Are you in search of some leadership training activities for your managers?
Managers play a critical role in driving teams, fostering growth, and achieving business objectives. So, developing their leadership skills is crucial for the success of any organization. To enhance their leadership capabilities, providing them with targeted training activities is essential.
In this article, we have compiled a list of 10 leadership training activities that you can try with your managers and other employees. These activities can be easily implemented, require minimal resources, and are highly effective in developing leadership skills.
10 Leadership Training Activities for Your Managers
Here are some impactful leadership training activities for empowering your managers to excel in their roles.
#1. Role-Playing Exercise
This activity prepares managers for real-life situations, making them more confident in handling difficult scenarios. It promotes critical thinking, problem-solving, and decision-making skills.
Time: 10-20 minutes
Materials: None
Participants: Managers and employees
Instructions
- Divide the participants into small groups, with one person assigned as the leader and others taking on specific roles in the scenario.
- Assign realistic leadership scenarios, such as resolving a conflict, providing feedback, or leading a team meeting.
- Allow a few minutes for the groups to discuss and prepare their role-play.
- After each group has performed, have the other participants provide constructive feedback on leadership skills demonstrated.
Debrief
Discuss the importance of effective communication, decision-making, and problem-solving in leadership roles. Encourage participants to reflect on how they can apply these skills in their day-to-day work.
#2. Leadership Styles Quiz
This activity helps managers understand their preferred leadership styles and how it affects their team’s dynamics and performance. It also introduces them to different leadership styles and when they are most effective.
Time: 15-20 minutes
Materials: Leadership style quiz (can be found online)
Participants: Managers and employees
Instructions
- Share a leadership style quiz with all participants.
- After completing the quiz, have the participants discuss their results in small groups or pairs.
- Encourage them to reflect on their preferred leadership style and how they can adapt to different situations.
Debrief
Discuss the various leadership styles and when they are most effective. Encourage managers to embrace flexibility in their approach, depending on the team’s needs and goals.
#3. Building Trust Activity
This activity focuses on the importance of trust in leadership and how to build it within a team. It promotes open communication, vulnerability, and empathy – essential qualities for effective leadership.
Time: 15-20 minutes
Materials: None
Participants: Managers and employees
Instructions
- Ask the participants to form pairs or small groups.
- Each participant takes turns sharing something personal about themselves that they wouldn’t usually share at work (e.g., a fear, a challenge, a goal).
- The listener should actively listen and ask follow-up questions to show empathy.
- After everyone has shared, have a group discussion on how this activity helped them build trust with their colleagues.
Debrief
Discuss the importance of trust in building strong teams and how personal connections can enhance productivity and collaboration. Highlight the role of vulnerability and empathy in leadership.
#4. Leadership SWOT
This activity helps managers identify their strengths, weaknesses, opportunities, and threats as leaders. It also encourages them to reflect on their development areas and how to leverage their strengths for better leadership.
Time: 15-20 minutes
Materials: Sticky notes, and whiteboard or flip chart
Participants: Managers and employees
Instructions
- Ask the participants to individually write down one strength and one weakness they possess as a leader on separate sticky notes.
- Have them stick their notes on the whiteboard or flip chart under the respective categories.
- Repeat with opportunities and threats for leadership roles.
- Discuss each category as a group, encouraging participants to provide examples and suggestions for improvement.
Debrief
Discuss the importance of self-awareness in leadership development and how strengths can be leveraged to overcome weaknesses. Encourage managers to reflect on areas they can work on to become better leaders.
#5. Feedback Circle
This activity promotes a culture of open, constructive feedback within the team. It helps managers receive and give feedback effectively, promoting a growth mindset.
Time: 10-20 minutes
Materials: None
Participants: Managers and employees
Instructions
- Ask the participants to sit in a circle.
- Each participant takes turns receiving feedback from the person on their right.
- The rest of the group can provide additional feedback after the initial round is complete.
- Encourage honest, specific, and actionable feedback.
Debrief
Discuss the importance of giving and receiving feedback for personal and professional growth. Emphasize the role of effective communication, active listening, and a growth mindset in feedback exchanges.
#6. Decision-Making Activity
This activity helps managers understand their decision-making styles and how to make effective decisions under pressure. It also promotes critical thinking, communication, and collaboration skills.
Time: 15-20 minutes
Materials: A case study or scenario
Participants: Managers and employees
Instructions
- Share a case study or scenario with the group relevant to the workplace.
- Ask the participants individually to come up with a solution or decision in response to the situation.
- Have them discuss their decisions in pairs or small groups, explaining their thought process.
- Facilitate a group discussion on different approaches and solutions.
Debrief
Discuss the importance of critical thinking and collaboration in decision-making. Encourage the managers to consider different perspectives, communicate effectively, and stay calm under pressure when making important decisions.
#7. Emotional Intelligence Challenge
This activity focuses on enhancing emotional intelligence (EQ) among managers. It helps them to better understand and manage their own emotions while effectively navigating interpersonal relationships within their teams.
Time: 15-20 minutes
Materials: None
Participants: Managers and employees
Instructions
- Begin with a brief explanation of emotional intelligence and its components (self-awareness, self-regulation, empathy, social skills, and motivation).
- Provide the participants with real-world workplace scenarios that require emotional intelligence (e.g., handling a conflict, managing stress, or supporting a struggling team member).
- Ask them to work in pairs or small groups to analyze the scenarios and discuss how they would respond using emotional intelligence principles.
- Encourage them to share their responses and reflect on the challenges they may face in developing EQ skills.
Debrief
Discuss how emotional intelligence can enhance leadership and team dynamics. Highlight practical strategies for building EQ, such as practicing mindfulness, active listening, and empathy.
#8. Vision-Setting Exercise
This activity helps managers clarify their vision for their teams and align goals for long-term success. It encourages strategic thinking and inspires motivation through clear direction.
Time: 15-20 minutes
Materials: Whiteboard or flip chart, markers, and paper
Participants: Managers and employees
Instructions
- Ask the participants to take a few minutes to reflect on their vision for their team or organization. Encourage them to think about what success looks like and what core values they want to emphasize.
- Have them write down or sketch their vision.
- Next, ask them to identify three specific goals that align with their vision and write actionable steps to achieve each goal.
- Share vision statements and goals with the entire team. Allow for feedback and discussion.
Debrief
Reinforce the importance of having a clear vision and setting achievable goals in leadership. Discuss how strategic planning and consistent communication of the vision can inspire and align team efforts.
#9. Active Listening Practice
This activity emphasizes the importance of active listening in leadership. It fosters better communication and stronger connections within teams.
Time: 10-20 minutes
Materials: None
Participants: Managers and employees
Instructions
- Pair the participants and assign one person to talk about a topic of their choice (work-related or personal) for three minutes.
- The listener must focus solely on listening without interrupting or planning a response. They should use non-verbal cues, such as nodding or maintaining eye contact, to show engagement.
- After three minutes, switch roles and repeat the exercise.
- Once both participants have had a turn, discuss how it felt to actively listen and be truly heard without interruption.
Debrief
Discuss how active listening builds trust and strengthens relationships within teams. Highlight key components of active listening, such as being fully present, avoiding distractions, and asking clarifying questions.
#10. Strengths-Based Leadership Activity
This activity helps managers identify their strengths and leverage them to become effective leaders. It also promotes self-awareness and encourages appreciation for diverse talents within teams.
Time: 15-20 minutes
Materials: Whiteboard or flip chart, markers, and paper
Participants: Managers and employees
Instructions
- Ask the participants to identify three of their core strengths and write them down.
- In small groups, have the participants share their strengths and discuss how they can use them in leadership.
- Encourage everyone to also recognize the strengths of others within the team and how they can complement each other.
Debrief
Discuss how self-awareness of strengths can improve leadership effectiveness and teamwork. Emphasize the importance of recognizing and appreciating diverse talents within teams for better collaboration and success.
Want Some Unique Leadership Development Activities?
If you want some unique activities to equip your employees with leadership skills, qualities, and mindset, you can get my new e-book:
Or Want Some Unique Team Building Activities?
If you want some unique activities for your employees (both in-person and virtual), you can get my new e-book:
Final Words
By incorporating these activities into your development programs, you can equip your managers with the necessary skills to lead effectively, inspire their teams, and drive organizational success. Remember, investing in the growth and development of your managers is an investment in the future of your organization. So, don’t hesitate to try out these activities and see the positive impact they can have on your team.
FAQ: Leadership Training Activities for Managers
You might have these questions in mind.
Q: Do these activities require any prior training or knowledge?
A: No, these activities are designed to be simple and easy to facilitate. However, it’s always helpful to have a basic understanding of leadership principles before conducting them.
Q: Can these activities be conducted remotely?
A: Yes, most of these activities can be modified to fit a virtual setting. For example, the active listening practice can be done through video conferencing, and the strengths-based leadership activity can be conducted using a virtual whiteboard tool.
Q: Do I need any special materials for these activities?
A: No, most of these activities require basic office supplies such as paper, markers, and a whiteboard or flip chart. However, you can always modify them to fit your specific needs or budget.
Q: How long should each activity take?
A: The suggested time for each activity is around 15 minutes on average, but you can adjust it depending on the size of your group and their engagement. Some activities may also require more time for debriefing and discussion.
Q: Can these activities be used for employees at any level?
A: Yes, these activities are suitable for employees at all levels, from new supervisors to experienced managers. They can also be adapted for employees in non-managerial roles as well.