Are you looking for a simple way to add variety, interaction, colour and interest to your training? Well, one method I use in a lot of my training courses is card games.
I have to say, I like activities which are easy to set up, don’t involve a lot of equipment, don’t need lots of space but which create a lot of discussion. Card games tick all these boxes.
Here are a few examples.
Putting cards in order
Where you want to discuss stages in a process (e.g. the steps involved in problem-solving, doing a risk assessment or planning a presentation) you can write the stages on coloured cards, put them in a coloured envelope and give them to a group. Then ask the group to arrange the cards in what they think is the right order.
Then you can use larger versions of the cards which you put up on a flip chart to show what you think is the answer. This generates a lot of thought and discussion as people work in their groups and, of course, there’s also usually a lot of discussion if they find their answers don’t match yours!
On my Train the Trainer courses, I sometimes use a card game to introduce some learning principles and common training mistakes. For example, one principle is “People learn best when they discover for themselves” and the common training mistake is “Telling people information rather than letting them learn for themselves”.
I make cards with pictures and captions related to each principle and mistake (with principles and mistakes on different coloured card) and then ask groups to match them together.
This helps the groups to learn and remember the principles because they are reading them out, looking at pictures of them, matching them and discussing them.
Some of the cards can actually be matched in different ways, it doesn’t really matter, it’s the discussion that’s important. การเล่นบาคาร่า
This is a good way to introduce a number of points when you don’t want to just stand there and say something like,”Here are 8 principles of learning… ”
Before and After
Another way of ordering cards is to get people to think of Before and After. One way I use this is to talk about what needs to happen before and after a training course to reinforce the learning. I give groups cards with various statements on and they divide them into two piles, Before and After.
Again, there may not be a definitive answer, the main point is to stimulate a discussion.
Also, as with many of these ideas, you can get people to come up with their own suggestions for what might go on the cards rather than just giving them your own.
For example, ask them for ways to support learning, write these on cards and then ask them to divide the cards into the two piles (it helps if there’s a short break so you have time to do this!)