Ir al contenido principal

There's nothing to say, ummm then let's use Improv Cards

What is it? 
The Improv Cards are cards with 52 different images, it is a tool that helps you to tell improvised stories in a specific moment and context, you can find them in this place [download cards] for free.

What is it useful for?
From my experience we have used it in the company of other techniques or to make a final reflection about a training, a coaching session or generate a brainstorming of ideas, among others.

How did I experiment?
Case 1
After the exploitation or reflection with the game moving motivators you can apply Improv Cards to discover possible actions, encourage collaboration and work together to provide solutions to a negative situation that are detrimental to the team and its motivations.


Case 2
Sometimes I ask the participants that they take a single word after receiving a training, I have replaced it in some cases asking them to take a card with which they feel identified and tell a story of what they learned, as long as there is enough time to do it.
What I learned? 
You can take this exercise and adapt it to your needs too, it is valid to apply the mojito in the way you will do it, and the important thing is that it enables a space for people to put their brain to exercise and quickly assemble an open conversation, creative and to share ideas with everyone who is present.

More information

Comentarios

Entradas populares de este blog

What is Happiness Door?

A fantastic practice thanks to the result of the mojito applied by Jurgen Appello of the feedback Wall and Happiness Index. What is Happiness Door? The Happiness Door really is often just Post-Its with feedback written on them, and, like the Happiness Index, it assumes that people can act as the best gauge of their own happiness level the Happiness Door really is often just Post-Its with feedback written on them, and, like the Happiness Index, it assumes that people can act as the best gauge of their own happiness level. As all M3.0 practice is low cost and sustainable over time. What do you need? Simply a Post-it, pen, markers, stickers, among other materials. When to use it? Feel free to use it if you need constant feedback on how the emotions go during the activity you are developing. Examples • To give a training • At the end of a team coaching session • At the end of the retrospective to give feedback to the Scrum Master for its facilitation, especially wh

Using Kudos to give Continuous reward to your Employees!

What is Kudos?  Since the appearance of the M3.0, the reward is a continuous act; it rewards behavior, not results, the Kudos technique is associated with the fourth aspect of Martie which is a tool used to support the intrinsic motivation of people at work. The Kudo is = symbol of gratitude. What is it useful for? I was attracted to use this technique when I was assigned as an agile consultant in 2015 in organizations that had decided to experience the Scrum framework as a way of working. The attraction of this technique is due to various aspects such as: It is practical, fun and easy to do, reward and motivate in public. It reads as a team, everyone participates, it promotes transparency in understanding what is being rewarded and why, nothing to do with a private session with the boss. It is economical, very low cost and sustainable through time. The moments in which you can use this technique will depend on the context, to name a few. At the end of an in

How do you achieve the empathy in your collaborators? Personal Maps can help you.

In 2014 I had the opportunity to work in a company that from the point of view of M.30 is a company that is managed under the management style M2.0 although there were more moments of management 1.0. The boss’s contact with his employees is very low or zero, the fact of observing the classical boss’s office with large, elegant spaces, well furnished, executive refrigerator, private bathroom and his door remaining shut rather than opening, leaves much to be said, generating a deep feeling of abandonment and insignificance towards his staff. The simplicity with which I was presented to this new team of professionals: This is Rodolfo Suárez who will be the new member of the department..., he has experience in..., very basic or very traditional in my opinion. I wondered if a better or different way didn’t exist to integrate new members of the team to other employees and managers. This unease led me to investigate and discover for the first time the existence of the M3.0 movement in