Do you want to conduct the Hot Seat Game with your teams?
This is a powerful communication exercise rooted in fostering psychological safety. It creates a structured space for team members to share perspectives, give feedback, and build deeper connections. This method encourages active listening plus empathy, which are cornerstones of effective collaboration. By placing one person in the “hot seat,” the team focuses its attention, ensuring that individual feels heard and valued.
In this article, let’s see how to use this versatile activity to strengthen your teams.
Here is an overview of the sections in this article:
- The core objectives of the Hot Seat game.
- Five distinct variations of the activity, including the classic version.
- Expert tips for successful facilitation.
- Answers to frequently asked questions about the exercise.
Objective of the Activity
The Hot Seat Game is a dynamic tool designed to enhance team cohesion. Its primary purpose is to create a focused environment for open communication.
Here are the key objectives of this activity:
Enhance Communication Skills
This activity directly improves how team members express themselves and listen to others. The sitting person practices articulating their thoughts clearly. Meanwhile, other participants develop their active listening skills. They learn to absorb information without immediately formulating a response. This focused exchange leads to more meaningful dialogue and less misunderstanding within the team.
Build Trust and Psychological Safety
Placing a team member in the “hot seat” in a positive context builds significant trust. The group learns to offer constructive feedback and share supportive insights. This process demonstrates that vulnerability can be met with respect, not criticism. As colleagues share openly without fear of negative consequences, psychological safety grows. Team members become more comfortable being their authentic selves.
Foster Empathy and Understanding
By focusing on one person’s perspective, this exercise cultivates empathy. Team members gain a deeper understanding of their colleague’s motivations, challenges, and work styles. This insight helps bridge gaps in perception and reduces potential conflicts. Hearing someone’s personal stories or professional hurdles can transform working relationships.
Improve Feedback Culture
The activity provides a safe and structured way to practice giving plus receiving feedback. Many teams struggle with feedback because it can feel confrontational or awkward. This exercise normalizes this process, framing it as a tool for growth and support. Participants learn how to phrase their comments constructively. The sitting person learns to receive input gracefully.
Promote Self-Awareness and Reflection
For the sitting person, the experience is a powerful opportunity for self-reflection. Hearing how others perceive them can reveal blind spots or affirm their strengths. It provides a unique mirror, reflecting their impact on the team. This feedback can spark significant personal and professional growth.
5 Variations of the Hot Seat Game
Here are 5 variations of the engaging Hot Seat Game that you can try with your teams.
#1. The Classic Hot Seat
This is the original version, focusing on general questions and getting to know a team member better.
Time: 10-20 minutes
Materials: A chair
Participants: 3-8 people per group
Instructions
- Ask one volunteer to sit in the “hot seat,” which is a chair placed at the front of the team.
- Allow the other team members to ask the person a series of questions for a set period, such as five minutes.
- The sitting person can choose to answer any question or “pass” if they feel uncomfortable.
- After the time is up, encourage the team to share one positive thing they learned or appreciate about the person. For instance, a teammate might say, “I appreciate your dedication to solving complex problems.”
Debrief
- How did it feel to be in the hot seat and answer questions from your peers?
- What was the most interesting thing you learned about your colleague today?
- How can we use this sense of openness in our daily work interactions?
#2. Project Specific Version
This version is focused on a specific project or task, allowing for targeted feedback and brainstorming.
Time: 15-20 minutes
Materials: A chair, whiteboard, and markers
Participants: 3-8 people per group
Instructions
- Ask the project lead or a team member responsible for a specific task to take the hot seat.
- Instruct the team to ask questions related only to the project, such as clarifying goals, identifying risks, or offering suggestions. For instance, someone might ask, “What is the biggest obstacle you foresee in the next phase?”
- Use a whiteboard to capture key ideas, action items, and feedback during the discussion.
- The sitting person can use this session to gain clarity, gather ideas, and align the team.
Debrief
- What new perspective on the project did you gain from this discussion?
- How did this focused conversation help clarify our next steps?
- Did this exercise make it easier to talk about project challenges? If so, why?
#3. Strengths Specific Version
This positive variation is designed to boost morale and highlight individual contributions.
Time: 10-15 minutes
Materials: A chair, sticky notes, and pens
Participants: 3-8 people per group
Instructions
- Invite one person to sit in the hot seat.
- Ask each team member to write down one or two key strengths they observe in that person on sticky notes.
- Have each participant read their note aloud and explain their choice with a brief example. For example, “I wrote ‘great communicator’ because you always keep everyone in the loop on project updates.”
- Allow the sitting person to collect the sticky notes as a tangible reminder of their value.
Debrief
- How did it feel to hear your colleagues acknowledge your strengths?
- What was it like to focus only on the positive attributes of a team member?
- How can we do a better job of recognizing each other’s strengths more regularly?
#4. Problem-Solving Version
This variation turns the group’s collective intelligence toward solving a specific challenge.
Time: 15-20 minutes
Materials: A chair, whiteboard, and markers
Participants: 3-8 people per group
Instructions
- Have a team member volunteer to sit in the hot seat to discuss a specific problem they are facing at work.
- The person in the seat briefly explains the challenge in two to three minutes.
- Instruct the team to act as a consulting team, asking clarifying questions before offering potential solutions. For instance, a teammate could ask, “What solutions have you already tried?”
- The facilitator should capture all suggested solutions on the whiteboard for the person to review later.
Debrief
- Did hearing different perspectives help you see the problem in a new light? If so, why?
- What was the most creative solution proposed by the group?
- How did it feel to collaborate on solving a teammate’s specific challenge?
#5. Reverse Hot Seat
In this twist, the sitting person asks the questions, gathering feedback on a topic of their choice.
Time: 10-20 minutes
Materials: A chair
Participants: 3-8 people per group
Instructions
- Ask one person to take the hot seat with a specific topic in mind for which they want feedback.
- Instead of the team asking questions, the sitting person asks the team for their input. For example, they might ask, “What is one thing I could do to make our team meetings more effective?”
- Each team member provides a concise and constructive response to the question.
- The sitting person is not allowed to respond or defend, only to listen and take notes.
Debrief
- What was it like to ask for feedback directly instead of waiting for it?
- For the group, how did it feel to provide feedback in response to a direct request?
- What was the most valuable piece of feedback you received during this session?
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Tips for Successful Facilitation
A well-facilitated Hot Seat Game can be transformative for a team. The facilitator’s role is to create a safe space where everyone feels comfortable. Here are some essential tips to ensure the activity runs smoothly.
Follow these tips to guide your team effectively:
Establish Clear Ground Rules
Before starting, set clear expectations for behavior. This is the most critical step for building psychological safety. Explain that the goal is support and growth, not judgment. Rules should include no interruptions while someone is speaking, using “I” statements to share perspectives, and respecting a person’s right to “pass” on a question. You might also add a rule about confidentiality, ensuring that personal stories shared in the room stay in the room.
Be a Role Model
As the facilitator, your behavior sets the tone for the entire group. Demonstrate active listening by paying close attention to each speaker. Ask thoughtful, open-ended questions when it is your turn. If you participate in one of the variations, be open and vulnerable yourself. When the team sees you modeling the desired behavior, they are more likely to follow your lead.
Manage the Time Effectively
This game can be deeply engaging, so it is easy to lose track of time. Stick to the predetermined time limits for each person in the hot seat. Announce when there are a few minutes left to help the conversation wrap up naturally. Keeping the activity on schedule respects everyone’s time and ensures that everyone who wants a turn gets one.
Intervene When Necessary
While the goal is for the team to lead the conversation, you may need to step in. If a question is inappropriate or feels like an attack, gently redirect the conversation. You could say, “That’s an interesting question, but let’s try to focus on…” Similarly, if the discussion strays too far from the activity’s purpose, guide it back. Your role is to be a guardian of the safe space you have created.
Guide the Debrief Session
The learning from the activity is solidified during the debrief. Do not skip this part. Use open-ended questions to help the team reflect on the experience. Ask participants how they felt, what they learned, and how they can apply those learnings to their daily work. Encourage everyone to share their perspective. A strong debrief turns a simple team-building game into a powerful development tool, helping to translate the insights from the activity into lasting behavioral change.
Final Words
The Hot Seat Game offers a simple yet profound way to improve team dynamics. It strengthens communication, builds trust, and fosters a culture of supportive feedback. By creating a dedicated space for open dialogue, you empower your team to connect on a deeper level. The different variations allow you to tailor the experience to your team’s specific needs. Ultimately, this exercise is an investment in the relationships that drive collaboration plus success.
FAQ: Hot Seat Game
You might have these questions in mind.
What if a team member is too shy to participate?
Never force anyone to take the hot seat. Instead, start with a low-pressure variation like the “Strengths Specific Version,” which is entirely positive. You can also allow people to volunteer instead of selecting them, which gives shyer individuals more control. Over time, as they see the positive and supportive nature of the activity, they may become more comfortable volunteering.
How often should we do the Hot Seat Game?
The ideal frequency depends on your team’s needs. Some teams benefit from a quick session once a month to stay connected. Others might use it quarterly as part of a larger team-building day. For project-based teams, the “Project Specific Version” can be a valuable tool at the start or midpoint of a major initiative.
Can this activity be done with remote teams?
Absolutely. This game works very well in a virtual setting. Simply use video conferencing software and have the person in the “hot seat” be the main speaker on screen. Features like the chat box for questions or virtual whiteboards for brainstorming can make the remote version just as effective as the in-person one.
What if the feedback turns negative?
This is where the facilitator’s role is crucial. Before starting, establish a ground rule that all feedback must be constructive and respectful. If a comment becomes negative or personal, the facilitator must intervene immediately to reframe the conversation. Remind the group of the activity’s purpose, which is to support growth, not to criticize.
Is this activity only for new teams?
No, the activity is valuable for teams at all stages. For new teams, it is a great icebreaker and helps build initial rapport. For established teams, it can uncover new layers of understanding and help refresh team dynamics. It can also be a useful tool for resolving underlying tensions or simply reinforcing positive relationships.