TC- FACILITATOR TOOL BOX

Salerno, Italy, from 7th of October 2013 to 13th of October 2013

Action 3.1.2 of the Youth in Action Programme

Training and Networking with Neighbouring Partner Countries

Index

Introduction 3

The Programme of the training 4

What is “Facilitator tool box” 5

The Promoters 6

Methodologies and Activities 9

Tools 10
- Icebreakers 10
- Energisers 13
- Group division / checking expectations 14
- Outdoor activities 15
- Daily and Final evaluations 16
- Keywords/Brainstorming 18
- Group Dynamics (specific topics) 19

Annex 31

Contacts 32

2
Introduction

“TC- Facilitation Tool box” project is the follow up of international activities carried on by AMESCI
in partnership with international organizations based in Europe and neighborhood countries.
During recent years, Amesci has participated in different International initiatives which have
strengthened ties and partnership with many International non-governmental organizations. This
allowed us to immediately share an idea with those organizations which, over the years, had
concentrated their main mission on developing opportunities for youth participation.

Non formal education is often underestimated, Institutional resources for non formal education
and youth work are very low, compared to those addressed to formal education and there is a few
understanding of its educative effects on young people. For all this reasons we have proposed a
project potentially able to raise awareness of policy makers, youth workers and youth itself to
promote non formal education as important part of the individual learning process and strengthen
its social acknowledgement.

It was precisely during the last international exchange that we laid the groundwork for sharing
with partners common needs and start a solid work together. The project appears, therefore, as a
natural consequence of the exchange of ideas on a "shared ground" on future developments in
terms of mission and intentions of the promoters. Moreover that is why the idea of TC tool box
totally meets the needs of the partners who place in this experience a big expectations of growth.
In addition, on one hand is placed in the project a willingness to share courses already underway,
On the other hand there is an interest to discover strategies for a deeper and stronger youth
involvement.

What we aim is to give a deeper and greater visibility to non formal education. Since years
European commission is debating about Non Formal Education recognition. It would be very
important for youth work, as it will allow to give it the right importance among the educational
tools. It’s is a long way, but we strongly believe in the positive effects of Non Formal Education
among youth and it’s important to tighten the forces to make this way easier. This publication
goes in this way and we hope it will be only the beginning of a long cooperative work together
about on Non formal Education and it validation.

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The Programme of the training

Day 1 Day 2 Day 3 Day 4 Day 5 Day 6 Day 7

7-10 8-10 9-10 10-10 11-10 12-10 13-10

Youth in Action

Getting to know each Group dynamics Concept of NFE/how Practice makes & Erasmus plus Departures
other improve the learning programme
Give & Take outcomes Perfect
Morning
Intro to course Networking &
Feedback Coaching Facilitation tools
Fears & expectations support

Teambuilding Youthpass
Arrivals
What is facilitation Conflict management Preparation for Practice makes Definition of the
index of the Kit
Role and competences & Debriefing practice Perfect
of a facilitator Follow-up
Session & program
Afternoon
Personal action plan Final Evaluation
Planning Free time Role play

Learning groups Learning groups Learning groups Learning groups

Welcome
Night Organisations market National fair Free night Game night Farewell party
evening
What is “Facilitator tool box”

Training Course “Facilitator tool box” was a 3.1.2. activity of the Youth in Action Programme held
in Salerno, Italy from 7th to 13th October 2013. The TC gathered 23 young leaders, youth workers
and volunteers from: Italy, Bosnia and Herzegovina, Estonia, Hungary, Montenegro and Turkey
who spent 6 hard working days on discovering and learning about the processes of group
facilitation.
Facilitating group processes presents an essential competence in present day youth work. For this
reason, the aim of TC - Facilitator tool box, was to provide participants with basic competences in
facilitating group process with young people both in local, national and international context.
This resource document highlights and explains in details the promoters who took part in the TC,
presents the goals and objectives of the TC, but also activities and resources that were used and
presented during the TC - Facilitator tool box.

The reason for creation of this resource document is to provide specific tools for all of the
participants of the TC, but also other interested youth leaders, youth workers and volunteers,
which they could use in their future work and thus improve their facilitation processes. The
document gathers and explains various dynamic activities which could be used during a facilitation
process and that cover many aspects of facilitation, such as:

• Planning of the programme and sessions

• Team building activities
• Group dynamic activities
• Conflict management activities
• Coaching, etc.

All of the above mentioned aspects are very important for a good facilitation process, and for that
reason we hope that this document will be of great help to whoever will use it.
The Promoters

AMESCI - ITALY
AMESCI is a no profit youth organization, established in 1996 thanks to the commitment of young
conscientious objectors. Based in Naples (Italy), it operates in the national territory and 24 foreign
countries.

AMESCI aims at fostering and supporting the empowerment of youth generations as keystone of
processes of change in the society. To respond such a challenge it organizes training, projects and
networking activities to help young people develop their knowledge, their abilities and
competencies, promoting a generation of citizens who are able to combine, in their actions,
professionalism and social responsibility.

It is a member of the National Consultancy for the Civil Service, instituted at “The Presidency of
the Council of Ministers”, is member of the National Youth Forum and has a certification ISO 9001
of good quality related to social project management, Non Formal Education trainings and
qualitative – quantitative projects monitoring.

From 2002 AMESCI has realized 459 Civil Service projects, involving 15.000 youngsters of age
between 18 and 28 years in volunteer activities in Italy and abroad. The main field of the projects
are: education, youth participation, environment, social policies, people care, international
exchange, civil protection, legality, culture, sport, tourism.

The International dimension of the organization is developed thanks to participation and

implementation of different youth exchanges and intercultural training and seminars founded by
the European Union through the programs “Youth in Action and Euromed. AMESCI has
participated to 30 European projects about active citizenship and youth participation in
partnership with different Italian and International partner.

From 2008 to 2012 AMESCI by the National Agency for Youth of evaluation activities aimed at all
young foreigners who are doing EVS in Italy until 2010, and even the young Italians who have done
this experience abroad. Since March 2013 he received the National Agency for Youth custody of
the assets of arrival training aimed at all young foreigners who carry out EVS in Italy.

Among the activities of the organization, great importance is covered by the campaign “Citizens
2.0”, launched in 2007 thanks to the funding of the Ministry of Youth. The Campaign has realized a
social network for youth participation in partnership with different national realities promoted by
AMESCI.

UDRUŽENJE MOST – BOSNIA AND HERZEGOVINA

Association MOST is non-governmental, non-profit organization which is focused on development
and strengthening of civil initiatives and civil society within the local community on the principle of
sustainable development, and by active and responsible efforts within social life of the local
community.

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The principles of the sustainable development have led us to the establishment of three active
programs within the organization and local community. These three programs are:

• Environmental Program
• Youth Program
• Local Development Program

Over the years the organization has positioned itself as a leading civil society organization within
the Municipality of Gradiška, but also became a member of several national and international
networks.

SBC – MONTENEGRO
Student Business Club is a non government organization which main aim is to promote
entrepreneurship among students. Our main activities are focused on two areas: practical and
theoretical. Regarding the practical activities, in cooperation with Montenegrin and international
companies, we provide part time jobs and internships for students. In addition to that, we
organize trainings, workshops and seminars regarding the business skills which help students be
more competitive on a labor market.

HABEAS CORPUS EUROCENTRE ASSOCIATION – HUNGARY

The Habeas Corpus Association was formed in 1999 by young lawyers, teachers, social workers to
help the diffusion of the ideas of European Integration, the protection of Human Rights and
fundamental freedoms. Its goal is to help disadvantageous organisations and individuals with
weak ability to enforce their interests, to inform and educate young people in order to become
self-conscious citizens of the home country and the European Union.

We are also involved in generating and implementing projects. We prepared and gained domestic
and international project proposals. Activities: Setting up project management, determining the
needs of the target groups with survey, legal advising, disseminating information to the target
group. Training and teaching the voluntary workers and employees for consultancy.

ÇANAKKALE KOZA GENÇLIK DERNEĞI – TURKEY

Çanakkale Koza Youth Association is an active, energetic youth organization in Çanakkale which is
located in North-western part of Turkey. It was founded in March 2010 by a group of young
people. Target group of organization is especially socially, economically disadvantaged children
and young people aged between 7-30. Our main working areas are cultural, social, sportive
activities and courses. We are also working on youth policies and human rights education with
young people by organizing workshops, training courses and other social activities.

Besides, we as Çanakkale Koza Youth Association not also takes part in national-international
projects and trainings but also arranges for development of project ideas addressing social,
educational, environmental and economic changes.

We are collaborating with Çanakkale Municipality, Çanakkale 18 Mart University, City Council and
High Schools to reach youngsters and to improve our studies.

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Our main objectives are;

• To help young people (especially aged from 17 to 25) to join social life in Çanakkale.
• To support personal, social and cultural development of children and young people.
• To raise awareness of community on social and environmental issues.
• To make knowledge raising studies on youth rights and human rights with young people.
• To enable young people from diverse backgrounds in producing together.
• To develop solutions on youth problems and foster their participation to social and
democratic life.
• To make specific studies on the subjects concerning youth of the city and country.
• To foster young people’s involvement on decision-making and managing of the city.

OVAALSTUUDIO - ESTONIA
Ovaalstuudio is a unique Creative Development Space in the heart of Tallinn, Estonia.

The creative services we offer are:

• Creative events for teams

• Team building courses
• Creative space with 6 rooms (Desert, Oasis, Fire, Earth, Water, Air) for courses, meetings,
coaching, events.

LIFE ZONE – ESTONIA

The Life Zone is a non-governmental, non-profit, independent youth organisation, which was
founded in the year 2005 by volunteers of different nationalities in Estonia in order to offer a
diversity of cultural and social activities to the European youth and involve them in active
citizenship worldwide.

Life Zone creates, develops, and manages social projects that help to transform the lives of people
via their personal development.

Life Zone core mission is promotion of development of the people including development of their
powers, involvement into civil society process and protection of their rights and interests. Projects’
activities aim to contribute to the preservation, emergence, and the revival of the talents of
minority groups in Europe.

8
Methodologies

In conducting training activities, we have used dynamics that actively involved participants in
defining the contents: from knowledge to team building activities, simulations and evaluation.

The non formal approach allowed participants to freely express themselves in an intercultural
context, ensuring the widest participation possible. All participants were involved in the activities
without compromising the quality of the educational topics, which have been guaranteed through
the empowerment of the individual participants themselves, motivated to be key players in the
training process.

That is why methodological approach has been non-formal and based on the idea of learning by
doing. Group dynamics and simulations have allowed participants to be the leading actors of their
learning process. The experience gained through this approach has become a wealth of knowledge
for all the participants and formed the new starting point for further group and individual
developments.

This method has provided an intensive process of learning from experience, whether it was
cognitive, sensorial or emotional. The process has been realized through actions and the
experimentation of situations, tasks and roles where the subjects, active actors, have had the
chance to put in place their own resources and competences to elaborate or re-organize theories
and concepts aiming at reaching a specific goal. Experiential learning has enabled participants to
address situations of uncertainty and developing adaptive behaviors while improving the ability to
manage their emotions in times of increased psychological stress. It has also allowed them to
develop their problem solving skills, including through the creative ability, and to gain self-
awareness through self-observation and hetero-observation in order to redefine any inappropriate
attitudes and behaviors to enhance the building.

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Tools

1. Icebreakers

NAME OF THE ACTIVITY: Name & Action

TYPE OF ACTIVITY: Funny name-game
RESOURCES: Nothing
TIMING: 10 minutes
GROUP SIZE: 30-40
DESCRIPTION:
The participants are disposed in a circle and they have to turn to say their name by associating a
gesture or a sound that would distinguish them from the other participants. The aim is to
introduce themselves by being easily remembered by the other participants.

NAME OF THE ACTIVITY: Mission impossible

TYPE OF ACTIVITY: Funny name-game to share information among the participants
RESOURCES: mp3 player (mission impossible Track), pens,
TIMING: 10 minutes
GROUP SIZE: 30
DESCRIPTION:
Participants are encouraged to look under their chairs where they can find an envelope with a
letter describing their mission. At the same time music starts, it determines the time to complete
the mission. At the end the group will verify who have completed the mission, and if any name
corresponds to every question.

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Date: Monday, 7th October 2013

Subject: MISSION IMPOSSIBLE

Task

To enter the TC Facilitator tool box project you have to accomplish successfully this
mission. Read the instructions given below and start the mission.

Instructions

On the other side of this page you will find lots of different questions written. You have
to go around the room, find a person matching the certain statement and write his/her
name above the statement. The mission will be accomplished when all your
statements will have at least one name written next to it.

Time

To accomplish this mission you have … oh my God!!!...you have time till this song come
to the end!!!

Recommendations

Hurry up and good luck!!!

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 You are looking for somebody who…
Has more than 2
brothers and sisters:

Can touch his/her

nose with the
tongue: Has more letters
than 5 in his/her
first name: Has talked with a
politician:

Can move his/her

ears: Is afraid of heights:

Was born in 1986:

Sings in the bath:

Speaks at least
three languages: Had rode a horse:

Has slept in an airport: Was born in a different

country to the one they
live in now:

Has a goldfish:
Likes early mornings:
Likes swimming:

Has been in a “foam party”:

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 2. Energizers

NAME OF THE ACTIVITY: Animal Roundup

TYPE OF ACTIVITY: Physical energizer

RESOURCES: None
TIMING: 10 minutes
GROUP SIZE: 5-50
DESCRIPTION:
1. Tell group members to silently think of their favorite animal.
2. Then tell group members that without talking, they need to arrange themselves from
largest to smallest animals.
3. Group members can only make gestures and the noise of their animal.
4. After they have finished, have group members go around and say the animal they were
supposed to be to see if it was accurate.

NAME OF THE ACTIVITY: Jump in Jump out

TYPE OF ACTIVITY: Circle game, hilarious energizer
RESOURCES: None
TIMING: 5-10 minutes
GROUP SIZE: 8+
DESCRIPTION:
Holding hands in a circle, facing the centre, a group jumps in, out,
left or right of the circle in synch with your instructions.
This exercise is almost impossible not to stuff-up – which is the
whole point. We promise you, “Jump in, Jump out” will cause your group to laugh out loud.

Ask your group to “SAY WHAT I SAY, AND DO WHAT I SAY”. Next you practice a few rounds, by
calling one of four commands – “JUM IN, JUMP OUT, JUMP LEFT, JUMP RIGHT”.
The aim is for each person (the group) to repeat exactly what you say, at the same time they are
copying what you have asked them to do. Pretty simple, you’d think. Not! There is always a few
people who move to their other left (or right) or just simply get confused, causing the circle to
crinkle.

After 20-30 seconds of this first “introductory” level, re-form the circle, and announce that you
now want to move to the next (more interesting) level.

This time announce “SAY THE OPPOSITE OF WHAT I SAY, AND DO WHAT I SAY” Get it? For
example, if I say “Jump in”, the group says “Jump out” as they literally jump into the circle. Just
typing this out is doing my head in! You may need to say this a few times for it to sink in.

One more variation is “SAY WHAT I SAY, AND DO THE OPPOSITE OF WHAT I SAY”.

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 3. Group division

NAME OF THE ACTIVITY: Find your Family

TYPE OF ACTIVITY: To divide a group into smaller groups
RESOURCES: Little cards with family names
TIMING: 5 minutes
GROUP SIZE: Any size
DESCRIPTION:
The trainer hands out small cards/papers with family names that sound the same, for example:
Smith, Rith, Flith... as much names as groups needed. Participants are not allowed to look at the
cards. The trainer explains the game: After his/her "Go" the participants read their names on the
cards and try to find family members by screaming out their names.
PS: advantage: the trainer has the possibility to determine the group members beforehand.

4. Checking expectations

NAME OF THE ACTIVITY: Clothes Line

TYPE OF ACTIVITY: Expectations, fears and contributions
RESOURCES: Rope, pegs, A4 papers, markers
TIMING: 50 minutes
GROUP SIZE: 30
DESCRIPTION:
An effective method for collecting the expectations of
participants is called the ‘Clothes Line’. All participants receive
papers on which items of clothing are drawn.

Each item of clothing stands for a different kind of expectation:

for example, Hopes, Fears or Offers to the programme that
participants may wish to make.

Time is given for participants to reflect on their expectations

using the categories of clothing as a prompt. They write their different ideas related to each
category on the clothing shapes and stick them on a clothes line made of string (hung in an
appropriate space in the working room) or drawn on the wall. Everybody has a chance to look at
the “laundry” of the others. It is important that the group has the time for it.

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 5. Outdoor activities

NAME OF THE ACTIVITY: Spider web

TYPE OF ACTIVITY: Team building
RESOURCES: Ropes, paper tape
TIMING: 1h
GROUP SIZE: 25
DESCRIPTION:
The goal of this activity is to physically pass each team member through a human-sized spider web
within the time limit. Challenging rules create situations that encourage the group to work
together. Key learning areas include resource utilization, problem solving and creative planning, as
well as bringing strength and gender stereotypes to light. Easy: have lots more holes than people,
allow holes to used more than once, allow people to crawl under. Medium: Give the group a
“magic” stick which can re-open a hole if necessary. Hard: If anyone touches the web, all must go
back. Variation: 1) tie the knots so the difficulty can be adjusted by moving the string, 2) pass a
whole length of rope in and out of the spider’s web instead of people. If the rope touches the
spider’s web, it starts again.

NAME OF THE ACTIVITY: Key punch

TYPE OF ACTIVITY: Team building
RESOURCES: 30 plastic plates
TIMING: 1h
GROUP SIZE: 10-30
DESCRIPTION:
Arrange casually, on a playing field,30 plastic plates previously numbered. In this way you have
created your keyboard. Determine a start/arrival point, approximately 10 meters away from the
keyboard. In this point, the group must to be assemble. The location has to be far enough to not
be allowed to have a clear view of the keyboard and then the position of the numbers
Procedure: The group must touch all the "keys" numbered as quickly as possible and go back to
the starting point. The team is given five attempts and 30 minutes of time to try to:
• complete the task;
• if possible, improve performance.
The group is penalized when a number is pressed out of order and if he resides more than one
person at the same time inside the field of play. The penalty can be, for example, that the group
should start again, but the time continues to run during that extra effort. Give the group five
minutes to plan, then part of the countdown of 30 minutes and starts the measurement of the
first attempt. Start the measurement of performance when the group announced that it is ready.

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 6. Daily and Final evaluation tools

NAME OF THE ACTIVITY: Thermometer

TYPE OF ACTIVITY: Daily evaluation
RESOURCES: Post-it, flip chart
TIMING: Snap-shots
GROUP SIZE: Any size
DESCRIPTION:
A simple method for “taking the temperature in the group” is the Thermometer. The thermometer
can be drawn on a flip chart and participants are invited to put a personalised mark (their name or
initials) on the temperature they feel best represents how they view a particular part of the
programme or how they feel the group is. In this example, the atmosphere in the group is
evaluated. But, other aspects can be evaluated with the thermometer, for example the informal
moments, group life. Participants can also be asked to share their evaluations and to discuss how
things can be improved.

The flip chart depicting the group evaluation can be posted on the wall and at a later stage of the
activity can be used again, to see how things have developed.

NAME OF THE ACTIVITY: Speedometer

TYPE OF ACTIVITY: Daily evaluation
RESOURCES: post-it, flip chart
TIMING: Snap-shots
GROUP SIZE: No limit
DESCRIPTION:
How do participants feel about the pace of the programme? The “Speedometer”
offers participants to express their feeling about the rhythm of the activity and can be used as an
ongoing (daily) evaluation method.

Draw the speedometer on a flip chart and ask participants to put their personal mark according to
their opinion about the pace of the programme. Further instructions needed to understand how
this can be used, for example, let all the participants take a look at the other participants’ opinions
and discuss as appropriate.

Remember to mention what the team will do with the information.

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NAME OF THE ACTIVITY: Schieramenti
TYPE OF ACTIVITY: Final evaluation
RESOURCES: Flip chart, markers, A4 papers, camera
TIMING: 30 minutes
GROUP SIZE: No limit
DESCRIPTION:
Prepare three billboard indicating respectively: (0) - (50) - (100). Place it on a wall of the working
environment. Then prepare a sheet for each of the aspects that you wish to evaluate. The group is
positioned on the (0) and waits for you to show them the first aspect. Based on the judgment that
each intends to give it, they move at a precise point on the scale (0-50-100), at which point
shooting to fix the outcome of the evaluation. The operation is repeated for all the aspects that
you wish to evaluate.

NAME OF THE ACTIVITY: Target game

TYPE OF ACTIVITY: Final evaluation
RESOURCES: flip chart, markers
TIMING: 10 minutes for each poit to evaluate
GROUP SIZE: No limit
DESCRIPTION:
Realize a target composed of 3 concentric circles. Starting from
the center of each layer representing a degree of judgment decreasing as you move away. The
wheels shall be divided into quadrants (as are many issues to be considered). Each participant
must place a dot in each quadrant at the value judgment that it intends to express.

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 7. Key words/brainstorming

NAME OF THE ACTIVITY: Five words game

TYPE OF ACTIVITY: Collective processing
RESOURCES: papers, pens, flipchart, markers
TIMING: 1h
GROUP SIZE: 12+
DESCRIPTION:
Participants are invited to write on a sheet the five key words of the topic assigned to them. When
you have finished you create the couples. At that point, each pair has ten words, and has the task
of finding the five key common words to the pair through a processing which takes into account
the points of departure and that leads to a shared synthesis. No matter what words are some of
one and some of another; five new words can also be the result of the comparison. If the couple
does not reach an agreement on five-word writes only those on which you agree.

After this second phase, each pair joins to another. At this point, the quartet is that you end up
with ten words and with the same tasks.

This continues depending on the number of participants until they have formed two groups which
are each producing its own five words and elect a spokesperson. Back at the two plenary
spokesman write the five words on a flip chart and comparing them with those produced by the
other group behind different words explain if there might be the same meaning or if there are
actually different meanings. This is in order to understand whether the two groups have come to
the same conclusions or less and otherwise as there are distances between respective processing.
Spokesmen only have the mandate to report on what it means for your group and that word does
not have a mandate to negotiate. All those present may request an explanation from the
spokesman of the other team and eventually express their assent or dissent.

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 8. Group dynamics (specific topics)

NAME OF THE ACTIVITY: The squares game

TYPE OF ACTIVITY: Group dynamics, leadership.
RESOURCES: For each group of 5 people we will need to 5 envelopes labeled A to E and 5 squares of
thin cardboard of 6 cm side. For each group are cut 5 squares exactly as in the following diagram:

TIMING: 1h
GROUP SIZE: 10+
DESCRIPTION:
The participants are divided into groups of five. If there are not enough people, some may have
two envelopes, but if people are not too many, some must divide the envelope with someone
else. Each group of five takes all of one color envelopes, and each person takes one. They are then
announced that the following rules will also be transcribed on a flip chart:
1) do not talk;
2) does not gesturing, do not smile, do not grumble, nor does any grimace or gesture;
3) no one can touch or take a piece belonging to another;
4) you can give some or all of the pieces to other members of the group.

Remind participants that the letters on the pieces are irrelevant to the game. The aim of the
groups is of course to complete the five squares.

DEBRIEFING:

DIMENSION
It 'easy to say that "most people" means more experience and "brain" in the service of a task.
However, since many people are inhibited by large groups, small groups are often more efficient in
solving problems and get to make the decisions. The optimal number is 5-15 members, depending
on the type of task that the group must perform.

STRUCTURE
Each group has its own reason for existing, and often has a task to perform. As soon as a group
begins to face his task, crop diversity among members. Some with more experience in the field,
they know (or think they know) more than others. Some are more or less extroverted than others,
more or less dominant, more or less creative, more or less sensitive than others. From these
differences emerge quickly an informal structure of the group, based on the degree of
participation of each.

There may also be a formal type of hierarchical or egalitarian collective, or mixed. Many groups
adopt a formal structure without realizing how it will work alongside the informal structure. A
collective does not work if the members do not trust each other, in a small and limited group of
friends, a formal structure with a boss, a secretary and a treasurer can be ridiculous.
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ROLES
In groups the roles are generally divided into: the roles of task, role of maintenance, self-centered
roles.

Roles usually emerging into groups

TASK ROLES OBJECTIVE TECHNIQUE
The orientation giver To give a guidance counselor or a target to proposes tasks , objectives , defines the
thegroup problem , suggests procedures
The news seeker To make the group aware of the need to be Remind significant facts
informed
The news giver To demonstrate to the group that information is Offers significant facts ; does not trust a
important for his work subjective opinion when you require
objective evidence oggettive
The opinion seeker To bring out the opinion of the members of the takes suggestions, ideas, feedback ,
group feelings
The opinion giver To express his/her own opinion Gives suggestions, ideas, feedback ,
feelings
The clarifyer To overcome the confusion Defines the terms, interprets the ideas,
opportunities and alternatives indicates
The pointer out To highlight the consequences of projects and Make examples , helps each one to
positions , and to end the confusion understand the meanings explained
The synthesizer To show the relationships between various ideas brings together like-minded , shows the
contradictions , restates the suggestions ,
indicating conclusions
The consensus checker To try to find out if there is an agreement or to Tracks the progress , expresses the
show that it is now near perception of common positions ,
suggests agreements to be verified
MAINTENANCE ROLES OBJECTIVE TECHNIQUE
The encourager To value the opinions of others and acknowledge He/she is friendly, affectionate and
each person sensitive, accepts the opinion of all
The raiser To call the group's attention on the emerged Shows his/her impressions, restates the
reactions , ideas and suggestions opinions and impressions of others
The conciliator To reassemble disagreement and reduce tension makes conciliatory remarks, jokes,
convinces people to express differences
The intermediator To keep group cohesion proposes transactions ideas , accepts the
conditions , admits mistakes
The communication -facilitator To keep discussions open asks the opinion of all , it meets the needs
expressed by the group , listen, suggests
procedures
The keeper of the order and style To make the group aware of its own horizon and its Recall the purpose of the group and
journey suggests tasks
The listener To make the group a capable of active listening and Listen and accept the ideas of others
interested
EGOCENTRIC ROLES OBJECTIVE TECHNIQUE
The ruler , playboy , gratification Satisfy personal needs at the expense of the group An infinite number of ways to do clever
hunter, cynical, gregarious and flashy

Each group has a task or job. It can be specific, such as writing a manifesto, or vague, as discussing
generally on a theme. To be successful the team needs to complete its task, and the members who
occupy positions of responsibility must ensure that this happens.

Within the group there must be a balance between the various forces and tensions. Here is the
task of the roles of maintenance.

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COMMUNICATION
In small as in large groups, communication can be a problem. It 'important that the roles of
communication are well defined so that someone can feel isolated and alienated. The information
(the content of communication) is power and who has it, even with the best intentions in the
world, will be in a position of dominance. If groups want to really work, the information must be
accessible to all those who wish to cards through collection systems and libraries adapted to the
demands of the group. One of the best ways to store is to prepare the reports (reports) on the
problem at hand or on recent events.

INFLUENCE AND DECISIONS TAKEN

The group leader is one who exercises a certain influence on others. The group in question
assumes a hierarchical structure. In democratic groups each member has more or less the same
influence on others. It must be said, however, that an influence is equal to a target smoky also for
most of the so-called democratic groups. The structure of a group and its influence patterns are
closely linked to how decisions are made on the inside. The way in which decisions are made is
truly democratic only when each has its own contribution on the basis of influence "informed" and
when contributions are considered equally.

CONSENSUS
Consensus is a general agreement within the group, such that each has agreed to go forward in
the direction determined. So even those members who do not consider it a big decision, they are
willing to continue in the line taken. A decision based on consensus implies a contract, an
agreement, according to which all members will discuss it.

NAME OF THE ACTIVITY: Lead the blind

TYPE OF ACTIVITY: Group dynamics
RESOURCES: Two objects
TIMING: No limit
GROUP SIZE: No limit
DESCRIPTION:
Divide the participant’s in two group standing in scattered circles. One person in each group is
blindfolded and one object in each group is given to a “holder” who raises it up so all can see it.
Everyone can guide the “blind” person to find the person with the object. Two groups are
competing initially. So speech is important. When the object is found the “blind” goes to the other
group and a new person is blindfolded. In the end is only 1 group and is winners or losers. The
game ends when everyone has been the “blind” and found the object.

NAME OF THE ACTIVITY: Don’t drop it

TYPE OF ACTIVITY: Team building
RESOURCES: Towels or similar for every two participants , two different small objects
TIMING: No limit
GROUP SIZE: 6-30
DESCRIPTION:
Three phases with increasing difficulty level:

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 1- Create a row of couples facing each other, holding the towels. distance between couples:
1mt. Throw the object from one end of the row to the other using towels only, no
speaking. When dropped, start again.
2- When reaching the end, throw back towards the other end, only every couple is moving
constantly. Back and forth.
3- When reaching the end, throw two different object starting from two ends.

NAME OF THE ACTIVITY: Be a picture!

TYPE OF ACTIVITY: Team building
RESOURCES: Paper, color pen, sticker, envelope
TIMING: 1h30’
GROUP SIZE: 8 <
DESCRIPTION:
The group will be split into small groups, we have stations. At the station the group gets a task to
be solved. Then they get an envelope from the animator at the station. Every group goes in every
station. If every group have their own envelope, they must collaborate to put together the pieces
of a big pictures – puzzle. Everybody is an important part of the big pictures. Without any part the
picture is not ready!

NAME OF THE ACTIVITY: Prisoner’s dilemma

TYPE OF ACTIVITY: group dynamic/conflict management/
RESOURCES: Four pieces of paper (usually of the size of half of an A4) , the letters that are used to
the game, the red X and Y, blue A and B, almost 3 copies of the score model.
TIMING: 1h30’
GROUP SIZE: no limit
DESCRIPTION:
In the " prisoner's dilemma " the group split into two teams: the red team and the blue team. Each
team must have an observer, that is, one of the participants that instead of playing with the other,
observes them from a detached (the risk is that " fall " in the set of the team that observed). His
task is to take detailed notes on how the events took place. During the debriefing, the observers of
the game will be the first to speak.

The teams play in two separate locations, without communicate with the other group, the way
they communicate is defined by the score. In fact, in the game each team will have to choose
which letter to play at the same time (the X or Y, for the red team , the A or B for the blue team),
meaning that each team will know what is the choice of the antagonist in the same time.
Depending on the choice that is made (in a total by both teams), as seen from the card game, the
score changes.

A "messenger", the trainer and / or his assistant, in addition to keeping time, has the task of
collecting the letters and notify the result of the two teams. They will then teams themselves on
the board, to come to terms (partial and total). You have to realize eight heats. The times that the
trainer will give the two teams have ten minutes to play and the first of up to five minutes for the
next play. In the third round is doubled, ie, the scores will be doubled (eg XA , +6 +6 instead of +3

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+3).

At the sixth and eighth rounds, there is the square. It is a particular square persists where the sign
(-6 to -36 square ago, rather than, as would be mathematically correct, +36). Between the fourth
and fifth played two teams have the unique opportunity to communicate. Must elect at the end of
the fourth round an " ambassador " and decide what to say and what to ask the opposing team,
his "mandate".

The meeting between the two ambassadors is implemented in a different space and isolated from
the two teams, and should last a maximum of five minutes.

The aim of the game is to: OBTAIN THE MAXIMUM RESULTS POSSIBLE. One must be careful not to
say anything more, even under the pressure of the formation. It is advisable in any case to repeat
the task without adding anything (it is suggested also not to change the word " maximum " with
the word "major" or , even worse, "better"). You can of course answer any questions about the
operation of the game, but not on purpose. The trainer will have to prepare, prior to the game,
out of four pieces of paper (usually of the size of half of an A4) , the letters that are used to the
game, the red X and Y, blue A and B.

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 THE PRISONER'S DILEMMA
Score

Choice Group Choice Group Result Group Result Group

RED BLUE RED BLUE

X A +3 +3
Y A +6 -6
X B -6 +6
Y B -3 -3

Results Table

Group Group Total Result Total Result

Play RED BLUE Group RED Group BLUE
BLUE
Letter Partial Letter Partial
selected Result selected Result

1.

2.

3. Double

4.

5.

6. Squared

7.

8. Squared

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NAME OF THE ACTIVITY: Thomas Kilmann model
TYPE OF ACTIVITY: Conflict management
RESOURCES: Pens, tape, paper, marker.
TIMING: 1h30’
GROUP SIZE: no limit
DESCRIPTION:
The participants were asked to brainstorm about the words and phrases they associate with
conflict. Among the words mentioned were angry, result, differences, misunderstanding, strategy,
winning, losing, etc.

The trainer mentioned that the words mentioned by the participants can be classified as those
that view
- Conflict as negative
- Conflict as positive
- Conflict as inevitable

Then the participants were asked to take a paper, three-fold it and write on the sides
1. What they are good at during conflict
2. What they are not good at during conflict
3. What they admire others do in conflict

Some of them share their strengths and

weaknesses with others. The trainer
present the Thomas-Kilmann model of
conflict handling styles, using the floor,
take and papers for it. The participants
learn about two aspects: assertiveness
(concern about oneself) and
cooperativeness (concern about others).

The five styles (avoiding, collaboration,

compromise, accommodation and
competing) describe in details. The trainer
explain that all styles can be successful if
used in correct situation. The participants discuss in which situation suits a particular style. E.g.
when there is not much information or the power is imbalanced between parties, or when the
issue is minor, it is better to avoid the conflict.

The participants were asked to stand on the style which they think they are tended to use the
most. Afterwards they filled in the questionnaire to identify their style and see whether they
guessed it correctly.

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NAME OF THE ACTIVITY: Albatros
TYPE OF ACTIVITY: Cultural diversity
RESOURCES: Dishes or bowls for hand washing; liquid to drink; food to eat; sheet or cloth for
Albatrossian man and woman; chairs; candles;

TIMING: Depending on the number of participants, it can extend to up to 90 minutes

GROUP SIZE: 20
DESCRIPTION:
Setting: a circle of chairs is put in a room. Only the workshop leaders are in the room.

a. The male workshop leader is sitting on a chair, while the female leader kneels barefoot on the
floor next to him.
b. The participants enter the room /the only information they are given beforehand is that they are
now visiting a new culture as guests/.

There are three ways of communicating /which are not known to the participants at the beginning
of the game/.
“Sssssssss!!!” = negative signal, (for incorrect behavior)
„Mhmhmhmmmm!!!” = positive signal (for correct behavior)
Clicking one’s tongue = an order to do something The activity could be defined as follows /there
are however no limits to being creative!/

Taking position: The female leader signals to the participants that the female participants should
kneel on the floor just like her; the male participants should sit down on the chairs; the female
participants should take off their shoes.

Welcoming: The male leader welcomes the other men by standing up and signaling to one man at
a time to also stand up. Then the two men rub their knees together (right knee to right knee). The
female leader welcomes the other women, by making them stand up one at a time and rubbing
their legs with her hands from hip to toes.

Drinking water: The female leader walks around and offers water by holding the glass to the
mouths of the men to let them drink, with the women she passes the glass to them and they drink
themselves.

Eating bread: The female leader walks around and hands out the bread, by feeding the men and
passing the bread into the hands of the women to eat.

Choosing a woman: Afterwards both male and female leader walk around and look at the feet of
the individual women /they are signaled to stand up one at a time to have their feet inspected/.
They choose the woman with the biggest feet and signal her to take her place (kneeling) on the
other side of the chair the male leader sits on.

Hand on head: The leader places his hands on the heads of the two women kneeling beside him
and tilts their heads gently towards the floor. He motions to the other men to do the same to the
women on their sides.

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c. Now the activity is over and the leaders ask the participants to resume their seats /now back in
the language we are used to/ and evaluate the game by asking questions like “What did you
observe?”; “Did you notice anything in particular?”; “What happened?”; “How did the men feel?”;
“How did the women experience their roles?”;
d. Now the meanings of the actions are explained. In the Albatross culture, the ground is
considered holy. In the social hierarchy the women rank above men, therefore only women are
allowed to touch the holy ground barefoot. The women are considered holy, too. The men must
not touch what comes from the ground; therefore the men are fed by the women, whereas the
women may touch the food and the water. The woman was chosen by the size of her foot, and the
honor to kneel beside the leader was given to her as the woman with the largest feet because she
has the biggest area of contact with the holy ground. The bending of the heads was a sign of
gratitude - in this way the men can come closer to the holy ground (by touching the women!).

Reflection: Follow-up questions: “Why did most of you immediately assume that the women were
being discriminated against?” /this is often the case – women feel obliged to work in the course of
the game/; “Do you believe that in a foreign country/culture you would feel like you felt in this
game?”; “How can we try to find out what the underlying reasons for behavior are if we are not
sure of interpreting the behavior correctly?”

NAME OF THE ACTIVITY: Eggsercise

TYPE OF ACTIVITY: To demonstrate the cooperation cycle among a multicultural group
RESOURCES: A raw egg attached to the ceiling with a string; scissors, scotch tapes, and a pile of
sheets of paper.
TIMING: 10 minutes to explain the rules of the game; 30 minutes for the game itself; 15 minutes for
the follow-up discussion.
GROUP SIZE: Groups of 5-6 people in each
DESCRIPTION:
a. Prepare the rooms where small groups of participants (4-5) are going to work. For each small
group, bind a string around a raw egg and hang the egg from the ceiling, at approximately 1,75 –
2m from the ground. Do not wrap the egg, if it falls to the ground it should still be able to break…
For each small group, put ready for use a pile of old paper, scissors, glue.
b. Split the large group into small groups of about 4-5 participants each. Introduce the exercise to
the group: Exactly 30 minutes after the start of the exercise the facilitator will pass by the room
and cut the string holding the egg. As a team, it is their task to build a construction that would
prevent the egg
from breaking.

Rules:
- Neither the egg itself nor the string holding it may be touched by the participants or by the
material they use
- They can only use the material you have prepared for them, chairs and tables that may be around
cannot be put into use!
c. Watch the groups (you may need one facilitator per 2 small groups) and ensure that they
observe the rules.

27
d. After 30 minutes exactly, stop the groups. Make a tour then cut each string and see if the teams
have succeeded in preventing the egg from breaking.

Additional suggestion: To add up more on the intercultural environment, you might want to add up
a simulation with different cultural groups adopting different working styles.
Reflection: What was the most difficult thing in working together? Were there moments when you
felt fed up and simply wanted to walk away from the game? Did you feel excluded? Did you notice
different communication and working styles within the group?

NAME OF THE ACTIVITY: Lost at sea

TYPE OF ACTIVITY: Team building/leadership style
DESCRIPTION:
This exercise can be used in many different settings and training programmes, it is designed to
work mainly within team building/leadership style training.

The delegates should be divided into groups of 4 and then given 10 minutes to individually score
the items.

After this time the team members should confer and decide on the team’s priority list. A
maximum of 20 minutes should be allocated for the section.

When the second phase is complete a pre-prepared answer sheet should be revealed and they
should score their individual and teams answers.

A discussion should then take place where individuals should compare their individual score
against the team looking at why the scores are different What changed their minds, how where
they influenced etc.

28
Scenario:
• You and your team have chartered a yacht.
• None of you have any previous sailing experience, and you have hired an experienced
skipper and two-person crew.
• As you sail through the Southern Pacific Ocean a fire breaks out and much of the yacht and
its contents are destroyed.
• The yacht is slowly sinking.
• Your location is unclear because vital navigational and radio equipment has been damaged.
• The yacht skipper and crew have been lost whilst trying to fight the fire.
• Your best guestimate is that you are approximately 1000 miles South West of the nearest
landfall.
• You and your friends have managed to save the following 15 items, undamaged and intact
after the fire.

1. A sextant
2. A shaving mirror
3. A quantity of mosquito netting
4. A 5 gallon can of water
5. A case of army rations
6. Maps of the Pacific Ocean
7. A floating seat cushion
8. A 2 gallon can of oil/petrol mixture
9. A small transistor radio
10.20 square feet of Opaque plastic sheeting
11.Shark repellent
12.One quart of 160 per cent proof rum
13.15ft nylon rope
14.2 boxes of chocolate bars
15.A fishing kit

In addition to the above, you have salvaged a four man rubber life craft. The total contents of your
combined pocket’s amounts to a packet of cigarettes, three boxes of matches and 5 dollars notes.

YOUR CHANCES OF SURVIVAL WILL DEPEND UPON YOUR ABILILTY TO RANK THE ABOVE 15
ITEMS IN THEIR RELATIVE ORDER OF IMPORTANCE. GOOD LUCK!

Rationale
According to the experts (US Coastguard), the basic supplies needed when a person is stranded
mid-ocean are articles to attract attention and articles to aid survival until rescue arrives. Articles
for navigation are of little importance since even if a small life raft were capable of reaching land,
it would be impossible to store enough food and water to survive for the requisite amount of time.
Without signalling devices, there is almost no chance of being spotted and ultimately rescued.
Furthermore, most rescues occur within the first 36 hours and a person can survive with only a
minimum of food and water during that period.

29
So, the following is the order of ranking the items in their importance to your survival:

1. Shaving Mirror Critical for signalling

2. 2 gallon can of oil/petrol mixture Critical for signaling. The mixture will float
on water and could be ignited with one of
the 5 notes and a match.

3. 5 gallon can of water Necessary to replenish fluids lost through

perspiration
4. One case of army rations Basic food intake
5. 20 square feet of opaque plastic Can be utilised to collect rain water and
provide shelter from the elements
6. 2 boxes of chocolate bars Reserve food supply (what were you going to
do with that much
chocolate?)
7. Fishing kit Ranked lower than the chocolate as ‘a bird in
the hand is worth two in the bush’ There is
no guarantee you will catch any fish.
8. 15ft of nylon rope Could be used to lash people or
equipment together to prevent it being
washed overboard.
9. Floating seat cushion A life preserver if someone fell
overboard
10. Shark repellent Enough said
11. One quart of 160 per cent proof rum Contains 80% alcohol, which is
enough to be used as an antiseptic for any
injuries, otherwise of little value – would
cause dehydration if
ingested
12. Small transistor radio Of no use without a transmitter. You would
also be out of range of any radio station.
13. Maps of the Pacific Ocean Worthless without navigation
equipment. It does not matter where you
are but where the
rescuers are!
14. Mosquito netting There are NO mosquitos in the midpacific
ocean. As for fishing with it? – stick to the
fishing kit.
15. Sextant Useless without the relevant tables and a
chronometer.

30
Annex
Coaching guide https://www.salto-youth.net/downloads/4-17-938/coaching_guide_www.pdf

Short movie about coaching http://www.youtube.com/watch?v=UY75MQte4RU

Short movie about 8 Key competences http://www.youtube.com/watch?v=RD-elxXm1lw

Manual for facilitator in non-formal education

http://www.coe.int/t/dg4/youth/Source/Resources/Publications/2009_Manual_for_facilitators_en.pdf

Facilitator tool kit (University of Wisconsin)

http://oqi.wisc.edu/resourcelibrary/uploads/resources/Facilitator%20Tool%20Kit.pdf

Theatre of the oppressed (Augusto Boal)

http://www.youth-worktraining.org/module_files/res_38_EN_doc.pdf

T – Kit 6 – “Training Essentials”

http://youth-partnership-eu.coe.int/youth-partnership/publications/T-kits/6/Tkit_6_EN

Useful Link

https://www.salto-youth.net/

http://youth-partnership-eu.coe.int/youth-partnership/

http://www.coe.int/en/web/european-youth-foundation

31
Contacts

www.amesci.org

[email protected]

www.nvomost.org

[email protected]

[email protected]

[email protected]

www.ovaal.ee

[email protected]

www.lifezonegroup.com

[email protected]

www.kozagenclikdernegi.org

[email protected]

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