I’m often told about cringe-worthy experiences people have had during leadership retreats, trainings and team-building events. Some activities may come off as awkward “forced fun” – not harmful but not particularly useful either – while others can be downright traumatic.

We’ve all heard about attempts to “break people down to build them up”, “confront them with their failings” or demand “radical vulnerability” in unsafe environments. Just thinking about these examples makes me cringe too.

I believe experiential activities should be:

PURPOSEFUL: Does the activity shift participants’ perspectives, help them experience a concept, apply new learnings, or reinforce my message? Fun is subjective, so activities should offer more value than just entertainment.

INCLUSIVE: Is it suitable for everyone involved? While a few might enjoy choreographing a dance to showcase organisational values, it’s not a fit for most groups – unless, of course, you’re working with a dance troupe!

SENSITIVE: Does it keep participants “safe” and account for the group’s trust level? Activities that work for high-performing teams may not be suitable for groups with tension and distrust.

Lastly, I always ask myself: If I weren’t the facilitator, would I willingly participate? Challenge is great, but no one should feel embarrassed or infantilised.

Looking forward to working with a great group of leaders this week and putting these principles into practice! See you soon, Dunedin!