Icebreaker (facilitation) explained

An icebreaker is a brief facilitation exercise intended to help members of a group begin the process of working together or forming themselves into a team. Icebreakers are commonly presented as a game to "warm up" the group by helping the members to get to know each other. They often focus on sharing personal information such as names, hobbies, etc.^[1] Ice-breakers are also used at social gatherings such as parties in order to introduce guests to one another in situations where they may not know one another.

Many people dislike icebreaker games.^[2]

Purpose

An icebreaker should be related to the subject or the purpose of the meeting.^[3] For example, if a collaborative learning environment is needed for a training project, then an icebreaker exercise that promotes collaboration could be chosen. If the subject of the meeting is literature, then the subject of the meeting could be introduced through an exercise that revolves around a participant's favourite books. Most icebreakers should promote an appropriate level of self-disclosure, as this builds trust between participants in the group and helps develop group cohesiveness.

Icebreakers should be relaxing and non-threatening. For example, icebreakers in a professional setting should not require people to reveal personal information or to touch other people, as this may be stressful or culturally inappropriate. They should not embarrass the participants or make them feel compelled to participate. They should also not show disrespect for any social and professional hierarchies in the group, as this can be uncomfortable for participants. A simple activity without right or wrong answers can reduce anxiety for people who are in a new situation or an unfamiliar group of people.

The icebreaker should allow people to experience the behaviors that are expected or desired within the group. For example, if the main group activities will use rigid turn-taking during discussions, then the ice breaker should model rigid turn-taking. An icebreaker can help people understand whether this will be a psychologically safe group that will accept different opinions.

At the end of a well-executed icebreaker exercise, the facilitator should be able to summarize for the group what was learned during the exercise or what the purpose of the icebreaker was.

Reactions

Icebreakers are often disliked, but having participants feel awkward or think that the exercise is unpleasant does not impair their effectiveness in bringing individuals closer together.

People who dislike icebreakers may be reacting to previous experience with irrelevant, pointless, or poorly designed icebreakers, which can feel like a waste of time. Participants may also show aspects of their personality, as people with different personalities or learning styles respond differently to the same exercise.

Types

There are many different types of icebreakers. Some of the most common are:

Introductory icebreakers: Often, when people get together for the first time, they do not all know one another. Introductory icebreaker games and activities not only help people begin to know each other, but also help them recognize and appreciate differences and similarities. Introductory icebreakers can be as simple as asking each person to tell the group their name and one fact about themselves, or they can be complicated exercises designed to build trust and a desire to work together.

Introduction or warm-up exercises

Examples of these kinds of facilitation exercises include:

The little-known fact: Participants are asked to share their name, role in the group, length of service, and one "little-known fact" about themselves. This "little-known fact" becomes a humanizing element for future interactions.

The exercises are particularly popular in the university setting, for instance among residents of a residence hall or groups of students who will be working closely together, such as orientation leaders, perhaps, or peer health teachers.

Group-interaction exercises

Challenging icebreakers also have the ability to allow a group to be better prepared to complete its assigned tasks. For example, if the team's objective is to redesign a business process such as Accounts Payable, the icebreaker activity might take the team through a process analysis. The analysis could include the identification of failure points, challenging assumptions and development of new solutions — all in a simpler and "safer" setting where the team can practice the group dynamics they will use to solve assigned problems.