Online Monster Manual
A treasure trove of online interactive and participatory tools in one place
A treasure trove of online interactive and participatory tools in one place
In Samoa, mats (fala) are an important part of culture. The concept of Vevela le Fala (literally “hot mat”) is to give space for people to speak honest truths about the group. It can be used as a conflict resolution tool or a chance to do deep reflection.
This is an easy way to welcome the different people in the room, for us to be in touch with their mood, and to help make different connections. We like this activity because it can be done in a group of five or a group of one-hundred (it can also be done in any seating arrangement – a circle, large auditorium, etc.).
Four personality tendencies in team-building
This personal reflection tool uses drawing, story-telling, and sharing to help a group get to know each other better. It is a great way to connect and deepen people’s commitment to the issue and movement.
CALL AND RESPONSE SONGS Teaching songs can take a lot of time—and if you have a very multicultural group, chances...
Building a movement isn’t just about carrying out an action. Movement-building is about growing relationships, and growing people’s sense of power. For that, we offer ways to get people more deeply involved. The concept of the ladder of engagement can make sure we are inviting people to make a deeper commitment.
Inclusion is the intention of the diversity welcome. It can be long or short. The more things present that can be named, the more likely the participants are to feel welcome. It is a ritual, so the repetitive phrasing can help: “Welcome… welcome…” Take your time with it!
Here are a few energizers you can use with groups: Yes Let’s (or Let’s All) The trainer explains that creativity...
350 staffer Sarah from Egypt has been using a method called appreciative inquiry. That approach centers around the belief that groups make their best progress when they they focus on the skills they do well. When a group says they aren’t good at communication, for example, this approach asks of the group: “Okay, but when you’re the best at communication—what does that look like?” The idea is that seeing what you’re lacking doesn’t help you know what to do more of. Instead focus on what resources you have and how to expand and grow those.
A group in Fiji gathering to talk about the possibility of using canoes to stop giant coal shipments from reaching their destination. That action required risk, and risk requires group trust and the willingness to learn and try something new. So facilitators used this tool to start a conversation about how people “maximise” and “minimise” their learning. This highly adaptable tool builds trust and honesty amongst the group and creates a space where people can help each other learn more deeply.
The goal of this activity is straightforward: getting people to create a timeline of what they have been up to in the last, say, six months. We encourage reflection in small groups so that you get a wide range of input and more chances for participation. Plus, small groups are another way of getting participants to work with each other, especially if you encourage people to get into groups with people they don’t as well or don’t work with as often.
A treasure trove of online interactive and participatory tools in one place
Building a movement isn’t just about carrying out an action. Movement-building is about growing relationships, and growing people’s sense of power. For that, we offer ways to get people more deeply involved. The concept of the ladder of engagement can make sure we are inviting people to make a deeper commitment.
350 staffer Sarah from Egypt has been using a method called appreciative inquiry. That approach centers around the belief that groups make their best progress when they they focus on the skills they do well. When a group says they aren’t good at communication, for example, this approach asks of the group: “Okay, but when you’re the best at communication—what does that look like?” The idea is that seeing what you’re lacking doesn’t help you know what to do more of. Instead focus on what resources you have and how to expand and grow those.
The goal of this activity is straightforward: getting people to create a timeline of what they have been up to in the last, say, six months. We encourage reflection in small groups so that you get a wide range of input and more chances for participation. Plus, small groups are another way of getting participants to work with each other, especially if you encourage people to get into groups with people they don’t as well or don’t work with as often.
A treasure trove of online interactive and participatory tools in one place
In Samoa, mats (fala) are an important part of culture. The concept of Vevela le Fala (literally “hot mat”) is to give space for people to speak honest truths about the group. It can be used as a conflict resolution tool or a chance to do deep reflection.
This is an easy way to welcome the different people in the room, for us to be in touch with their mood, and to help make different connections. We like this activity because it can be done in a group of five or a group of one-hundred (it can also be done in any seating arrangement – a circle, large auditorium, etc.).
Four personality tendencies in team-building
This personal reflection tool uses drawing, story-telling, and sharing to help a group get to know each other better. It is a great way to connect and deepen people’s commitment to the issue and movement.
CALL AND RESPONSE SONGS Teaching songs can take a lot of time—and if you have a very multicultural group, chances...
This get-to-know-you activity is a great way to help the group get to know each other — especially a group with people come from geographically different places.
Activist groups often develop some actions they use again and again. Sometimes that’s sufficient. Groups can develop internal rituals or find that tactics continue to be effective. But oftentimes groups can get so used to do things that do them even when they’re not effective. So if you know a group who keeps picking the same ineffective tactics, or same boring meetings, this tool can help.
Building a movement isn’t just about carrying out an action. Movement-building is about growing relationships, and growing people’s sense of power. For that, we offer ways to get people more deeply involved. The concept of the ladder of engagement can make sure we are inviting people to make a deeper commitment.
This is a physical way of learning about strategy and campaigning that is easy, simple, and effective.
These are a few tips from Training for Change’s experience leading trainings across different cultures. This list emerged from workshops and reflections from our trainers working in Thailand, Russia, and the Balkans in the 1990s to train a generation of activist trainers.
Inclusion is the intention of the diversity welcome. It can be long or short. The more things present that can be named, the more likely the participants are to feel welcome. It is a ritual, so the repetitive phrasing can help: “Welcome… welcome…” Take your time with it!
Here are a few energizers you can use with groups: Yes Let’s (or Let’s All) The trainer explains that creativity...
350 staffer Sarah from Egypt has been using a method called appreciative inquiry. That approach centers around the belief that groups make their best progress when they they focus on the skills they do well. When a group says they aren’t good at communication, for example, this approach asks of the group: “Okay, but when you’re the best at communication—what does that look like?” The idea is that seeing what you’re lacking doesn’t help you know what to do more of. Instead focus on what resources you have and how to expand and grow those.
A group in Fiji gathering to talk about the possibility of using canoes to stop giant coal shipments from reaching their destination. That action required risk, and risk requires group trust and the willingness to learn and try something new. So facilitators used this tool to start a conversation about how people “maximise” and “minimise” their learning. This highly adaptable tool builds trust and honesty amongst the group and creates a space where people can help each other learn more deeply.
The simplest tool for cultural difference you'll ever use! It's almost too simple to be its own tool, but it works. The exercise: do a go-around where each person shares their full name and where it comes from.
The goal of this activity is straightforward: getting people to create a timeline of what they have been up to in the last, say, six months. We encourage reflection in small groups so that you get a wide range of input and more chances for participation. Plus, small groups are another way of getting participants to work with each other, especially if you encourage people to get into groups with people they don’t as well or don’t work with as often.