Quick Change Activity
The Quick Change activity is a fun and engaging ice breaker that can provide powerful lessons about change management. In post-training surveys, frequently learners would cite the Quick Change activity as a surprisingly effective way to get everyone on the same page. “I actually learned something from the ice breaker!”
I have played this game with all sizes of audiences, it is simple and all you need are willing participants. Although unwilling participants can also help make the final points during the debrief. ๐ To reduce the amount of resistance from learners and to put people at ease, I always participate up front making sure that I look just as ridiculous as everyone else. I also do not undo the changes in my appearance until after the debrief, this is key, resist the urge to straighten everything up to the way it was before the activity.
Debrief example from ITSM change initiative
And NO, I do not normally walk around looking disheveled with my pockets out and my shoes off. ๐ I was playing along during the activity! Participants did not want to be filmed during the chaos so this video only covers part of the debrief.
Quick Change Activity Instructions
This opening activity works well for topics that deal with the challenges of change. It is adapted from an activity from The Thiagi Group, an excellent resource for learning games.
Purpose
To provide a mini change management experience and link the topic of change to something the participants already know.
Time
15 minutes
Participants
Any number
Equipment
Countdown timer
Flow
Ask participants to pair-up with a partner, and stand back to back.
Say: In the next 60 seconds, please change 5 things about your appearance. Keep your back to your partner until I call time.
When time is up, instruct partners to face each other.
Say: In the next 60 seconds, see if you can identify the 5 things that your partner changed.
Announce when time is up, congratulate the participants and instruct the partners to return to the back-to-back position.
Say: In the next 60 seconds, change 5 more things about yourself.
When time is up, instruct partners to face each other again.
Say: In the next 60 seconds, see if you can detect the 5 additional changes made by your partner.
Announce when time is up, congratulate the participants, then instruct the partners to return to the back-to-back position.
Say: Please change 5 additional things about yourselves.
By this time, the participants usually start to groan and indicate that they do not want to participate any longer. Calm the participants, then ask them to quickly return to their seats and jump right into the debrief. Don’t give them time to straighten up or say anything that could be interpreted as instruction to return to normal.
Say: Ok, please quickly take your seats, I have some questions for you.
People will likely be trying to get their appearance back to normal, don’t comment or dissuade them, just start the debrief.
Debrief
To prevent participants from treating this activity as a mindless ice-breaker, conduct a debriefing discussion by using the following sets of questions in the specific sequence. Notice that each set of questions emphasizes an important learning point by looking back on the activity, relating it to the workplace, and brainstorming appropriate change-management strategies.
Change as removal
- When asked to make changes, how many people removed items (such as belt or tie)? Why did most of you choose to remove things rather than add things?
- Is this how we often look at change? Do we assume that change means things are going to be taken away? What can we do to help emphasize the benefits of the change?
Too many, too fast
- How did you feel when I asked you to make changes the third time? I heard a lot of groaning. You weren’t as enthusiastic as you were the first time.
- How does this relate to the workplace when we ask our employees to make too many changes too quickly?
Return to status quo
- Right now, how many people have already changed back to how they were originally? This is interesting, because I didn’t tell you to change back yet.
- Is that what happens in the workplace? Without continued support and direction from upper management, do employees tend to go back to doing things the same old way?
- How can we lead by example to prevent this from happening?
Try it out!
I would love to hear how you adapt this activity to your change initiative. Do you have any icebreakers in your toolkit that truly provide a learning opportunity for participants? Please share!
Happy learning,
Jenn