Stereotypes
Team Building Activity: Stereotypes
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Team Building Activity: Stereotypes
Overview
This reflective activity creates a safe space to examine common stereotypes and how assumptions affect teamwork. Participants share experiences, listen to one another, and consider practical ways to reduce bias and build a more inclusive culture.
Learning objectives
- Increase awareness of personal and societal stereotypes.
- Foster empathy through sharing and listening.
- Challenge unconscious biases that shape team dynamics.
- Promote respectful communication and understanding.
Materials
- None required
- Optional: notepads/journals for private reflection
Setup & directions
- Silent reflection (2–3 min): Ask participants to privately note stereotypes that are often applied to them but are untrue.
- Invite sharing: Welcome volunteers to share with the group. Emphasize respect, confidentiality, and listening without debate.
- Open dialogue: Explore whether others have held similar assumptions—consciously or unconsciously.
- Discuss causes & counter‑moves: Talk about how stereotypes form and practical ways to challenge them at work.
- Confidentiality: stories stay in the room.
- Curiosity over judgment; speak from “I” statements.
- Share voluntarily—no one is required to disclose personal experiences.
- Time‑box shares so all voices can be heard.
Debrief & discussion
- How did sharing or hearing stereotypes shift your perspective?
- What surprised you or stood out?
- What concrete steps can teams take to reduce stereotyping?
- How does bias awareness improve trust and teamwork?
- How could this activity inform a more inclusive culture?
Alternative or related activities
1) Labels Game
Participants wear sticky notes with labels (unseen by themselves); others respond to them based on the label. Debrief the experience and behavioral impact.
2) Identity Iceberg
Teams draw icebergs showing visible traits above water and less visible traits below. Discuss complexity beyond appearances.
Trainer tips
- Establish psychological safety; invite confidentiality and empathy.
- Be ready to support strong emotions; normalize them.
- Focus on awareness and positive change—not blame.
- Link insights to broader inclusion and diversity initiatives.
Virtual adaptation ideas
- Use anonymous polls or forms for initial shares.
- Breakout rooms for small‑group discussion, then return to plenary.
- Invite chat shares for those who prefer typing over speaking.
Related training material packages
- Building High‑Performing Teams – teamwork, collaboration, cohesion. View package →
- Communicating with Clarity & Impact – clearer, faster alignment. View package →
- Conflict Resolution – respectful disagreement and alignment. View package →
Free assessment tools & quizzes
- Listening Style Quiz – tune attention and response. Take quiz →
- How Good a Listener Are You? – quick self‑check. Start self‑assessment →
- Explore more tools: Free self‑assessment library →
FAQ
How big should the group be?
10–24 works well. For larger groups, use breakout circles guided by a co‑facilitator.
How long does it take?
30–60 minutes depending on depth of sharing and group size.
What if emotions run high?
Pause, acknowledge, and offer a short break. You can invite private journaling before resuming.
Should sharing be anonymous?
Make sharing voluntary. Offer anonymous options (polls/forms) for sensitive topics.
Can this be part of DEI work?
Yes—use as an entry point within a broader inclusion strategy and follow up with concrete commitments.
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