem-Solving Skills Are Essential for Leaders

    4 Problem-Solving Skills All Leaders Need. 1. Problem Framing. One key skill for any leader is framing problems in a way that makes sense for their organization. Problem framing is defined in Design Thinking and Innovation as determining the scope, context, and perspective of the problem you're trying to solve.

  18. A Lesson in Leadership: 5 Effective Problem Solving Strategies Used by

    1. Communicate Transparently If you want to solve problems effectively, you need to be a transparent communicator. This means that everyone needs to feel free to express their point of view and concerns. If people are afraid to speak up, then it can take a lot longer to get to the heart of the matter.

  19. How to solve problems?

    Identify specific problems to address. Understand the situation causing the problem more clearly. Ensure that the problem being solved is the right one. Identify the way forward. Take the most important step - determining the actions you think will help close the gap. There are three steps in a gap analysis:

  20. 17 Unbeatable Team Building Problem Solving Activities

    1. Cardboard Boat Building Challenge 2. Egg Drop 3. Clue Murder Mystery 4. Marshmallow Spaghetti Tower 5. Corporate Escape Room 6. Wild Goose Chase 7. Lost at Sea 8. Domino Effect Challenge 9. Reverse Pyramid 10. CI: The Crime Investigators 11. Team Pursuit

  21. 7 Strong Leadership Scenarios: How Do You Measure Up?

    To give you a peek into the leadership world, here are seven "what if" scenarios. Think about how you would respond and why. This will reveal areas you may want to work on. Sentimentality and pragmatism. What if your "good friend" causes trouble in the company, because he can't perform his job properly? How will you react?

  22. 18 Fun Leadership Games to Build Skills

    From the tallest tower challenge to guess the emotion, here are fun leadership games to help leaders build skills: 1. Survival Island. Survival island is one of the most fun workplace leadership games. Players will try to find ways to escape an island in the game. Participants must imagine that limited survival items, like water, food, guns ...

  23. 7 Situational Leadership Activities And Scenarios

    1. Survey-Based Leadership Activities and Scenarios Survey-based leadership activities and scenarios are an effective way to shape leadership skills. By asking a sequence of questions and gathering feedback about the responses, leaders can better understand their team's strengths, weaknesses, and individual goals.