Do you want to conduct the leadership race activity with your teams?
This exercise is built on the idea that leadership is not just a position but a collection of observable behaviors. It draws from trait-based leadership theories, which suggest that effective leaders share common characteristics. This exercise makes these abstract traits tangible. It allows participants to self-assess their qualities while also receiving peer validation in a dynamic, engaging format. By stepping forward, individuals make a personal claim to a leadership quality, which opens the door for reflection.
In this article, let’s see how you can use this powerful activity with your teams.
Here is an overview of the sections in this article:
- Objective of the Activity
- 5 Variations of the Leadership Race Activity
- Tips for Successful Facilitation
- FAQ about the Exercise
So, let’s get started!
Objective of the Activity
The Leadership Race Activity is a simple yet insightful team building game designed to highlight and discuss leadership qualities. It encourages participants to reflect on their own strengths while observing the attributes of their colleagues.
Below are the key objectives of this activity.
Identify Emergent Leaders
The activity helps reveal individuals who naturally step up within a group setting. By having participants physically move forward for traits they identify with, you can observe who demonstrates confidence. It shows who is willing to take initiative in a low-stakes environment. This process can uncover potential leaders who may not hold formal leadership titles.
Promote Self-Reflection
This exercise prompts participants to think deeply about their own skills. Each person must consider whether they truly embody qualities like “decisive,” “empathetic,” or “resilient.” This internal dialogue is a powerful tool for personal development. It helps individuals recognize both their strengths and areas where they might want to grow.
Foster Mutual Recognition
When a participant steps forward, they are making a public declaration. The team then witnesses this, creating an environment of mutual recognition. It allows colleagues to see each other in a new light, acknowledging skills that may not be apparent during daily tasks. This builds respect plus appreciation within the team.
Spark Conversations About Leadership
The activity serves as an excellent starting point for a broader discussion about what leadership means to the team. The debrief questions guide a conversation about which traits are most valued in your specific work culture. This dialogue helps align the team’s understanding of effective leadership. It ensures everyone is working toward a shared vision.
Build Confidence and Trust
Voicing one’s strengths in front of peers can be a significant confidence booster, especially when those claims are accepted. The activity also builds trust, as team members become vulnerable by sharing their self-perceptions. Seeing colleagues support each other’s claims strengthens interpersonal bonds. It creates a more cohesive team unit.
5 Variations of the Leadership Race Activity
Here are 5 variations of the Leadership Race Activity to keep it fresh while targeting different team dynamics.
#1. The Classic Leadership Race
This is the original version of the activity, focusing on self-identification with common leadership traits. It is straightforward and serves as a great introduction to the concept for any team.
Time: 10-20 minutes
Materials: A list of leadership qualities
Participants: 3-8 people per group
Instructions
- Ask team members to stand shoulder-to-shoulder in a line.
- Read a leadership quality from your pre-prepared list. For instance, you could call out “Is a great communicator” or “Is highly adaptable.”
- Instruct anyone who believes they possess that quality to take one step forward.
- After stepping forward, ask each person to give a brief, one-sentence reason why they believe that trait applies to them.
Debrief
- What did it feel like to step forward for a particular trait?
- Were there any qualities you hesitated to claim, and why?
- Which leadership trait do you think is most critical for our team’s success right now?
You can also read:
50 Easy Team Building Activities (Workplace)
#2. The Peer Nomination Race
This variation shifts the focus from self-assessment to peer recognition, building team appreciation. Participants nominate their colleagues, which highlights how others perceive their strengths.
Time: 10-20 minutes
Materials: A list of leadership qualities, sticky notes, and pens
Participants: 3-8 people per group
Instructions
- Have each team stand in a circle.
- Read a leadership quality aloud, such as “Remains positive under pressure.”
- Instead of stepping forward themselves, ask participants to write the name of a colleague who they feel embodies that trait on a sticky note.
- Each team member then walks over and places the sticky note on the person they nominated, briefly explaining their choice.
Debrief
- How did it feel to receive a nomination from a colleague?
- Were you surprised by any of the nominations you received or saw others receive? If so, why?
- What does this exercise show about the different ways leadership is demonstrated on our team?
#3. The Scenario-Based Race
This version connects leadership traits to practical, real-world situations, encouraging problem-solving. It challenges participants to think about how qualities translate into actions.
Time: 10-20 minutes
Materials: A list of short work-related scenarios
Participants: 3-8 people per group
Instructions
- Ask team members to line up as they would in the classic version.
- Read a brief scenario. For example, “A major project deadline has been moved up by a week. What is the most important leadership quality needed right now?”
- Ask participants to think about the primary trait required, such as “decisiveness” or “strategic planning.”
- Tell participants who feel they excel at that specific quality to step forward and explain how they would apply it in that situation.
Debrief
- Which scenarios were the most challenging to connect with a single leadership trait?
- Did hearing others’ approaches give you new ideas for handling similar situations? If so, why?
- How can we better leverage these specific leadership skills during real projects?
#4. The Strengths and Growth Race
This twist encourages a mindset of continuous improvement by focusing on both existing strengths and desired skills. It makes the activity a tool for personal development planning.
Time: 10-20 minutes
Materials: A list of leadership qualities
Participants: 3-8 people per group
Instructions
- Create two parallel lines on the floor, one labeled “My Strength” and the other “My Growth Area.”
- Read a leadership quality, like “Provides constructive feedback.”
- Ask each team member to step toward the “My Strength” line if they feel confident in that area, or toward the “My Growth Area” line if it’s something they want to develop.
- Ask a few people from each line to share their reasoning.
Debrief
- What patterns did you notice in the team’s strengths versus its growth areas?
- How can team members who are strong in one area support those who want to grow in it?
- What is one action you can take this week to work on your chosen growth area?
#5. The Silent Race
This non-verbal version focuses on observation and intuition, making it an interesting challenge for communication. It forces participants to rely on their perceptions of one another without verbal confirmation.
Time: 10-15 minutes
Materials: A whiteboard or flip chart, and markers
Participants: 3-8 people per group
Instructions
- Write a leadership quality on the board. For example, you can write “Innovative Thinker.”
- Ask the teams to silently point to the person they believe best represents that quality.
- The person who receives the most “votes” takes a step forward.
- Repeat this process for several different leadership traits, keeping a tally of steps for each person.
Debrief
- Since this was silent, what factors did you use to make your decisions?
- For those who stepped forward, did the group’s perception match your self-perception?
- How does non-verbal recognition impact team dynamics compared to verbal praise?
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Tips for Successful Facilitation
A well-facilitated Leadership Race Activity can transform a simple game into a meaningful team development experience. Your role as the facilitator is to create a safe space for honest reflection.
Here are some tips to help you run the activity successfully.
Set a Positive and Safe Tone
Before you begin, establish that the activity is about recognition not competition. Emphasize that there are no right or wrong answers. Your goal is to explore leadership together. Use encouraging language throughout the exercise. Reassure participants that it is perfectly fine if they do not step forward for every trait. This helps reduce pressure and allows for more genuine self-assessment.
Curate a Relevant List of Traits
Customize the list of leadership qualities to fit your team’s context. Include traits that are directly applicable to your industry and company culture. You might mix in broad qualities like “integrity” with more specific skills like “data-driven decision-making.” A tailored list makes the activity more relevant. It ensures the subsequent discussion provides actionable insights for your team’s specific challenges.
Manage the Pace and Energy
Keep the activity moving at a brisk but comfortable pace to maintain engagement. Do not spend too much time on any single trait. At the same time, allow enough space for participants to briefly explain their reasoning. Reading the room is key. If you notice energy dipping, you can switch to a more dynamic variation or move on to the debrief portion of the exercise.
Encourage, But Do Not Force, Participation
While the goal is for people to engage, forcing someone to step forward or speak can be counterproductive. Create an inviting atmosphere where everyone feels comfortable participating. If someone is hesitant, let them observe. You can gently encourage them by saying, “No pressure, but we’d love to hear your thoughts if you’re willing to share.” Often, a supportive environment is all that is needed to encourage quieter members to join in.
Lead a Powerful Debrief Session
The real value of the Leadership Race comes from the post-activity discussion. Allocate sufficient time for the debrief. Use open-ended questions to guide the conversation. Ask about feelings, surprises, plus key takeaways. Help the team connect the insights from the game back to their daily work. This is where you can collaboratively identify team strengths to leverage or areas for collective development.
Final Words
The Leadership Race is more than just a game; it is a dynamic tool for reflection and team development. It brings abstract leadership concepts to life in a tangible, interactive way. By participating, team members gain a deeper understanding of their own strengths and the diverse skills of their colleagues. This activity fosters an environment of mutual respect plus open communication. We encourage you to try this exercise with your team. You may uncover surprising insights that strengthen your entire group.
FAQ: Leadership Race Activity
You might have these questions in mind.
What if no one steps forward for a trait?
If no one steps forward, use it as a discussion point. You can ask, “Is this a quality that we as a team need to develop?” This reframes the moment from a negative silence into a constructive opportunity for collective growth. It opens a dialogue about skill gaps without placing blame on any individual.
How should I handle disagreements if someone challenges a person’s claim?
Gently guide the conversation back to the activity’s positive intent. You can say, “Thank you for sharing that perspective. For this exercise, we are focusing on self-perception and positive recognition.” This reinforces the ground rules and prevents the activity from turning into a confrontational debate.
Can this activity work for a new team?
Yes, it can be an excellent icebreaker for a new team. For a new group, you might use the “Peer Nomination Race” variation after they have had some time to interact. It helps team members quickly learn about each other’s perceived strengths. This can accelerate the process of building trust and understanding roles.
What if one person steps forward for almost every trait?
This is a valuable observation. During the debrief, you can explore this without singling the person out. Ask the group, “What are the benefits of having versatile leaders, and are there any potential challenges?” This allows for a discussion on topics like delegation plus shared leadership.
How can I adapt this for a remote team?
You can easily adapt this for a virtual setting. Have participants turn their cameras on. Instead of stepping forward, they can use a virtual “raise hand” feature or type “me” in the chat. For variations like the “Peer Nomination Race,” team members can send a private message to the facilitator with their nomination.