Here are 15 sample questions to get you started. Be sensitive to cultural and gender assumptions as you create your questions. You’ll also need a fine-tip Sharpie pen to write an interesting question on each block. So, if you would like to create your own version of Truth and Jenga, buy a set at your local toy store. Sharing personal information with receptive listeners increases psychological safety, an essential condition that helps people feel like they belong and can trust each another. We know from neuroscience that laughter triggers the release of endorphins which are the brain chemical associated with social bonds. The only instruction I gave was, “Be curious.” * Team members got to practice their listening skills in an informal setting, acknowledging what they’d heard and asking follow up questions. In other words, the questions launched a deeper inquiry about one another. * Team members’ answers to simple questions often led to conversations about values, and personal identity. Here’s what I noticed during the course of what the team came to call the “Truth and Jenga” game: It’s a game of escalating risk and calculated choices! In the spirit of playful familiarity, I thought to myself, what would happen if, after removing a block successfully you had to answer a question written on the block? Take 60 rectangular wooden blocks, stack them into a tower, and then take turns removing one block at a time without causing the tower to collapse. Jenga is just about the simplest game you can imagine. When people feel seen and understood, and have fun together, work becomes a more human place. The second goal was to play and laugh together. The first goal was to help them learn about one another beyond their public resumes and job descriptions. Recently, I was planning an offsite retreat for a team with a significant number of new members who didn’t know each other very well.
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