Communication and interaction of people occurs in various groups. A group is a collection of elements that have something in common.
There are several types of groups: 1) conditional and real; 2) permanent and temporary; 3) large and small. Conventional groups of people are united according to a certain criterion (gender, age, profession, etc.). Real personalities, included in such a group, do not have direct interpersonal relationships, may not know anything about each other, or even never meet each other.
Real groups of people that actually exist as communities in a certain space and time are characterized by the fact that its members are connected by objective relationships. Real human groups vary in size, appearance and internal organization, purpose and social significance. A contact group brings together people who have common goals and interests in one or another area of life and activity. A small group is a fairly stable association of people connected by mutual contacts.
Small group - a small group of people (from 3 to 15 people) who are united by common social activities, are in direct communication, contribute to the emergence emotional relationships, development of group norms and development of group processes.
With a larger number of people, the group is usually divided into subgroups. Distinctive features of a small group: spatial and temporal co-presence of people. This co-presence of people enables contacts that include interactive, informational, perceptual aspects of communication and interaction. Perceptual aspects allow a person to perceive the individuality of all other people in the group and only in this case can we talk about small group.
The group has the following psychological characteristics (Fig. 8):
By psychological characteristics distinguish: 1) membership groups; 2) reference groups (standard), the norms and rules of which serve as a model for the individual.
Reference groups may be real or imaginary, positive or negative, may or may not coincide with membership, but they perform the functions of: I) social comparison, since the reference group is a source of positive and negative models; 2) a normative function, since the reference group is the source of norms and rules to which a person strives to join.
Unorganized (nominal groups, conglomerates) or random organized groups(movie spectators, random members of excursion groups, etc.) are characterized by a voluntary temporary association of people based on similar interests or common space).
Association is a group in which relationships are mediated only by personally significant goals (a group of friends, acquaintances).
Cooperation is a group characterized by a really functioning organizational structure; interpersonal relationships are of a business nature, subordinated to achieving the required result in performing a specific task in a certain form activities.
A corporation is a group united only by internal goals that do not go beyond its boundaries, striving to achieve its group goals at any cost, including at the expense of other groups. Sometimes corporate spirit can take place in work or educational groups, when the group acquires features of group egoism.
A team is a time-stable organizational group of interacting people with specific governing bodies, united by the goals of a joint social useful activity and the complex dynamics of formal (business) and informal relationships between group members. The educational team has a dual structure: firstly, it is the object and result of the conscious and purposeful influences of teachers and curators, who determine many of its features (types and nature of activities, number of members, organizational structure etc.); secondly, the educational team is a relatively independent developing phenomenon that is subject to special socio-psychological laws.
Dating games
"Snowball" (20 min.)
Target: learn and remember the names of the participants.
Materials: not required.
Each participant says their name and comes up with an adjective starting with the same letter as their name. It is very important to say the epithet that emphasizes the individuality of the participant. It is necessary to ensure that definitions are not repeated and that participants do not suggest epithets to each other.
The exercise should proceed as follows: the participant first says the name and adjective of the participant who introduced himself in front of him, then his own. The next person’s task is to repeat 2 names and 2 adjectives, then name his own... etc. The last participant has to repeat the names and adjectives of all participants in the circle.
Example: First participant: Maxim the wise. Second participant: Maxim the wise, Olga original.
Third participant: Maxim the wise, Olga the original, Natalya the resourceful, etc.
“My name is... I love myself because...” (15 min.)
Target: to restore the names of group participants in memory and create a working atmosphere (preferably on the 2nd day of the seminar).
The exercise is done in a circle.
Each person alternately says two phrases: “My name is...” and “I love myself because...”. Don't get distracted by arguments and discussions about our desires. Just say them one by one, impartially and quickly.
Group bonding games
"Line up according to your height!" (15 minutes.)
Target: overcoming barriers in communication between participants and their emancipation.
Materials: not required.
Participants become a tight circle and close their eyes. Their task is to line up with their eyes closed according to their height. After all participants find their place, give the command to open their eyes and see what happened. After the exercise, you can discuss whether it was difficult to complete this task (how the participants felt) or not.
Note: This game has several variations. You can give the task to build by eye color (from the lightest to the darkest - naturally, without closing your eyes), by hair color, by the warmth of your hands, etc.
"Frogs and crocodile" (10 min.)
All participants are frogs, and the driver is a crocodile. When the crocodile wakes up, the frogs must hide by standing on water lilies (sheets of paper laid out on the floor). With each awakening of the crocodile, sheets of paper are rolled up and removed. Those frogs that are outside the water lilies are eaten by the crocodile, i.e. leave the game. The main task is for all frogs to be able to stay on minimum quantity water lilies.
Warm-up exercises
"Brazilian Grandma" (5 min.)
All participants stand in a circle (facing the center of the circle). The presenter shows certain movements of the head, arms, legs, which are accompanied by the phrases “I have a grandmother,” “She lives in Brazil,” “She has this leg,” “She has this arm and her head on the side,” “She jumps.” and shouts: “I am the most beautiful grandmother in the world.” Then all participants repeat these movements and words.
"Schumacher" (15 min.)
The presenter stands in a circle and points to any person and names the figure. The named one and its right and left neighbors show the desired figure; if someone does not do this quickly, within 3 seconds, then he becomes the driver. Shapes:
Elephant: the man in the middle shows his nose, neighbors show his ears
Tree: in the middle - arms up, on the sides - to the sides
Buffalo: in the middle - head tilted down, hands depicting horns, on the sides - kicking with distant legs
Schumacher: in the middle - holding the steering wheel, on the sides - wheels
Monkeys: in the middle - I don’t see anything, to the left of him - I don’t hear, to the right - I don’t speak.
Exercises for dividing a group into several subgroups
"Molecules-Chaos" (2-3 minutes)
The instructor gives instructions: “Imagine that we are all atoms, moving in a chaotic order, sometimes combining into molecules, and then scattering in different directions, gathering into a whole cell, an organism…. Now the music will play, and we will all begin to move in space like atoms in chaos. And then I’ll name any number, and that number of atoms will unite into one molecule, and then several molecules into a cell, and cells into an organism.”
Music sounds, all participants move in a chaotic order. The instructor says “2 atoms”, then “2 molecules”, “2 cells”, “2 organisms”. Participants are divided into two groups.
The leader of a training group often has the task of dividing it into separate subgroups. The point is not only that many training exercises involve working in pairs, threes or fours. After all, the task of intensifying the process of communication between participants and generally giving dynamism to the training can be solved precisely through fragmentation into subgroups.
However, one thing should be remembered important condition- these subgroups cannot be allowed to “frozen” into a certain composition. You need to constantly shuffle the participants to give everyone the opportunity to communicate with everyone.
Using the same techniques quickly gets boring, so I offer a set (by no means exhaustive!) of options for dividing training participants into separate subgroups.
Calculation
This is the most basic way. The calculation is made for “first-second”, “first-second-third”, etc., depending on how many groups are required. It is important not to get confused here: the calculation should be made based on the required number of groups, and not on the number of participants in each group. (As an option - orange, tangerine, banana...)
Circle segmentation
If the training takes place in a circle, then the group can be divided in half by drawing the imaginary diameter of the circle from the leader to the participant sitting opposite. If more than two commands are required, the circle is simply divided into the required number of segments.
Color separation
The division into groups is carried out according to the external characteristics of the participants, for example, by the color of clothing. Those who prevail green color, are called “greens” (you can also call them “Greenpeace”). Both “red” and “white” may appear. Those who do not fall into any category can unite, for example, in the “motley” team.
I do not advise creating a “commonwealth” dark forces”, even if many participants are dressed in mourning colors. An exception may be a game where there are negative characters, and also if the presenter considers dark color clothing of specific participants as an unconscious reflection of their negative emotions who need to “act out.”
The criteria for identifying separate groups can be not only the colors of clothing, but also other external signs: the presence of jewelry, watches, hair color, eye color, etc.
Construction by ranking
Participants stand in a line. At the command of the leader, in a minimum amount of time, they must silently rearrange themselves: by eye color, by hair color, by height (with eyes closed), by pitch of voice and other characteristics.
Each time the presenter must clearly indicate which side the participants should stand on, for example, “with the lightest hair,” and which side, “with the darkest hair.”
After the construction according to any characteristic is completed, the leader divides the line into the required number of groups with varying degrees of expression of the selected characteristic.
Shooting with your eyes
Participants stand in a circle with their eyes downcast. At the presenter’s signal, everyone raises their eyes, trying to meet someone’s gaze. If this is successful, then the resulting pairs leave the circle.
The game continues until all participants are divided into pairs. And then - according to the leader’s plan: either work is organized in pairs, or pairs are grouped into larger associations.
You can do this a little differently: attempts are repeated until the entire group simultaneously breaks up into pairs of participants who have mutually chosen each other.
A situation can become dramatic when the number of participants is odd and someone must obviously be left without a pair. In this case, the presenter can, for example, invite any pair (or team) to draw lots for who will get the remaining player, or arrange a competition between the teams for the right to include this player in their lineup.
Atoms and molecules
The group members scatter around the training room to soft “cosmic” music. The presenter says: “Each of you is a lonely atom wandering in space. You meet other atoms, sometimes there are even slight collisions. But sometimes you get the opportunity to combine into molecules. You will do this on my command. I will name the number of atoms in the molecule.”
After a while, the presenter claps his hands, the music stops, and he says, for example: “Four.” Participants quickly form groups of four. Those who did not manage to enter any “molecule” (let’s say there are three players left) are eliminated from the game. The “molecules” again disintegrate into atoms, which continue to wander in space until the next command from the leader.
As a result, you can either create two teams (from those who dropped out and from those who remained in the game), or at a certain moment give the command to assemble into molecules with the number of atoms needed for further procedures (it’s good if this number is equal to the number of eliminated participants who will then be able to form their own group).
Leaders
The leader quickly and unexpectedly commands: “Stand up, those who consider themselves leaders!” The first two (three, four - depending on how many subgroups are needed) are declared leaders who have the right to recruit their teams.
You can do it differently: each of the leaders is asked to choose only one participant whom he wants to see on his team. Then the selected participants take turns choosing the next ones and so on until the group is divided into two parts.
If participants odd number, then a situation arises when one person remains unclaimed. (You may have already guessed that this procedure, like the “Shooting with the Eyes” option, is sociometric in nature.)
An “unclaimed” participant may feel uncomfortable. Therefore, the facilitator can invite the leaders of the two groups to argue about the right to do this. last participant: pronounce short monologue, in which to prove that, due to such and such merits, this person is necessary for his team. After this, the participant chooses a team for himself.
Football method
To divide into groups using this method, you will need to identify 2-3 leaders, active guys (the number of guys depends on the number of mini-groups that you want to create) and ask them to recruit a team, observing the following condition - one of the leaders makes the choice first, the other this time no action is taken. When the first leader's choice is made, the second leader can make his choice, and only after that does the third leader make his choice. Moreover, the principle of recruiting people into a team is as follows: the first chooses the second, the second chooses the third, the third chooses the fourth, etc.
Any number
The presenter calls any of the players by name. He must immediately pronounce a number - from one to a number equal to the number of participants.
At the command of the leader, the number of players that corresponds to the named number must stand up at the same time. At the same time, the player who said this random number, may not get up. Can anyone realize that there are win-win options: either call “one” and jump up yourself, or call the number of group members, and then everyone will stand up.
After one or two successful attempts, participants experience a sense of group cohesion. This is where the leader needs to take the initiative into his own hands. “And now I’ll give the command myself!” - he declares and names the number, which, according to his plan, corresponds required quantity players in one subgroup.
If as many players have stood up as ordered, then the leader asks them to leave the circle and continues the game with the remaining ones.
Breakdown by criterion
The facilitator offers the group some criteria that do not imply ranking, but a clear classification with a clear division of participants into different categories. This method is especially convenient in cases where subgroups do not necessarily have an equal number of players.
For example, during the training process, the facilitator needs to obtain information about the feelings of the participants. Then the presenter says: “Psychological training can be compared to dinner in a restaurant. Imagine that you are visitors to this restaurant. You've already spent some time there and tried some of the dishes. Some people liked it, some not so much, some are already full, and some have just finished eating the worm. Let's try to take seats in our “restaurant” in accordance with our feelings. Those who tried it liked it, but they had not yet satisfied their hunger and would like to try something else from the local cuisine - please go to this corner. Those who are already full and would like to leave the restaurant take seats in the opposite corner. Perhaps the dishes from the restaurant menu were not quite to their taste? I ask such people to position themselves in the third corner. Well, the fourth corner will be occupied by those who have not yet understood whether the local cuisine satisfies them. So, settle down!”
Next, you can, for example, invite each group to discuss and justify their choice, express wishes regarding recipes, the quality of preparation and presentation of dishes. Instead of the “restaurant” metaphor, others can be used. Let's say you can hang it in different angles training room with faces depicting different emotional states - from hopeless melancholy to unbridled delight - and ask participants to choose the most suitable place for themselves.
Tasks can be given to the formed groups in accordance with their mood. For example, “enthusiastic” participants might be tasked with coming up with ways to cheer up the “mourning” subgroup.
Who's new?
This method involves transferring the initiative to create subgroups to the participants themselves. The facilitator simply invites everyone to choose the one with whom he interacted least during the training process, communicate with him with his eyes, non-verbally agree and approach each other.
Drum
The counselor stands with his back, a child comes up from behind and puts his hand on his shoulder, and the counselor speaks to the right or left.
Calculation in a circle
Calculation in a circle for brooms, savochki, thimbles, etc. (depends on how many teams you would like to divide the squad into...) It’s just that if they stand in a circle, then there will be different teams for each game, because they won’t be able to become the same every time. ;)
Communication and interaction of people occurs in various groups. A group is a collection of elements that have something in common.
There are several types of groups:
1) conditional and real;
2) permanent and temporary;
3) large and small.
Conventional groups of people are united according to a certain criterion (gender, age, profession, etc.). Real individuals included in such a group do not have direct interpersonal relationships, may not know anything about each other, and may never even meet each other.
Real groups of people that actually exist as communities in a certain space and time are characterized by the fact that its members are connected by objective relationships. Real human groups differ in size, external and internal organization, purpose and social significance. A contact group brings together people who have common goals and interests in one or another area of life and activity. A small group is a fairly stable association of people connected by mutual contacts.
Conditional Real
Laboratory Natural
Big Small
Unorganized Organized Becoming Collective
A small group is a small group of people (from 3 to 15 people) who are united by a common social activity, are in direct communication, contribute to the emergence of emotional relationships, the development of group norms and the development of group processes. With a larger number of people, the group is usually divided into subgroups. Distinctive features of a small group:
I - spatial and temporal co-presence of (1) people. This co-presence of people enables personal contacts (2), which include interactive, informational, perceptual aspects of communication and interaction. Some American researchers believe that perceptual aspects are the main thing, because they allow a person to perceive the individuality of all other people in the group (3) and only in this case can we talk about a small group. Interaction is the activity of everyone (4), it is both a stimulus and a reaction to everyone else.
II - presence of a constant goal joint activities(5). The implementation of a common goal as a certain anticipated result of any activity contributes in a sense to the realization of the needs of everyone and at the same time corresponds to common needs. The goal as a prototype of the result and the initial moment of joint activity determine the dynamics of the functioning of a small group.
You can select three types of goals:
1) short-term prospects, goals that are quickly realized over time and express the needs of this group;
2) secondary goals - longer in time and lead the group to the interests of the secondary team (the interests of the enterprise or school as a whole);
3) long-term perspectives unite the primary group with the problems of the functioning of the social whole. The socially valuable content of joint activities should become personally significant for each group member. What is important is not so much the objective goal of the group as its image, i.e. how it is perceived by group members. Goals and characteristics of joint activities cement the group into one whole and determine the external formal-target structure of the group.
III. The presence of an organizing principle in the group (6). It may be personified in one of the group members (leader, manager), or maybe not, but this does not mean that there is no organizing principle. It’s just that in this case the leadership function is distributed among the group members and leadership is situationally specific in nature (in a certain situation, a person who is more advanced in this area than others takes on the functions of a leader).
IV. Separation and differentiation of personal roles (division and cooperation of labor, division of power, i.e. the activity of group members is not homogeneous, they make different contributions to joint activities, play different roles).
V. The presence of emotional relationships between group members (8), which influence group activity, can lead to the division of the group into subgroups, and form the internal structure of interpersonal relationships in the group.
VI. Development of a specific group culture: norms, rules, standards of life, behavior that determine the expectations of group members in relation to each other and determine group dynamics. These norms are the most important sign of group integrity. We can speak of an established norm if it determines the behavior of the majority of group members, despite all the differences among group members. Deviation from group standards and norms, as a rule, is allowed only to the leader.
The group has the following general patterns:
1) the group will inevitably become structured;
2) the group develops (progress or regression, but dynamic processes occur in the group;
3) fluctuation, a change in a person’s place in a group can occur repeatedly.
According to psychological characteristics there are:
1) membership groups;
2) reference groups (standard), the norms and rules of which serve as a model for the individual.
Reference groups can be real or imaginary, positive or negative, may or may not coincide with membership, but they perform the functions of: 1) social comparison, since the reference group is a source of positive and negative samples; 2) normative function, because the reference group is the source of norms and rules to which a person strives to join.
Based on the nature and forms of organization of activities, the following groups are distinguished:
Unorganized (nominal groups, conglomerates) or randomly organized groups (movie spectators, random members of excursion groups, etc.) are characterized by a voluntary temporary association of people based on similar interests or common space).
Association is a group in which relationships are mediated only by personally significant goals (a group of friends, acquaintances).
Cooperation is a group characterized by a really functioning organizational structure; interpersonal relationships are of a business nature, subordinated to achieving the required result in performing a specific task in a certain type of activity.
A corporation is a group united only by internal goals that do not go beyond its boundaries, striving to achieve its group goals at any cost, including at the expense of other groups. Sometimes corporate spirit can take place in work or educational groups, when the group acquires features of group egoism.
A team is a time-stable organizational group of interacting people with specific governing bodies, united by the goals of joint socially beneficial activities and the complex dynamics of formal (business) and informal relationships between group members. The educational team has a dual structure: firstly, it is the object and result of the conscious and purposeful influences of teachers and curators, who determine many of its features (types and nature of activities, number of members, organizational structure, etc.);
secondly, the educational team is a relatively independent developing phenomenon that is subject to special socio-psychological laws. The educational team, figuratively speaking, is a socio-psychological organism that requires an individual approach.
A real cohesive team does not appear immediately, but is formed gradually, going through a number of stages.
At the first organizational stage, a group of students from a university, secondary educational institution (secondary specialized educational institutions) does not represent a team in the full sense of the word, since it is created from students of various types entering the university, secondary school life experience, views, different attitudes towards collective life. The organizer of the life and activities of the educational group at this stage is the teacher; he makes demands on the behavior and mode of activity of students. At this organizational stage, the leader must carefully study each member of the group, his character, personality traits, identifying, on the basis of observation and psychological testing, an “individual psychological map” of the student’s personality, gradually identifying those who are more sensitive to the interests of the team and are an effective asset. In general, the first stage is characterized by socio-psychological adaptation, i.e. active adaptation to the educational process and entry into new team, mastering the requirements, norms, and traditions of the life of the educational institution.
The second stage of development of the team occurs when an effective, rather than formal, asset of the team is identified, i.e. organizers identified collective activity, enjoying authority among the majority of team members. Now demands on the team are put forward not only by the teacher, but also by the activists of the team.
The leader at the second stage of team development must objectively study and analyze the interpersonal relationships of team members using the methods of sociometry and referentometry, and promptly take corrective action to correct the position of group members with high and low sociometric status. Raising group assets - the most important task leader, aimed at developing organizational skills and eliminating negative phenomena: arrogance, vanity, “commanding tone” in the behavior of the asset.
Knowledge of the structure of informal relationships, what they are based on, makes it easier to understand the intragroup atmosphere and allows you to find the most rational ways to influence efficiency group work. In this regard great importance acquire special research methods that make it possible to identify the structure of interpersonal relationships in a group and identify its leaders.
Methods of psychological research of interpersonal relationships.
The following methods are distinguished:
1) sociometric;
2) referentometric;
3) studying the motivational core of interpersonal choices;
4) studying team cohesion.
A person’s position in a team is determined not only individual characteristics character, personality of the person himself, but also the characteristics of the team. In a loosely knit team, the status of an individual depends largely on the level of his sociability. In close-knit teams in which complex joint activities are performed, the status of an individual is determined to a greater extent by his business and moral qualities than by his sociability. Whatever determines a person’s status in a team, it has a strong influence on his behavior and self-awareness.
Involving team members in various types of joint activities (work, study, sports, recreation, travel, etc.), setting interesting and increasingly complex goals for the team, tasks that are attractive to many participants, establishing friendly and demanding relationships, responsible dependence between people - all this contributes to the strengthening and development of the team at the second stage.
However, at the second stage of development, the team is not yet in the full sense a cohesive group of like-minded people; there is significant heterogeneity of views. The free exchange of opinions, discussions, the manager’s attention to the mood and opinions of team members, the democratic collegial method of decision-making and management creates the basis for creating a cohesive team.
At the third stage of development, the team reaches a high level of cohesion, consciousness, organization, and responsibility of team members, which allows the team to independently solve various problems and move to the level of self-government. Please note that not every team achieves this. top level development.
A highly developed team is characterized by the presence of cohesion - as value-orientation unity, similarity of views, assessments and positions of group members in relation to objects (persons, events, tasks, ideas) that are most significant for the group as a whole. The index of cohesion is the frequency of coincidence of views of group members regarding moral and business sphere, in the approach to the goals and objectives of joint activities.
A highly developed, cohesive team is characterized by the presence of a positive psychological climate, a friendly background of relationships, emotional empathy, and sympathy for each other. The presence or absence of these qualities serves as a diagnostic sign for distinguishing between a simple group of people and a collective.
A complex indicator of relationships in a team is its socio-psychological climate - the totality of relationships among group members:
1) to the conditions and nature of joint activities;
2) to colleagues, team members;
3) to the team leader.
“Choose (10 min.)
If you want to divide the group into 4 subgroups, 4 volunteers are called; if there are 5 subgroups - 5 volunteers, etc.
The presenter asks the volunteers a question: “Who would you take with you on a hike?”
Volunteers select one person to join their team. Those who are chosen are asked the following question: “Who would you trust to carry the backpack?” The presenter can come up with the rest of the questions himself, or he can use the following: “Who would you share the apple with?”, “Who would you trust your secret with?” If there are several people left who were not selected, you can invite them to determine the team in which they would like to work. "Trick" (10 min.)
Materials: if you want to divide the group into 3 subgroups, prepare leaves of 3 colors; if there are 2 subgroups - 2 colors. (For a group of 15 people, 5 leaves of each color, etc.) Participants stand in a circle and close their eyes. The leader attaches pieces of paper to each person’s back. At the leader’s command, everyone opens their eyes. After which, without words or sounds, all participants should be distributed into groups.
"Molecules" (5 min.)
The presenter gives instructions: “Imagine that we are all atoms that move in a chaotic order, sometimes unite into molecules, and then scatter in different directions, gather into a whole cell, an organism... Now the music will play, and we will begin to move in space, like atoms in chaos. And then I will name any number, and such a number of atoms will unite into one molecule, and then several molecules into a cell, cells into an organism,” Music sounds, all participants move in a chaotic order. The trainer says “2 atoms”, then “2 molecules”, “2 organisms”. Participants are divided into two groups.
"Colors" (5 min.)
multi-colored leaves (red, yellow, green) according to the number of participants. Before class, you need to prepare tokens of two or more colors. Before the start of class, mix the tokens and distribute one to each participant. When it is necessary to divide the group, you just need to inform the participants that one color of tokens is the first team, and the second color is the second. Warm-up exercises
These games are necessary for the presenter to keep the participants in working order. They are held at those moments when the participants are tired of sitting or the group work is carried out in lecture form and requires great concentration and attention. Typically, these exercises include many active movements: jumping, movements of the head, arms, legs, etc. In these exercises, the leader usually demonstrates certain movements or pronounces words. The participants’ task is to repeat everything after the leader.
Goal: to activate, “warm up” group members, create a certain emotional mood in them, and relieve tension that may arise in the initial stages of the group’s work.
"Zoo" (5 min.)
Each member of the group must imagine themselves as some kind of animal, and then walk in an imaginary enclosure, trying to imitate the habits of this animal.
"Empty Chair" (15 min.)
Participants are divided into first and second. Participants numbered “one” sit in a circle, participants numbered “two” stand behind their chairs. One chair must remain free. The task of the participant standing behind the chair is to invite someone sitting to his chair with his gaze. A participant who notices that he is being invited must run to an empty chair. The task of the partner behind him is to detain him.
"Hurricane" (10 min.)
Participants sit in a circle, the leader goes to the center of the circle and invites everyone who has a certain characteristic to change places (white shirt, teeth brushed in the morning, green eyes, etc.). Moreover, if a participant has these characteristics, he must change his place or become the leader. The presenter names only the sign that he is interested in this moment possesses. When participants change places, he must take someone else's place. The participant left without a chair becomes the leader. If a participant cannot sit in a circle for a long time, he can say: “Hurricane,” and then everyone sitting in the circle must change places.
"Molecules" or " Brownian motion" (10 min.)
All participants gather in a tight group near the leader, close their eyes and begin to move chaotically in different directions, buzzing. After some time, the presenter gives one signal. What does it mean - “silence and freeze”, two signals - “line up in a circle with your eyes closed”, and three signals - “open your eyes and look at the resulting figure”. There is another option for playing with music. All participants move freely. At any moment, the leader can give a signal: “Gather in groups of 5 people (3, 7...)!” Participants need to quickly organize such groups by standing in a circle and holding hands. And so on several times, changing the number of people in groups (the number of atoms in a molecule).
“Count by 3” (10-15 min.)
stimulate the efficiency and cohesion of the group.
Participants stand in a circle. The task is to take turns counting out loud. The person who names a number that is a multiple of three or contains the number “3” claps his hands and jumps at the same time. He shouldn't say anything. The group keeps score until one of the participants makes a mistake and is eliminated from the game. The game continues until the remaining number of participants is counted without errors. The group applauds the winners. “Charging” (5-10 min.)
Goal: to increase the performance of the group.
The driver leaves the group. The whole group stands in a circle and chooses a person who will give it movement. He must change these movements, and the group must adapt to him. When the driver enters the room, his task is to find the person who is giving the commands. The “exposed” participant becomes the driver.
Communication games
“I want...” (10 min.)
Goal: practicing reflexive skills.
The exercise is done in a circle. Each person takes turns saying a sentence starting with the words “I want.” Don't get distracted by arguments and discussions about your desires. Just say them one by one, impartially and quickly.
For example: “I want to finish my studies,” “I want to live in Sochi,” “I want to get the highest score in English this semester.”
“I like you because...” (20 min.)
Option 1. Participants stand in a circle. The presenter throws the ball
to one of the participants, while saying “I like it about you...” and naming the quality you liked (several qualities).
The participant who receives the ball throws it to another person and names the qualities he likes. The ball must reach all participants. Option 2: Divide the group into pairs. This exercise can be
do in pairs.
“Compliment” (10 min.)
2 circles are lined up - internal and external. The number of participants in both circles must be the same. Participants standing opposite each other compliment each other. Then, at the command of the leader, the participants in the inner circle move, changing partners. The procedure is repeated until each member of the inner circle has met each member of the outer circle.
“You’re doing great anyway, because...” (15 min.)
Participants are divided into pairs. One partner tells the other about a difficult situation in life, something unpleasant, or talks about some of his shortcomings, etc., his interlocutor listens carefully and says the phrase: “You’re doing great anyway, because...”.
“You and I are similar in that...” (20 min.)
Participants line up in 2 circles - outer and inner. The number of participants in both circles must be the same. Participants in the outer circle say to their partners a phrase beginning with the words: “You and I are similar in that...” (for example: you and I are similar in that we live on planet Earth, study in the same class, etc.). Participants in the inner circle answer: “You and I differ in that...” (for example: you and I differ in eye color, long hair etc.). Then, at the command of the leader, the participants in the inner circle move, changing partners. The procedure is repeated until every member of the inner circle meets every member of the outer circle.
"Berlin Wall" (30 min.)
Materials: rope or enough chairs (5-7).
The room is partitioned in the middle with chairs or a rope (the rope is held by the presenters at a level of 0.5 m above the floor). The group is invited to move to the other side of the barrier. If at least one person remains on the other side of the barrier or the barrier is touched, all participants return back. The rope, according to the decision of the presenters, can be raised to any height. Depending on the characteristics of the group, it is possible to play the game in one or two stages. That is, the “wall” can become much higher and the group will have to repeat the assault to get back. The second stage is desirable if, in the process of getting to know each other and developing rules, the group showed discord, rivalry, and a tendency to “label”. After completing the game, the host discusses a strategy for solving the problem or the reason for its absence. He also discusses with the participants why they had problems and what other strategies the group could have chosen.
“Labyrinth” (30 min.) Objective:
Materials:
find a way out, a way out difficult situations, learn to listen to the opinions of others, paper tape or strips of paper for building a field. The size of one square on the field is approximately 20 by 30 cm.
end of field beginning of field
Group task: Conditions:
On the floor, the leaders lay out a field consisting of small squares. Some of these squares are “mined” (empty squares). Crosses mark a non-mined road that participants must find and all participants must move to the opposite side of the field.
participants are given 5 minutes. to discuss the action strategy. After this they should not talk; cannot be shown on the field; One participant cannot walk across the field 2 times in a row; You cannot step through one square. If someone steps on a “mined square,” the presenter gives a sound signal (claps, stomps, hoo-hoo-hoo, etc.).
Note: if the whole group manages to move to another hundred
ron in 10-15 minutes, then we can conclude that the group is well united and can find the right strategies to get out of difficult situations.
“Building a Bridge” (50 min.)
Materials: A4 sheets, pencil, ruler and scissors.
Divide the groups into two teams. One team, together with the leader, goes out the door, the second remains with the other leader in the room. The first group is given the following task: the participants must portray missionaries, and the remaining group must portray the natives of a tribe that does not know writing, mathematics, or engineering. An epidemic recently began in their tribe, and people are dying in dozens. It is impossible to bring them to the hospital, because the road to it is 105 km; and directly - 5 km, but the path lies through impassable swamps. It is necessary to teach them how to build a bridge, because if they build it themselves, they still will not learn how to repair it. The bridge should consist of 5 meters of sheets of paper glued together, the width of the bridge is half the width of the sheet of paper with a 5 mm indentation to the larger side. In addition, the missionaries must convince the natives of the need to build a bridge. Construction time - 20 minutes. The native team is told the following rules: only the head of the tribe can communicate with the missionaries. Women do not have the right to hold scissors in their hands, men do not have the right to hold a ruler. Every 3 minutes (at the leader’s command) they must pray intensely, giving up everything they are doing. When gluing the paper, they should glue one triangle and a flower to each joint.