How to deal with "But this is only a team building game, not real life."

Running games and activities during training sessions is a useful way of introducing learning topics, enhancing existing skills and knowledge and allowing participants to try new things. During a games session the activity also gives the trainer the opportunity to observe behaviour. They and the participants can provide feedback after the activity has been completed.

One of the reactions that participants sometimes have to the feedback that they receive during an activity is 'but it's only a game, I would not act like this in real life'.  If the trainer agrees with this statement, the difficulty is that the game then appears disconnected from the business environment, a 'jolly' rather than a vehicle for learning.

In order to overcome this objection, the trainer needs to ensure that they have provided balanced, objective feedback, based on specific observations - i.e. what was said or done or not said or done and what the impact was of this behaviour  They also need to invite participants to draw parallels between the activity and the context in which they work. The game may not replicate the organizational environment but if you have selected it carefully, you should be able to draw out the learning points that relate to the workplace. Importantly participants should receive feedback on what they did well and also where they could improve. 

Sarah Cook is Managing Director of leadership and service excellence specialists, The Stairway Consultancy.

Next month: Reactions to feedback about games and how to deal with them

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